360 feedback

Kicking off 360 feedback

Unlike a standard performance review where a manager gives feedback to a direct report, a 360 review solicits feedback about a person from a range of people in the organization in that person’s “circle” (i.e., 360 degrees). That could include that person’s direct reports, peers, cross-functional project stakeholders, leaders from other departments, and even senior executives.

Quarterly and annual review cycles don’t need to be a headache—and Perform proves that. Kick off 360 feedback from the Coaching menu, just as you would Kudos and 1:1 feedback.

In this article, we’ll walk through how to kick off a 360 review.

4 steps for kicking off a 360 review

Step 1: Set up the 360.

To kick off a 360, you’ll first select the person/people getting reviewed and who should review them. The reviewers chosen will be kept anonymous from the reviewee, and each reviewer will receive an action item with the due date you’ve selected.

Step 2: Complete peer reviews.

As part of the 360 setup, each reviewer gets assigned an action item to submit their review. They will also see their open reviews on the Coaching page.

Reviewers are guided through questions about their experiences with the reviewee and asked to choose adjectives as well as share examples.

PI Perform’s FeedbackAI can help reviewers write constructive feedback, providing ways to phrase feedback accurately and professionally as a starting point. This tool expedites a review to a fraction of the time it would take with a blank page.

Step 3: Summarize the reviews.

After peer reviews are submitted, the manager who started the 360 sees the feedback provided—again this is only for the manager to see and not the reviewee.

The next step for the manager is to synthesize the input from reviewers and provide her/his own adjectives for the same prompts. This will generate a single, comprehensive review as the final output.

Step 4: Share with the reviewee.

To complete and share the review, the manager chooses to release and share the review either immediately or to keep it locked without sharing.

The shared review creates a discussion topic in your 1:1 workspace with the reviewer.

The reviewee sees only the summarized review (and a tab for their self review if applicable):

The manager sees both the summarized review and a tab with each peer review:

Additional support

  • What is Coaching and FeedbackAI in PI Perform?
  • What is Meeting Mode in PI Perform?
  • Customize coaching & feedback for your team’s performance culture

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