11 Best Employee 360 Feedback Software (Compared)

Most performance reviews measure the wrong thing.

They measure output: goals hit, quotas reached, projects delivered. What they miss is everything in between: how someone communicates under pressure, how their teammates actually experience working with them, and whether their leadership style builds trust or quietly erodes it.

That’s the gap 360 feedback software is designed to close. Instead of one manager’s perspective, you get structured input from everyone who works closely with an employee, peers, direct reports, managers, and sometimes clients, aggregated into a report that reflects how someone actually works, not just what they delivered.

After nearly two decades in performance management, I’ve seen this shift change how teams develop people.

In this guide, I compare the 11 best 360-degree feedback tools by features, pros, cons and pricing, explain how I evaluated them, and cover the mistakes that derail most 360 programs.

What Is 360 Feedback Software?

 Unlike a traditional performance review, where one manager evaluates output, 360 feedback shows how someone is perceived across the whole organization.

The “360” refers to a full circle of perspectives. An employee might receive feedback from five to ten colleagues at once, all answering the same set of behavioral questions without knowing what anyone else said.

Key components of 360-degree feedback software:

• Anonymous multi-rater surveys (peers, managers, direct reports, clients)
• Customizable question libraries aligned to role-specific competencies
• Automated reminders and feedback cycle management
• Aggregated reporting dashboards with trend tracking
• Integration with HRIS and performance review systems
• Development plans created from feedback results

11 Best 360-degree Feedback Software to Boost Team Productivity

Here are some popular 360-degree feedback software to help you boost your team’s productivity.

Now, check out their major features, pros, cons, and pricing information to get a better idea of their functionality.

1. PeopleGoal

Fully customizable platform for performance reviews, OKRs & employee development

PeopleGoal is a performance management platform that lets you run 360 degree feedback exactly the way your organization works. You choose the raters, the questions, the anonymity rules and who sees the results, then connect what you learn to goals and development plans in the same system.

Most 360 tools stop at the report. PeopleGoal treats the report as the starting point. When a cycle closes, managers turn feedback themes into development plans and OKRs, so the feedback shows up in next quarter’s goals instead of sitting in a PDF.

It also adapts to different review types. Leadership 360s, peer reviews and probation reviews can each have their own forms, workflows and permissions, built without code. You can even collect anonymous feedback from external stakeholders such as clients and partners.

I’ve seen managers use it to give real-time feedback between cycles, which removes the dreaded end-of-year surprise. Recognition badges and personalized development plans keep that momentum going, and AI-powered summaries help managers spot trends and prepare for review conversations with far less manual effort.

Pros:

• Highly customizable feedback workflows, forms and permissions that match how your organization works
• Anonymous 360 feedback from managers, peers, direct reports and external stakeholders
• Links 360 results directly to OKRs, SMART goals and development plans
• Comprehensive reporting shows detailed insights into performance and areas for improvement
• AI-assisted feedback summaries save managers hours of review prep
• Continuous feedback, check-ins, recognition and pulse surveys keep feedback active between cycles
• Integration with existing HR systems keeps data and workflows in one place

Cons:

• No downloadable or on-premise version.
• A dark user interface option is not available.

Pricing: FREE 14-day trial. Paid starts at $4/user/month.

Case Study:

Check how iQmetrix replaced scattered forms and SharePoint with one transparent, trackable process using PeopleGoal

2. Small Improvements

Best for Simple 360 Feedback, Performance Reviews & 1:1s for SMBs

Small Improvements is a performance management platform built for small and mid-sized teams that want 360° Feedback, Performance Reviews, 1:1s, Objectives, Pulse Surveys, and Praise in one easy-to-use system.

It focuses on everyday workflows rather than a large talent suite. Managers and employees use it to give feedback, prepare for reviews, set objectives and hold regular 1:1 conversations throughout the year.

In its 360 feature, employees nominate reviewers, managers approve the selections, and reports are grouped by question so patterns are easier to spot across peers and managers. Feedback can also feed into performance reviews and 1:1 notes.

