What is 360 Degree Feedback (360 Feedback)?

360 degree feedback also known as 360 feedback, 360 review, 360 appraisal, 360 evaluation, or in the USA, multi rater feedback or multi source feedback, is a process for gaining a complete, rounded picture of a person’s skills, behaviours or performance. In simple terms, the 360 feedback meaning is to understand how others perceive an individual in their role.

No matter what term is used, the purpose of 360 feedback is the same: to provide clear, actionable insight's into how the person (often called the participant) is perceived by others (the respondents). The goal of 360 feedback is to turn feedback into practical development actions.

360 Degree Feedback Definition & Meaning

At Lumus360, we define 360 feedback as follows:

"A method of gathering rounded feedback about a person’s performance/ behaviour to aid personal or career development, or to support an organisation’s performance appraisal process."

What is the Difference Between 360 Feedback and Evaluation Feedback?

In the UK, 360 feedback is most often used to support personal development, for example to guide coaching or training, contribute to a development plan, support talent development or longer-term career progression.

While 360 evaluation feedback is generally focused on assessing performance against specific criteria, it is often linked to appraisal outcomes such as pay, promotion, or bonuses. For a deeper understanding of how 360 feedback is used within the appraisal environment, see our article 360 Degree Feedback for Performance Appraisal – Advantages, Disadvantages & Key Considerations.

Types of 360 Feedback (By Purpose, Question Design & Delivery Method)

When discussing the different types of 360 feedback, it’s useful to understand what each approach means and how it fits within the wider 360 degree feedback definition. The phrase ‘360 feedback types’, typically refers to one or more of the following:

By Purpose

• Developmental 360 feedback: Designed to help the participant grow by identifying perceived strengths and areas for improvement that enable ongoing development opportunities.
• Performance / evaluation / appraisal-linked 360 feedback: Integrated into performance reviews, and can influence promotion or bonuses. This approach is more formal and evaluative.
• Talent development: Used to identify the qualities that underpin high-potential talent.

By Question Design

• Competency-based 360 feedback: Measures behaviour against defined competencies (e.g., “builds trust”, “delivers results”).
• Values-based 360 feedback: Focuses on alignment with organisational values and culture.
• Hybrid: Combines competencies, values, and open-text questions.

By Delivery Method

• Online platform-based: Automated invitations, reminders, and reporting tools streamline the process.
• Paper-based: Rare today, but still used in some low-tech environments.
• Interview-based 360 feedback: Raters provide feedback in structured interviews, later summarised into a report.

The Ideal 360 Degree Feedback Process Explained

The 360 feedback process helps participants “see themselves as others see them” by gathering feedback from multiple sources. Typical feedback providers include line managers, peers or colleagues, direct reports, customers, stakeholders or other external partners.

A well-designed 360 degree feedback process typically takes four weeks and follows these steps:

• Identify respondents: The participant, sometimes with input from their manager or HR, selects a balanced group of respondents.
• Feedback collection: Respondents (and usually the participant) complete a structured questionnaire, providing both numerical ratings and open-text comments. Use a secure, confidential system to ensure trust and reliability.
• Prepare reports: Present results in a clear, easy-to-read report with charts, graphs, and narrative comments, enabling the participant’s self-review to be compared directly with feedback from others.
• Convert feedback into an action plan: When used for development, there should be an expectation that the process leads to a clear ‘so what’ and ‘follow-through’ plan. Help participants translate outcomes into a focused set of specific, achievable goals.
• Follow through: Monitor progress, provide continued support, and ensure development goals are embedded in day-to-day work.

Frequently Asked Questions About 360 Feedback and 360 Degree Feedback

Q. What is the difference between 360 degree feedback and performance appraisal?

A. 360 feedback is mainly used for personal development, giving participants insight into how others perceive their behaviours and strengths. Performance appraisal feedback, on the other hand, is evaluative: it measures performance against set criteria and is often linked to outcomes such as pay, promotion, or bonuses.

Q. What are the different types of 360 degree feedback?

A. 360 feedback can be grouped in three ways:

• By purpose – developmental, appraisal-linked, or talent development.
• By question design – competency-based, values-based, or hybrid.
• By delivery method – usually online, but sometimes paper or interview-based.

Q. What does 360 feedback mean?

A. 360 feedback means collecting feedback from a range of colleagues to gain a rounded understanding of strengths and development needs.

Q. What is the 360 degree feedback definition?

A. It’s a structured process where feedback is gathered from peers, managers and direct reports to support development or appraisal.