360-degree review process: Step-by-step guide

A 360 degree review process is a repeatable workflow for collecting multi-rater feedback and turning it into a development plan. This guide is for HR teams and people leaders who want to run 360 reviews efficiently and consistently (without spreadsheets, messy follow-ups, or unclear reporting). You’ll learn the exact step-by-step process, how to structure forms and rater roles, and how to automate distribution and reporting using Responsly’s 360 feedback tools.

The 360 Review Process Step-by-Step

Step 1: Create a 360-degree review form
Begin by logging into your Responsly account. Navigate to the form builder and select the option to create a new form. Choose the 360-degree review template to start with a pre-designed form that includes all necessary sections for comprehensive feedback.

Step 2: Customize the base form
Customize the base form to fit your organization’s specific needs. Add, remove, or modify questions to ensure they align with your review objectives. Keep questions behavior-based and tied to competencies (communication, teamwork, ownership). Once the base form is complete, save it as your master template.

Step 3: Duplicate the form for each employee
Next, duplicate the base form for each employee undergoing the review. In Responsly, select duplicate and rename each form according to the employee’s name. This ensures each employee has a personalized review form ready for distribution.

Step 4: Add email addresses and rater roles
In the email distribution module, add the email addresses of all participants who will provide feedback. Categorize participants by role (for example: manager, peer, direct report). Capturing roles upfront is crucial because it allows you to filter and compare results by rater group later.

Step 5: Send out the review forms
Once all email addresses and roles are added, use Responsly’s email distribution module to send out the review forms. Each participant will receive a personalized email with a link to the relevant employee’s review form. This automated process saves significant time compared to manual distribution.

Step 6: Collect and analyze responses
As participants complete the reviews, their responses are automatically collected within Responsly. You can monitor the progress and send reminders if needed, ensuring all feedback is gathered promptly.

Step 7: Generate reports and filter by role
After all responses are collected, generate reports for each employee. Responsly’s analytics allow you to filter feedback by role using hidden variables, so you can separate “peer feedback” from “manager feedback” and spot perception gaps. This is often where the most useful coaching insights emerge.

Automating the 360 degree review process with Responsly saves time and improves consistency. By using ready-made templates plus automated email distribution, you can run a repeatable review cycle that produces clear, role-based insights for employee development.

Read more about the 360-degree feedback system, its examples, and questions!

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FAQ

What is a 360 degree review process?

A 360 degree review process is a structured workflow for collecting performance feedback from multiple sources (manager, peers, direct reports, and self), consolidating results, and turning insights into an actionable development plan.

What are the steps in a 360 degree review process?

A typical 360 review includes: defining competencies and scope, selecting and validating raters, building the form, sending invitations, tracking completion and reminders, analyzing results by rater group, holding a debrief conversation, and creating a 30/60/90-day development plan.

How do you choose raters for a 360 review?

Choose raters who work closely enough to observe day-to-day behaviors: the direct manager, 3–5 peers/cross-functional partners, and (if applicable) 3–8 direct reports. Avoid raters without context or with a clear conflict of interest.

How do you keep 360 feedback anonymous and comparable?

Keep responses anonymous by aggregating results by role (peers, direct reports) and using minimum thresholds (for example, at least 3 respondents per group). Keep a consistent question set and rating scale across employees so reports are comparable.

What should happen after a 360 review is completed?

After results are shared, the employee and manager should align on 1–2 priorities, agree on specific behaviors to practice, and set follow-up check-ins. Re-run the 360 after a set period (often 3–6 months) to measure progress.