Feedback collected from an employee's manager, peers, direct reports, and often self — a full-circle view.
360 Feedback (also called 360-degree feedback or multi-rater review) is a performance feedback method that collects input on an employee from multiple sources: their manager, their direct reports, their peers, and often the employee themselves (self-assessment). Sometimes customers or cross-functional stakeholders are included. The goal is a well-rounded view that reduces single-manager bias.
360 feedback is most effective for developmental purposes — helping employees understand how they're perceived across the organisation — rather than as the sole basis for compensation decisions. When used punitively, participants tend to sanitise their feedback, reducing usefulness. Anonymity of peers and reports is typically essential to candour; managers are usually attributed.
Implementation requires thoughtful question design (behavioural competencies rather than personality), a calibrated rating scale, a safe platform for collection, and a professional debrief process where the employee discusses the aggregated feedback with their manager or coach. Peoplifi supports 360 feedback cycles with anonymisation, aggregation, and managed debrief workflows.
As part of our leadership development, each manager goes through a 360 feedback cycle every 18 months.
Peoplifi handles Pakistan payroll, compliance, and HR workflows in one platform.
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