Looking to strengthen your talent development and training programs? 360-degree feedback assessments can help you do just that. By gathering insights from managers, peers, and direct reports, these assessments provide a clear, well-rounded picture of an individual’s strengths and growth opportunities.
No more balancing of individual spreadsheets, multiple formats or chasing people for feedback. When used as part of a structured development plan, 360 feedback turns everyday observations into actionable insights, helping employees build self-awareness, close skill gaps, and align their growth with your organization’s goals. It’s a practical, proven way to turn feedback into real, measurable development.
As an HR leader passionate about simplifying performance management, I’ve crafted this guide to help you identify the best 360‑degree tools, so you can spend less time chasing responses and more time building your teams.
What Is 360 Degree Feedback Software?
360-degree feedback software is a tool that collects confidential, structured feedback on an employee’s performance and behaviors from the people they work with regularly—such as managers, peers, direct reports, and even clients—alongside their own self-assessment. Unlike traditional top-down reviews, this approach provides a well-rounded view of an individual’s strengths and development areas, making it a powerful resource for leadership development, coaching, and talent planning.
The software making the feedback process efficient, scalable, and easy to integrate into training and development programs:
- Automates 360 feedback survey distribution, data collection, and report generation
- Anonymity controls to ensure honest input
- Automated reminders and workflows
- Intuitive dashboards
By merging structured feedback with analytics, these tools enable evidence-based development and better alignment with organizational goals.
Why Companies Use 360° Feedback Tools
A. Clearer Performance Insights
360° tools collect feedback from managers, peers, subordinates—and sometimes even external stakeholders like customers or vendors—offering a multidimensional view of an employee’s performance. This eliminates the tunnel vision inherent in manager-only reviews, delivering more accurate, well-rounded performance data.
Example: A product manager praised by the immediate supervisor but flagged by peers for poor cross-team communication. Highlighting this blind spot early helps adjust expectations and training.
B. Enhanced Self-Awareness
By breaking the echo chamber of self-assessment, 360° feedback uncovers blind spots—areas where individuals misjudge their strengths or weaknesses. Gallup research shows that employees receiving regular feedback have 15.9% better retention rates.
Example: An engineer who sees themselves as detail-oriented may learn they’re perceived as slow or over-analytical—and then adapt their workflow.
C. Cultivating a Growth-Oriented Culture
Organizations using frequent, multi-source feedback foster transparency, continuous improvement, and team accountability. As feedback comes from multiple sources, it reinforces openness and collective ownership of performance improvement.
Example: At a scale-up, quarterly peer feedback sparked team-led workshops to share best practices—boosting both collaboration and productivity.
D. Data-Driven People Decisions
A 360-degree review creates data-driven insights by collecting structured, quantitative ratings on specific competencies and behaviors from an employee’s managers, peers, and direct reports, alongside their own self-assessment. This generates measurable data that highlights both strengths and areas for development, helping organizations and individuals prioritize where to focus growth efforts. Narrative comments add qualitative context to the ratings, surfacing patterns and real examples that clarify development needs. Over time, repeating the 360 process allows organizations to track progress and measure the impact of training initiatives.
Example: A regional director identified as a strong performer in leadership had lower sentiment scores on empathy. HR introduced targeted coaching before considering promotion.
E. Additional Benefits
Benefit | Description |
Reduced Bias & Increased Fairness | Multi-rater data minimizes subjectivity and enhances credibility. |
Improved Team Dynamics | Shared feedback promotes empathy, trust, and supportive peer relationships . |
Employee Engagement | Including employees in peer reviews enhances their sense of value and belonging . |
Talent Identification | Repeated low/high performers emerge through pattern trends—helping spot future leaders or needing intervention . |
Opportunities for Learning & Development | Pinpoints skill gaps, enabling targeted training initiatives such as mentoring or workshops . |
Strong Accountability | Knowing multiple sources provide feedback encourages ownership—even managerial accountability . |
Real-World Use Case
A multinational tech firm implemented quarterly 360 feedback for its engineering leads. Feedback platform dashboards revealed consistent reports of weak stakeholder communication from peers and direct reports—even when overall leadership ratings remained high. The firm introduced a peer-mentor buddy system, reducing negative communication feedback by 35% in two cycles. Engagement scores for the affected teams rose by 12%.
