What is 360-degree feedback?

Last updated 2026-08-07

A 360-degree feedback is a structured mapping where a leader is assessed by themselves, their own leader, peers and their own employees. The aim is to uncover the gap between how the leader thinks they are perceived and how they are actually perceived. The value lies in the follow-up — a report without training afterwards rarely changes anything.

Who responds?

How is anonymity ensured?

Responses from employees are reported in aggregate, and results are normally only shown when a minimum number have responded — often three to five. Without that threshold, responses become cautious and less useful.

What are the most common mistakes?

• Too many questions, so response quality drops.
• The result is used for pay review, not development.
• The report is delivered without a follow-up conversation.
• No concrete training on what scores low.

What should happen afterwards?

Choose two behaviours to change, make them visible to the team, and practise them. In LeaderSkills low areas are linked to concrete training scenarios, so the feedback gets an action attached to it.