Pros:

• 360 feedback with reviewer nomination, manager approval and configurable visibility
• Performance reviews pull in objectives, peer feedback and 1:1 notes
• 1:1 meetings, objectives, pulse surveys and praise keep feedback active year-round
• Simple interface with low admin effort for managers and employees
• Integrates with HRIS platforms, Slack, Google Workspace and SSO providers

Cons:

• 360 feedback requires the Grow plan or above; it’s not included in the Launch plan
• No built-in learning management system

Pricing: Starts at $3/user/month. A free 30-day trial is available.

3. Leapsome

Best for personalized learning paths

Leapsome is a people development platform that combines 360 feedback with learning. Its main strength is personalized learning paths, which turn feedback into structured training modules.

(Image Source: Software Advice)

Teams use it to close skill gaps by pairing 360 results with role-based learning content. For example, a manager can use feedback to spot leadership potential on their team, then assign learning modules that support it.

It also includes review cycles, competency frameworks and engagement surveys, so development work and feedback sit in the same platform.

Pros:

• Combines 360 feedback with learning modules, so development work happens in one platform
• AI-powered insights highlight team performance trends that managers can use in planning
• Flexible review cycles that can be tailored to different processes
• Built-in competency frameworks make it easier to assess role-specific skills across teams
• Engagement surveys help measure team satisfaction and show where improvements may be needed

Cons:

• Limited offline access restricts usability in areas with unreliable internet connectivity
• The pricing structure may not suit smaller businesses with limited budgets

Pricing: Custom pricing.

4. Lattice

Best for HRIS in large enterprises

Lattice is a people management platform built for larger organizations. It brings 360 feedback, company-wide goals, engagement surveys and HRIS features into one suite.

HR teams at scale use its analytics to compare trends across departments and see which teams are doing well and which need extra support.

It is designed to handle the complexity of larger organizations, with structured review cycles, career development tools and goal alignment across many teams.

Pros:

• Real-time feedback features support an ongoing culture of growth and regular learning
• Career development tools help employees structure and track their personal and professional growth
• Engagement surveys help HR teams track team morale and address areas of concern
• Goal-setting and tracking features help align individual work with broader company objectives
• Analytics show performance trends across departments, which helps with decision-making at scale

Cons:

• The mobile app lacks full functionality, which may hinder remote use
• There is a learning curve for new users

Pricing: Starts at $10/seat/month.

5. PerformYard

Best for flexible review cycles

Not every team thrives on rigid annual reviews, and that’s where PerformYard comes in. It’s built for flexibility, letting you run reviews on your own schedule, whether quarterly, annually, or even ad hoc.

(Image Source: TechCrunch)

I’ve used it with a team that preferred frequent feedback, and it was something really useful.

The 360-degree feedback tool is top-notch, bringing together insights from peers, managers, and direct reports. It creates a more comprehensive picture of performance, which everyone appreciates.

What I love most is how customizable it is. You can tailor the review process to fit your team’s unique needs without juggling a dozen spreadsheets.

Pros:

• Continuous feedback features encourage regular communication between employees and their managers
• Goal management tools give teams a structured way to set, track and measure objectives
• Built-in analytics give HR leaders data to support more informed people decisions
• Engagement tracking features help organizations identify areas for improvement in workplace satisfaction
• Integrates with other HR tools to connect performance management with existing systems

Cons:

• Lacks some advanced features found in other performance management platforms
• Customization options are limited for organizations with specific requirements

Pricing: Starts at $5/person/month.

6. Performance 365 

Best for Microsoft 365-Based Performance Reviews, KRAs & Continuous Feedback 

Performance 365 brings performance reviews, goals, feedback, and development into Microsoft Teams and SharePoint. It suits organizations that already work inside Microsoft 365 and want to avoid separate HR tools.

Managers can track KRAs and KPIs, run appraisal cycles, collect continuous and 360 feedback, conduct self-reviews and hold structured 1:1s throughout the year.

It also supports performance improvement plans and skill gap tracking. AI-assisted review summaries, AI-driven KRAs and Copilot support help with review preparation, while managers stay responsible for the final feedback.