Popular 360 Feedback Software Platforms in 2025
1. Launch‑360 – Fast, Effective Leadership Feedback
Developed by experienced HR leaders with over 25 years in the field, Launch‑360 was created to open the world of 360-degree feedback to all companies, making leadership development accessible, practical, and impactful—without unnecessary complexity or cost.
Launch‑360 is a plug-and-play leadership development platform designed for HR professionals, coaches, and small to mid-size teams to launch feedback cycles quickly and effectively
Evaluates six critical leadership competencies with thoughtfully pre-configured questions that mirror real-world leadership Scenarios : executive presence, team leadership, staff management, relationship building, social awareness, and communication, using research-backed questions reflecting real-world leadership scenarios.
Fast, out-of-the-box readiness: no consultants, certifications, or complex installs needed—simply select competencies and launch surveys in minutes.
Customizable: includes a section for adding your own questions, allowing you to align the survey with your organization’s language and priorities.
Cloud-based architecture: enables seamless deployment, easy survey sharing, and automatic generation of clear, intuitive feedback reports.
Easy-to-read reports: deliver insights leaders can understand at a glance, so you don’t waste hours deciphering data or creating summaries.
High confidentiality standards: ensures anonymous responses and transparent participation tracking, encouraging honest and constructive feedback.
User experience excellence: frequently praised by leaders and coaches for its clean, intuitive design and practical, actionable insights that drive real development.
Launch‑360 makes leadership assessments easy, impactful, and accessible, whether you’re running your first 360 or looking to streamline your existing feedback process.
Pricing
Packages start at approximately $100 per survey. Custom bundles available based on volume and duration.
Learn more about Plan and Pricing
In Practice
A boutique consultancy used Launch‑360 to conduct quarterly leadership health checks, effortlessly compared insights across cycles, and reinforced continuous development culture.
A newly promoted leader received aggregate feedback within days—and received a customized personal leadership roadmap right away.
2. Deel Engage
Pricing
- Feedback features included in Engage at around $70 per user/month.
- Payroll and contractor management features start from $69 to $99 per user/month, with HRIS tools free for small teams up to 20 users.
In Practice
A SaaS company spanning four continents leveraged Deel to simultaneously run 360 cycles in different languages, completely automated by geography-specific reminders and HR calendar syncs.3. ThriveSparrow
- AI-powered sentiment analysis breaks down open-text comments to extract key themes and emotional tone, building visually dynamic heatmaps and trend reports
- Instant action plan creation automatically transforms feedback themes into SMART development goals—making it easier for managers to convert inputs into performance improvements
- Seamless integrations (including HRIS, Slack, Google Workspace) embed ThriveSparrow into your existing tech stack, enhancing feedback continuity
Pricing
- Pricing tiers range from $2 to $6 per user/month, billed annually. OKRs at $7/user, Performance (360 feedback) at ~$9/user, Engage and Kudos modules at similar rates.
- Basic recognition/engagement plans start around $4–$8/user/month.
In Practice
- A distributed marketing team launched quarterly 360s with AI heatmaps, enabling managers to adjust learning plans in real time based on sentiment trends.
- A fast-growing startup used the platform’s integration with Slack to nab instant employee feedback and action items right into daily workflows.
4. Leapsome
- Talent management platform: Combines 360 reviews, goal-tracking, continuous peer feedback, and learning pathways—ideal for multilevel employee performance cycles.
- Scalable for international use: Built with support for 19+ languages and tailored workflows for different teams and regions.
