360 Feedback Policy Template

360-degree feedback is a comprehensive performance evaluation method that collects feedback on an employee from multiple sources: peers, direct reports, supervisors, and sometimes even customers. Unlike traditional top-down performance reviews, 360 feedback provides a holistic view of an employee's performance, behaviors, and impact within an organization.

Organizations use 360 feedback to support employee development, enhance self-awareness, improve team dynamics, and build a feedback-driven culture. When implemented effectively, it can lead to stronger communication, more effective leadership, and a more engaged workforce.

This policy template is designed to help HR teams, managers, and leadership teams define clear expectations, processes, and guidelines for running a fair and constructive 360-degree feedback program.

What the 360 Feedback Policy Should Include

To ensure your 360 feedback process is transparent, inclusive, and effective, your policy should cover:

• Definition and purpose of 360 feedback
• Eligibility: Who participates, who gives feedback, and when
• Frequency and timing of 360 feedback cycles
• Confidentiality and anonymity guidelines
• Feedback sources: Peers, managers, direct reports, cross-functional colleagues
• How feedback is collected (platforms, tools, surveys)
• How feedback is shared with participants
• Use of feedback: Performance reviews, development planning, promotion considerations
• Training and guidance provided for giving/receiving feedback
• Manager and HR roles in facilitating the process
• Dispute resolution or escalation processes
• Data privacy and compliance considerations

Purpose of This Policy

The purpose of this policy is to create clarity and consistency around how 360-degree feedback is conducted at [Company Name]. It aims to:

• Promote a culture of continuous improvement and open communication
• Support employee growth by highlighting strengths and development areas
• Provide multi-perspective insights to complement manager evaluations
• Encourage peer accountability and team alignment
• Ensure the 360 feedback process is fair, respectful, and constructive

Sample 360 Feedback Policy

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[Company Name] 360 Feedback Policy

Effective Date: [Insert Date]
Last Reviewed: [Insert Date]

1. Policy Overview

At [Company Name], we believe that great performance is built on awareness, feedback, and growth. Our 360-degree feedback program is a structured process for gathering performance-related feedback from a variety of sources to help employees understand how their work, behaviors, and communication impact others.

This policy outlines how we conduct 360 feedback in a way that is inclusive, constructive, and supportive of our values and goals.

2. Who Participates in 360 Feedback

360 feedback is conducted for:

• All full-time employees who have completed at least [X months] of employment.
• Leadership and people managers as part of their ongoing development.
• Select roles or departments participating in pilot or developmental programs.

Participants in the feedback process may include:

• The employee (self-assessment)
• Their direct manager
• Peers and collaborators (typically 3–6 individuals)
• Direct reports (if applicable)
• Cross-functional partners (as relevant)

3. Frequency and Timing

360 feedback cycles will occur [annually / biannually / quarterly], typically aligned with our performance review calendar.

Employees may also request ad-hoc 360 feedback with manager and HR approval for specific development goals or career milestones.

4. Feedback Collection Process

Feedback is collected through [Company’s HR platform / Lattice / internal survey tool / external vendor]. Participants are invited to complete standardized questionnaires that cover key competencies, behaviors, and performance areas.

Questions may include both quantitative ratings and qualitative open-ended responses. All feedback should be specific, respectful, and aimed at helping the employee grow.

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5. Confidentiality and Anonymity

To ensure psychological safety and candid feedback:

• Peer and report feedback is anonymized and aggregated where possible.
• Managers and HR may view full feedback but will protect the identities of respondents.
• Self and manager feedback are identifiable.

If feedback is abusive, discriminatory, or violates company values, it will be flagged for review and may be addressed by HR.

6. How Feedback Is Used

360 feedback is used for:

• Personal development and coaching
• Performance conversations
• Leadership development planning
• Identifying high-potential talent
• Informing but not solely determining promotions or compensation

Managers and employees are encouraged to review 360 results together, identify key takeaways, and create development goals as needed.

7. Training and Support

To maintain the quality and usefulness of the 360 process, [Company Name] provides:

• Feedback training workshops for employees and managers
• Written guides on giving and receiving feedback constructively
• Manager support in interpreting feedback and creating development plans

8. HR and Manager Responsibilities

• HR oversees the process, ensures compliance and fairness, provides training, and helps facilitate outcomes.
• Managers play a key role in selecting feedback participants, reviewing results with their direct reports, and supporting growth conversations.

9. Escalations and Appeals

If an employee believes feedback is unfair, biased, or inappropriate:

• They may request a meeting with their manager or HR.
• HR will review concerns confidentially and take corrective action if needed.
• Feedback will not be edited unless it violates company policies or ethical standards.

10. Data Privacy and Compliance

All feedback data is managed in accordance with [Company Name]'s Data Privacy Policy and applicable laws such as GDPR or CCPA. We use secure platforms and restrict access to sensitive data to authorized personnel only.

Frequently Asked Questions

Is 360 feedback mandatory?
It depends on your role and level. In most cases, participation in 360 feedback is encouraged and may be required as part of your development or review cycle.

Can I choose who gives me feedback?
Employees may suggest reviewers, but final selection will be approved by your manager to ensure a balanced and objective set of inputs.

Will I know who said what?
Manager and self-feedback are attributed, but peer and direct report feedback is anonymized to encourage honesty and candor.

Can I opt out of giving feedback to others?
If you have concerns about giving feedback, speak with HR. While participation is encouraged, we want to ensure everyone feels safe and supported in the process.

How is negative or unfair feedback handled?
Constructive feedback is part of growth, but if feedback is inappropriate or harmful, HR will intervene. Feedback should always be respectful and based on behavior and impact.

Does 360 feedback affect my promotion or compensation?
360 feedback is used as one of many data points in making talent decisions. It’s primarily a tool for development, not evaluation.

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