Pros:

• Manages KRAs, KPIs, appraisals, 360 feedback, competencies and PIPs in one place
• Works inside Microsoft Teams and SharePoint, so employees don’t need to switch apps
• Supports continuous feedback, structured 1:1s and flexible appraisal workflows throughout the year
• Includes performance analytics, reports and customizable review templates for different teams and roles
• AI assists with goals, review summaries and performance discussions to reduce preparation time

Cons:

• Best suited to Microsoft 365 users; on-premise deployment is not available
• 360 feedback, PIPs, analytics, integrations and AI features vary by pricing plan

Pricing: Starts at $149.99/month.

7. PeopleBox

Best for OKR management

PeopleBox is a performance platform focused on OKRs. It helps teams align their goals with company priorities and keep progress visible across the organization.

Its 360 feedback connects to goal tracking, so teams can spot bottlenecks and adjust OKRs based on what the feedback reveals.

Progress updates are visible to everyone involved, which supports accountability and transparency around shared goals.

Pros:

• Automated performance reviews streamline evaluations and reduce the administrative workload on HR teams
• Anonymous feedback options encourage employees to share honest and constructive opinions with colleagues
• Engagement surveys provide insights into team satisfaction and areas that need more attention
• Real-time analytics give managers up-to-date data for making timely performance decisions
• User-friendly dashboards simplify performance data so users can interpret and act on it easily

Cons:

• Customization may not cover highly specific requirements
• The mobile app doesn’t include every desktop feature

Pricing: Starts at $7/person/month, billed annually.

8. Deel

Best for automated payroll support

Deel is a global HR and payroll platform for remote and international teams. Alongside payroll automation, it includes 360 feedback and performance review features.

It works best for companies that already run payroll on Deel and want performance reviews connected to compensation data, such as linking review outcomes to pay adjustments.

For distributed teams, it keeps feedback, performance data and payroll in one system, which reduces admin work across countries.

Pros:

• Global compliance tools make it a practical option for multinational teams in many countries
• Dashboards centralize feedback and performance data, making it easier to monitor progress over time
• Payroll integration supports distributed teams that manage compensation across different countries and currencies
• Flexible review cycles let organizations customize performance evaluations to match their specific needs
• Employee recognition tools help acknowledge contributions and encourage positive behavior across remote teams

Cons:

• Advanced features are locked behind higher pricing tiers
• Setup for global teams may need extra technical help

Pricing: Starts at $29/employee/month.

9. EmPower HR

Best for streamlining recruitment

EmPower HR connects 360 feedback with recruitment and onboarding. Hiring managers can use feedback to evaluate cultural fit and potential.

It also supports new hires, since managers can share timely feedback during the first few months of onboarding.

It suits teams that want recruitment and performance management handled in one tool, including spotting early leadership potential in new recruits.

Pros:

• Automated notifications help employees and managers complete feedback on time without manual follow-ups
• Real-time tracking keeps users informed about review progress and helps minimize delays in cycles
• Goal alignment tools connect individual efforts to broader organizational priorities and team goals
• Analytics highlight workforce trends and areas of improvement that can support HR strategy
• Integrates with existing HR tools, so teams can keep their current systems in place

Cons:

• Reporting is less detailed than some competitors
• Customization options could be broader

Pricing: Custom pricing.

10. Betterworks

Best for structured check-ins

Betterworks is a performance management platform built around regular, structured check-ins. Teams can set check-ins at intervals that suit them and pair them with 360 feedback.

(Image Source: Tech.co)

Its focus is consistency. Managers use it to track progress on team goals and projects between formal reviews.

It fits organizations that want regular performance conversations throughout the year rather than one annual review.

Pros:

• Flexible goal-setting frameworks adapt well to fast-changing organizational priorities and team structures
• Continuous feedback features support ongoing communication between employees and managers throughout the year
• Integrates with project management tools to connect performance goals with daily team workflows
• Career development tools help employees plan and work toward their professional objectives over time
• Automated review cycles save time and reduce the administrative workload for HR teams

Cons:

• May be expensive for smaller businesses
• Onboarding can take time for teams new to similar tools

Pricing: Custom pricing.

11. ThriveSparrow

Best for automated employee recognition

ThriveSparrow is an employee engagement platform that pairs 360 feedback with automated recognition. It helps teams celebrate achievements alongside regular feedback.