- Deep analytics visibility: Offers HR and leaders a granular breakdown of performance at the individual, team, and organizational levels via tracking dashboards.
Pricing
- Modular pricing starting from $8 per user/month, billed annually, up to $15/user/month depending on features and size.
- Startup/nonprofit discounts, annual commitment required.
In Practice
- A mid-sized software firm integrated annual 360 reviews with OKRs and triggered follow-up training courses based on results—all within Leapsome’s central dashboard.
- HR set up cascading review cycles—direct reports to managers, then manager self-reviews—effectively linking individual feedback to company-wide goals.
5. SurveySparrow
- Built on SurveySparrow’s chat-like interface, 360 surveys feel more interactive and less daunting—boosting completion rates and response quality
- Offline and kiosk support enables on-site team members to engage via tablets or mobile devices without internet access.
- Can be expensive for small businesses, though a free trial allows you to pilot feedback cycles without immediate cost concerns.
Pricing
- Subscription tiers:
- Basic: $19/month (1 user, up to 100 responses).
- Starter: $37/month.
- Business: $79/month.
- 360 assessment module: starts at ~$790/year for 10 assessments.
- Higher plans (Enterprise, CX) range from $199–$249/month+.
In Practice
- A retail chain ran quarterly 360 kiosks in regional manager break rooms and used SurveySparrow’s conversational format to drive high completion rates.
- A clinic gathered shift-based feedback from nurses using mobile devices, captured offline, and uploaded data later for aggregated insights.
Other Noteworthy 360° Feedback Platforms
1. Primalogik
Overview & Pricing
Primalogik offers a performance management suite tailored for small to mid‑sized organizations, starting at $3–4 per user/month for the Feedback plan and $4–8 per user/month for the Performance package, which includes 360 reviews, performance check-ins, and goals/OKRs support. Minimum plan: 25 users with annual subscription incentives.
Core Features
- Highly customizable surveys, supporting scales from 3 to 10 points and open-ended feedback
- Automates reminders, launching, participation tracking, and real-time dashboards
- Assessment bias reports highlight disparities in rater patterns
- Includes single sign-on (SSO), admin onboarding support, and email/chat support
Use Case
An HRBP reports a shift from manual review cycles taking 4–8 hours to streamlined surveys completing in mere minutes—paving the way for a culture centered around transparency and swift feedback.
2. Peoplebox, Empuls, Mitratech Trakstar
- Peoplebox offers evening entry packages (~$7/user/month) with peer feedback, goal tracking, OKRs, and coaching.
- Empuls emphasizes employee engagement via pulse surveys and peer recognition.
- Mitratech Trakstar is known for robust performance cycle planning, goal alignment, and compact feedback modules.
All serve SMB to mid-market needs with niche integrations and development-minded modules, offering competitive pricing between $15-25 per user/month
3. Qualtrics
A heavyweight in experience management, Qualtrics for 360° Feedback delivers highly customizable survey workflows, multi-source input, and advanced analytics. Its AI-driven sentiment and benchmarking tools deliver deeper talent insights .
Enterprise Capabilities
- Allows multi-stage evaluation cycles with custom rater segments and role-based reports
- Real-time analytics dashboards link feedback outcomes (e.g. leadership approval scores) directly to business metrics, showing ROI on development initiatives
- Offers automation features to convert feedback into action workflows and operational tactics
Pricing & Feedback
High-end pricing: approx. $150–250 per user/month depending on scale
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo.
4. Spidergap, PerformYard
- Spidergap focuses on fully customizable 360 surveys and targeted stakeholder feedback paths.
- PerformYard emphasizes simplicity at scale with flexible workflows, integrations, and transparency features. It’s praised by HR teams, although costs may rise with added functionality
5. Full Performance Suites: BambooHR, Lattice, Culture Amp, Rippling
BambooHR
Offers straightforward 360 feedback integration within performance modules. Users appreciate its clean, user-friendly interface and basic analytics—ideal for SMBs.
