Why 360 Degree Evaluations?

See leadership from every angle.

64 % of employees say traditional performance reviews are a partial or complete waste of time. That signals a desperate need for alternatives that actually drive development and 360s deliver.

Why 360° Feedback Works

360° Evaluations are different. They give balanced input, cut through bias, and actually equip leaders with the feedback they need to change.

The 360 Value

The 360° Evaluation gives your leaders direct, constructive feedback from the people who work with them every day: Supervisors, peers, and direct reports. It uncovers how they are perceived, where they excel, and where growth is needed. Leaders receive confidential, well-rounded feedback they can act on, supported by a one-on-one debrief and development plan.

  • Unlimited raters ensure balanced, credible input

  • Confidential report with clear, actionable insights

  • One-on-one debrief and tailored development plan included for every participant

  • Builds self-awareness, improves collaboration, and identifies blind spots

  • Appropriate for individual contributors, emerging leaders, and executives

There is no way to measure how well your leaders are effectively leading others without a comprehensive evaluation like this one

The Problem with traditional reviews

Traditional performance reviews rely on a single manager’s perspective. That creates a narrow, often biased view of an employee’s performance. The process frequently leaves employees frustrated, managers guessing, and organizations without the insights needed to drive meaningful growth. Research consistently shows that most people consider these reviews ineffective, and for good reason: they miss the bigger picture.

  • Manager-only lens – Feedback is limited to one perspective, instead of pulling in the broader view of peers and direct reports.

  • Widely seen as ineffective – Surveys show more than half of employees believe reviews are a waste of time, offering little value for growth.

  • Risk of bias and inflated ratings – One manager’s judgment can be subjective, inconsistent, or influenced by personal preferences.

  • Often ends with a static report – Traditional reviews frequently stop at documentation, with no built-in follow-up or development planning.

  • Lack of self-awareness and alignment – Without input from multiple voices, leaders miss the chance to see how their behavior truly impacts the team.

FAQs

  • It’s a structured feedback tool where supervisors, peers, and direct reports provide input on a leader’s performance, behavior, and impact.

  • Because feedback comes from all directions, not just the top down. Leaders get a full-circle view of how they are perceived.

  • Anyone in a leadership role or preparing for one. It’s effective for supervisors, managers, directors, and executives.

  • As many as possible. We allow unlimited raters to make sure the feedback is balanced, not skewed by just a few voices.

  • Yes. All responses are confidential, so participants can trust the input is candid and honest.

  • Every 12–18 months is a good rhythm. That allows time for leaders to work on their development plans and show progress before re-evaluating.

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