(Image Source: G2)

Recognition is triggered automatically, while 360 feedback provides input employees can use for growth.

It suits teams, including remote ones, that want recognition to be part of their feedback culture.

Pros:

• Customizable surveys let businesses design feedback forms that suit their specific needs and roles
• Real-time insights into team performance help managers make timely and informed decisions
• Gamified feedback features make the feedback process more interactive and engaging for employees
• Automated reminders help keep feedback cycles consistent and completed within the set deadlines
• Analytics provide data-driven insights that help organizations identify team strengths and weaknesses

Cons:

• May not cover niche organizational requirements
• The mobile app is less robust than the desktop version

Pricing: Starts at $5/employee/month, billed annually.

How I Chose These 360 Feedback Software/My Evaluation Criteria

When it comes to picking the right 360-degree feedback software, I didn’t want to leave anything to chance. So, I leaned on a few key factors to evaluate these tools. 

Trust me, this approach isn’t just systematic, it’s practical and relatable. Here’s how I broke it down:

User Reviews / Ratings

Real stories from real users matter. I went through reviews and ratings from trusted platforms to get a feel for what works and what doesn’t. These gave me insights into how each tool performs in day-to-day use: what people loved, and, of course, where they ran into trouble.

Core Features & Functionality

Let’s be honest: features make or break these tools. I dug deep into their best 360 assessment tools & features, from anonymous feedback collection to customizable workflows. I looked at how these tools handle performance reviews and if they truly help teams grow and thrive.

Ease of Use

Nobody wants to spend hours figuring out a tool, right? I focused on how simple (or not) it is to navigate, set up, and use these platforms. A user-friendly experience is key, whether you’re a tech pro or a complete newbie.

Customer Support

When something goes wrong (and it always does), good support can save the day. I looked at response times, helpfulness, and whether they had resources like guides or tutorials to make your life easier.

Value for Money

Budget matters. I wanted to see if the features and benefits justified the price tag. Whether you’re a small team or a large enterprise, it’s about getting the most bang for your buck.

Personal Experience / Expert Insights

I’ve tried some of these tools myself, and I’ve also spoken to HR professionals and team leads about their experiences. It’s not just about ticking boxes, it’s about seeing how these tools perform in real-world situations and whether they genuinely make a difference.

Hopefully, it’ll make your search for the perfect 360-degree feedback software a whole lot easier.

360 Feedback vs. Performance Reviews: What’s the Difference and When to Use Each?

This is one of the most common points of confusion for HR teams setting up their first structured feedback program, and getting it wrong leads to the wrong tool choice.

When to use 360-degree feedback:

• You want to help employees understand how their behaviors affect teammates
• You’re running leadership development programs
• You want to supplement (not replace) formal performance reviews
• You’re identifying high-potential employees for succession planning

When a standard performance review is more appropriate:

• Making compensation, promotion, or termination decisions
• Evaluating measurable goal attainment against targets
• Conducting formal documentation for HR records

The key rule: 360 feedback measures how someone works. Performance reviews measure what they deliver. The best organizations use both, but treat them as separate conversations with separate documentation. PeopleGoal supports both in one platform while keeping their documentation separate.

How Does 360 Feedback Software Improve Performance Reviews and Team Growth?

360-degree feedback tools have become essential for modern workplaces, driving growth, collaboration, and performance.

According to Gartner’s HR research, employees who feel energized and excited about their work are 31% more likely to stay with their organization and 31% more likely to go above and beyond. And this shows why 360-degree feedback matters, because it helps people feel seen, supported, and motivated from every direction.

Here are some of the major benefits:

1. Offers Comprehensive Performance Insights for Overall Improvement

By collecting feedback from peers, managers, subordinates, and clients, these tools provide a holistic view of an employee’s performance. This multidimensional approach highlights strengths and areas for improvement, ensuring a balanced evaluation compared to traditional methods.

2. Promotes Self-Awareness for Personal Growth

Employees gain a clearer understanding of their behaviors and how they are perceived across different levels. This insight helps them identify blind spots and take actionable steps toward personal and professional development.