Lattice
Combines continuous feedback, engagement tracking, objective-setting, and 360 reviews in a modern platform with clean dashboards and strong HRIS integration.
Culture Amp
Built by industrial-organizational psychologists, Culture Amp emphasizes UX, premade and custom survey templates, engagement analytics, and best-practice recommendations
Rippling
Acts as an all-in-one HRIS—adding 360 feedback within its HRIS/payroll framework. Ideal for organizations wanting centralized employee data alongside performance tools.
These platforms integrate performance reviews, feedback cycles, goal-setting, compensation, and engagement tracking in unified HR ecosystems.
Selection Criteria: What Matters Most
Based on expert reviews, user surveys, and platform comparisons :
- Survey Customizability & Logic
Skip/branch logic and behavior-based scales help tailor feedback flows - Anonymity & Data Security
Trustworthy systems require minimum rater thresholds and robust controls. - Advanced Analytics
Look for sentiment tagging, benchmarking, bias detection, and recommendation modules. - HRIS & Ecosystem Integrations
Seamlessly connect feedback with goals, performance, learning, and talent systems. - UX & Participation
Mobile-first conversational UIs and reminders increase response rates. - Pricing & Scalability
Balance per-user costs with needed enterprise features and support. - Implementation & Change Support
Tools offering readiness kits, onboarding guidance, and change consulting stand out.
Choosing the Right 360° Feedback Tool: A 6-Step Guide
Selecting the ideal 360° feedback platform is critical to launching a review program that’s efficient, fair, and impactful. Follow these six essential steps to ensure your choice aligns with strategic goals, technical needs, and company culture.
Clarify Objectives
Start by defining what you want to achieve
- Leadership development: Target emerging or senior leaders with tools designed for competency assessment and coaching integration.
- Cultural change: If your goal is to build a culture of regular feedback and mutual accountability, choose tools that enable ongoing peer-to-peer feedback.
- Performance alignment: Want to tie feedback to promotions, succession planning, or training? Look for platforms that integrate feedback with goal-setting and development modules.
Why this matters: Clear objectives help you avoid overpaying for features you don’t need, and they guide your requirements in later steps.
- Ensure Ecosystem Compatibility
- Define Feedback Frequency
Decide how often you’ll use 360° reviews:
- Annual or biannual cycles support traditional performance management timelines, however 360 reviews should be used as part of talent development and experts agree doing these every 12-36 months is the correct time frame
- Pulse reviews are better for fast-moving roles or growth-focused teams.
- Continuous micro-feedback fosters a real-time development culture, but requires user buy-in and simplified tools.
Why it matters: The right cadence affects participation, tool functionality, and how feedback is received and acted upon.
Model Budget & Scale
Account for all cost-related factors
- Per-user or per-survey fees—and how those change with growth.
- Setup costs, integration fees, customization expenses, and potential support charges.
- Pilot-run pricing vs full deployment costs, including training and change management.
Why it matters: Building a financial model upfront helps forecast ROI and makes scaling transparent as your team grows.
Design a Change Strategy
Plan for communication, training, and rollout:
- Announce goals, timelines, and confidentiality commitments.
- Provide role-based training for managers, peers, and respondents.
- Set privacy rules (e.g., minimum raters for anonymity) and clarify how results will be shared.
- Offer support materials—online FAQs, live chat, coaching scripts, and manager guides.
Implementing a 360 Feedback Program
Phase 1: Planning
- Map purpose and audiences (e.g., leaders only vs. full company).
- Secure buy-in with executive and manager alignment.
Phase 2: Configure
- Customize survey content and logic.
- Build assessment rounds, rater assignments, and notify protocols.
Phase 3: Pilot
- Launch with small groups; collect metrics (participation, time to completion).
- Gather feedback for improvements.
Phase 4: Launch
- Roll out broadly with clear communication and support.
- Use auto-reminders and rater tracking effectively.
Phase 5: Analyze
- Review dashboards; synthesize group trends and individual growth areas.
