How Effective Is Your 360 Degree Review? Find Out With This Checklist

360 degree review

Despite all the benefits of a 360 degree review, which we’ve outlined here, here and here, it’s important to understand that it’s not foolproof. From organizational culture to survey design and follow up, a lot can go right or wrong that can determine whether a 360-degree feedback review is a boon or a bust for your organization. To unlock the full potential of 360-degree feedback, there are both best practices to follow and pitfalls to avoid. Think, “Do this, not that.”

So, how effective is your 360 degree review? Use our checklist below to find out. The more items that make you think, “Yeah, we do that,” the more effective your 360-degree feedback review will be.

Organizational Readiness

Just like lipstick won’t make a pig prettier, a 360 degree review can’t fix underlying problems in your organization. Here are some signs that your team is ready for a 360-degree feedback process.

_ Employee engagement and morale are above average.

_ Leadership and management model an openness to feedback.

_ Employees have a positive view of feedback in your organization.

Survey Design

One-size-fits-all surveys can net lackluster results. But that doesn’t mean you can custom design your way to survey success. Here are some 360 survey best practices that lead to an effective feedback process.

_ Questions are geared to the appropriate role for the person being rated.

_ Questions encompass a variety of competencies related to the role.

_ There is a balance of multiple choice and open-ended questions.

_ Raters have experience working with the person being evaluated.

_ The survey can be completed in under 20 minutes.

_ Raters are given enough time to thoughtfully complete the survey.

_ Survey data is easy to collect and compile for reporting.


“No surprises” is a good rule of thumb for an effective 360 degree review process. In other words, employees shouldn’t be hearing about it for the first time when the survey lands in their inbox. Clear communication, delivered early and often, is key.

_ Announce the process at least two weeks before the survey window opens.

_ In this communication, clearly define the purpose, steps, timeline, and expectations.

_ Before the survey window opens, provide ample time to address questions and concerns.

_ Send “Reminder” communications regularly while the survey window is open.

_ Report back to the team on response metrics; thank and praise frequently.

After the Survey

What’s a 360 degree review process for if nothing comes of it? What happens after the survey closes is hands down the most important part of your feedback process. This is where the identification of a manager or team’s strengths and weaknesses can create an opportunity for growth and development.

_ Survey results are compiled in an easy-to-read 360-degree feedback report.

_ Results reflect both quantitative and qualitative data.

_ Visuals are simple—think bar graphs, not heat maps.

_ Feedback report is shared privately and delivered thoughtfully.

_ Feedback report encourages growth and development through SMART goal planning.

_ Provide ongoing support and schedule regular check-ins to help keep goals on track.

Need help checking all of these boxes? Consider working with G360 Surveys. As a G360 client, you’ll have access to our entire suite of online 360 surveys, an easy-to-use administrator dashboard, action-oriented feedback reports, and embedded training resources, all of which combine to help ensure an effective 360 degree review. Launch one of our 360 feedback survey options today.