360 degree feedback software | Learned.io

360 degree feedback software is a digital solution to collect feedback from multiple people around an employee. Where a traditional conversation often focuses mainly on the manager's input, 360 degree feedback brings multiple perspectives together.

You can gather feedback from, for example:

• the employee themselves;
• the manager;
• direct colleagues;
• team members;
• project leads;
• external stakeholders, such as customers or partners.

The goal is a fairer and more complete picture of how someone performs. Not only on results, but also on collaboration, communication, ownership and development potential.

A good 360 degree feedback app helps HR and managers to organise this process easily. You decide who gives feedback, build questionnaires, automate reminders and see all results in one place. This makes asking for feedback less manual and much more usable in conversations.

360 degree feedback helps organisations make evaluations more objective and development-focused. Especially in teams where employees collaborate a lot, a manager doesn't always see everything. Colleagues can often judge well how someone communicates, collaborates and contributes to the team.

The most important benefits:

• More complete picture of employees
  You combine feedback from multiple people and prevent one perspective from being too dominant.
• Better evaluation conversations
  Managers have concrete input to prepare and underpin conversations better.
• More focus on development
  Employees gain insight into their strengths and development areas.
• Stronger feedback culture
  Feedback becomes more normal, more concrete and less dependent on one assessment moment per year.
• Less manual work for HR
  With 360 degree feedback software you automate invitations, reminders and collecting feedback.
• More ownership for employees
  Employees see how their behaviour and work is experienced by others and can act on it specifically.

With a 360 degree feedback app, feedback isn't just easier to collect, but also better followed up.

A good implementation starts with a clear goal. First decide why you want to use 360 degree feedback. Do you want to make evaluations more objective, help employees develop or gain better insight into team collaboration?

Then follow these steps:

1. Define the goal of the feedback
   Be clear what you use the feedback for. For example for development, evaluation conversations, leadership or collaboration.
2. Choose the right feedback givers
   Ask feedback from people who actually work with the employee and can say something concrete about behaviour and performance.
3. Set up clear questions
   Use questions focused on visible behaviour. For example: where does someone excel, what can be better and what tip would you give?
4. Communicate the process well
   Explain why you collect feedback, who gives it, whether it is anonymous and what happens with the outcomes.
5. Use one central place
   With 360 degree feedback software you prevent loose forms, Excel files and manual reminders.
6. Discuss the results
   Feedback only has value if you use it. Discuss the outcomes in an evaluation or development conversation.
7. Link feedback to actions
   Translate insights into concrete development goals, agreements, coaching or training.

This way 360 degree feedback becomes a permanent part of growth and development.

The effectiveness of 360 degree feedback isn't only measured by the number of completed forms. It's mainly about the quality of the feedback and what happens with it afterwards.

For example, look at:

• Response rate
  How many feedback requests are completed? A low response can mean the process is too unclear or too time-consuming.
• Quality of feedback
  Good feedback is concrete, usable and focused on behaviour. Short or vague answers offer little value.
• Use in conversations
  Is the feedback discussed in evaluation or development conversations?
• Concrete development actions
  Does the feedback lead to goals, agreements, coaching or training?
• Experience of employees and managers
  Do they find the process valuable, clear and easy to use?

A 360 degree feedback app helps to track these points better. You see who gave feedback, what input was collected and how the feedback can be used in the next step.

Not every 360 degree feedback software works the same. Choose a solution that fits your organisation, processes and way of giving feedback.

Pay attention to these points in particular:

• Ease of use
  Giving feedback should be easy. The simpler the process, the more likely employees will participate.
• Flexible questionnaires
  You want to be able to adapt questions to roles, competencies, skills, goals or core values.
• Different feedback formats
  Choose software that supports multiple formats, such as 90, 180 and 360 degree feedback.
• Automatic reminders
  So HR doesn't have to chase feedback givers manually.
• Central storage
  All feedback, notes and agreements in one place and easy to find.
• Integration with evaluations and development
  Feedback becomes more valuable when you can use it directly in conversations, goals and development plans.
• Reports and insights
  Good software helps to recognise patterns at employee, team and organisation level.
• Privacy and security
  Feedback contains sensitive information. Pay close attention to GDPR, rights and access management.

With Learned you bring feedback, evaluations and development together in one platform. This way you organise 360 degree feedback easily and make the results immediately usable for better conversations.

The cost of 360 degree feedback software varies per vendor. The price usually depends on the number of employees, the chosen modules, implementation support and extra functionalities like reports or integrations.

At Learned you pay per employee per month. You can find the current packages and prices on our pricing page. This way you can see right away which package fits your organisation.

The difference is mainly in the source of feedback. In a performance review, input often comes from the manager and the employee themselves. With 360 degree feedback you collect feedback from multiple perspectives, such as colleagues, team members, managers or other stakeholders.

A performance review is the conversation in which performance, collaboration and development are discussed. 360 degree feedback is the method you use to gather extra input to underpin that conversation better.

In practice they reinforce each other. With 360 degree feedback software you collect feedback in a structured way. During the performance review you discuss the most important insights and translate them into concrete development agreements.