- Highlight data-driven insights and stories.
Phase 6: Act
- Hold feedback debriefs.
- Build development plans; familiarize participants with usage.
Phase 7: Iterate
- Refine questionnaire/approach based on results.
- Transition to continuous or cyclical follow-up model.
Trends Shaping the Future of 360 Feedback
- AI for Bias Detection: ML tools flag rater leniency, recency, or halo biases—and may suggest meta-corrective prompts.
- Moving to Continuous Feedback: Companies prefer nudged monthly check-ins rather than labor-intensive annual cycles.
- Evaluating Employee Well-Being: Track stress, workload, emotional health alongside performance metrics.
- Gamified & Conversational UIs
SurveySparrow and ProProfs pioneer this trend for more engaging feedback processes. - All-in-One Talent Ecosystems: Platforms like Rippling and Culture Amp tie 360 feedback to full HR lifecycle management.
- Accessibility for SMEs: Affordable tools with fast deployment—like Launch‑360—support smaller organizations without large HR infrastructure.
Feature Matrix at a Glance
Feature Area | Launch‑360 | Deel | ThriveSparrow | Leapsome | SurveySparrow |
Pre-built Leadership Banks | Yes | Optional customization | Template-driven | Yes | No |
Anonymity Controls | Full | Multi-stage | User-level | Full | Yes |
Survey Logic / Branching | Basic | Moderate | Yes | Yes | Yes |
AI Sentiment / Bias Metrics | None | None | Advanced | Basic | None |
HRIS / Goal Integrations | Limited | Robust | Limited | Extensive | Basic |
UX / Mobile Experience | Strong | Good | Good | Good | Excellent |
Pricing (Entry / Avg) | Low – $X* | Higher – from $49/mo | Mid – ~$5/user/mo | Mid-high ~$8/mo | Low-mid ~$4/mo |
Target Customers | SME Leaders | Global Remote Teams | SMBs with growth focus | Mid-market Enterprise | Frontline teams |
Launch‑360 offers affordable, no-contract pricing ideal for small-to-mid teams.
Where 360 Integrates
- Performance Platforms: Lattice, Culture Amp embed 360 within broader assessments.
- Survey Tools: Qualtrics, SurveySparrow excel at structured data collection and analytics.
- Goal Management: 15Five, Workleap focus on real-time peer pulse and OKRs.
End-to-End Suites: BambooHR, Rippling, PeopleHR combine feedback, HRIS, and engagement support.
Final Takeaway
Launch‑360 emerges as the top choice for fast, leadership-focused assessments, especially fitting for agile, small, and mid-sized teams looking to gain clarity and actionability without complex implementation.
Deel shines for global, compliance-driven organizations, offering timezone-aware, multilingual review cycles tightly integrated with HR and payroll systems.
ThriveSparrow delivers AI-powered insights at a cost-effective price, making advanced sentiment analysis and automated development planning accessible to SMBs.
Leapsome stands out as the ultimate all-in-one performance ecosystem, combining goal tracking, continuous feedback, learning, and 360 reviews for medium to large enterprises.
SurveySparrow excels at mobile-first, frontline engagement, offering conversational surveys and offline functionality that drive high participation across non-desk workforces.
How to Choose with Confidence
- Clarify your goals – Is your priority leadership growth, driving performance, or shifting company culture?
- Match tools to strategy – Align based on feature needs, integration ecosystem, and budget constraints.
- Pilot strategically – Run short 4–6 week pilots with 2–3 tools to evaluate fit and feedback quality.
- Implement thoughtfully – Use strong change management and clear communication to foster adoption.
- Iterate continuously – Refine your model based on usage data, engagement metrics, and feedback effectiveness.
This guide consolidates the full landscape—from tool strengths and real-world use cases to user sentiment and rollout best practices—into one comprehensive resource. Need mock templates, sample manager scripts, or more in-depth case studies? Just say the word!