3. Fosters Continuous Improvement Through Targeted Feedback

The tools help pinpoint skill gaps and behavioral patterns that employees can work on. This enables organizations to create tailored development plans, encouraging consistent progress over time.

4. Encourages Open Communication to Build Trust

By facilitating structured and constructive feedback, 360-degree tools create a platform for employees to voice concerns and receive input. This fosters a culture of transparency and collaboration within teams.

5. Improves Team Dynamics for Better Collaboration

Understanding how team members perceive one another enhances empathy and teamwork. Addressing misunderstandings early can lead to stronger, more cohesive working relationships.

6. Aligns Individual Goals with Organizational Objectives for Greater Impact

These tools provide actionable insights that help employees align their contributions with organizational priorities. This clarity ensures everyone works effectively toward shared goals, especially on platforms like PeopleGoal that link 360 feedback directly to OKRs and goals.

7. Supports Leadership Development for Effective Management

Leaders can identify how their management styles affect their teams, enabling them to refine their approach. This feedback helps create stronger, more empathetic leaders.

8. Enhances Employee Engagement and Retention Through Valued Feedback

When employees feel heard and have opportunities for growth, their engagement and job satisfaction improve. This directly contributes to higher retention rates and a motivated workforce.

Common Mistakes in 360 Feedback Programs (And How to Avoid Them)

Most 360-degree feedback programs fail not because of the software, but because of how the program is designed and followed up. Here are the four most common mistakes and the fixes:

1. Poor Question Design 

Asking vague questions like “Is this person a good communicator?” generates vague answers. The feedback becomes useless for development because employees don’t know what to change. 

Fix: Use behaviorally anchored questions tied to specific competencies. For example: “How effectively does this person communicate project blockers to stakeholders before they become issues?” Good 360 feedback software, like PeopleGoal, let you build these question libraries by role.

2. No Follow-Up Action Plan 

Feedback without a development plan is just data. The most common failure mode: employees receive their 360 report, feel exposed or defensive, and nothing changes. 

Fix: Every 360 cycle should end with a manager-led conversation that produces 1–3 specific development actions. Platforms with built-in development plan features (Leapsome, Betterworks) automate this handoff.

3. Using 360 Feedback For Compensation Decisions 

This is the fastest way to poison a 360 program. The moment employees believe their peer ratings affect their raise, honest feedback disappears. 

Fix: Keep 360 feedback strictly developmental. Use your performance review module for compensation-linked evaluations, and communicate this separation clearly before launch.

4. Survey Fatigue From Over-Frequency 

Running 360 reviews every quarter for every employee creates burnout. Participants rush through forms, quality drops, and participation rates decline. 

Fix: Run full 360 cycles annually or semi-annually. Use lightweight pulse surveys for more frequent check-ins. Most enterprise HR platforms support tiered feedback structures for exactly this reason.

How Do Specialized 360-Degree Tools Make Employee Feedback More Effective?

Specialized 360 degree feedback tools are more effective than general survey tools because they handle anonymity, analysis and follow-through for you.

They create a well-rounded picture. Feedback from peers, managers, direct reports and clients highlights strengths and uncovers blind spots that one-sided reviews miss.

They turn data into insight. Built-in analytics help HR teams and managers spot trends and patterns across teams and review cycles.

They make follow-through easier. In platforms like PeopleGoal, the same system that collects feedback also holds goals, check-ins and development plans, so insights turn into action without switching tools.

They build a culture of growth. When feedback is regular and constructive, employees feel heard, and feedback becomes about development rather than criticism.

Best 360 Feedback Software by Use Case

The right 360 feedback software depends on your team size, your existing tools and what you want feedback to achieve. Use this table to match your situation to the tools that fit it best.

Which 360 Feedback Software Should You Choose?

Choosing a 360 feedback tool isn’t just about features. The right tool makes feedback easy to give, safe to share and simple to act on, so it leads to real growth instead of a report nobody reads.

For most teams, I recommend PeopleGoal. It combines customizable 360 templates, anonymity controls and clear analytics with goals and development plans in one platform, so every feedback cycle turns into concrete next steps.

Start with a free trial, run one small 360 cycle with a single team, and judge each tool by how easily its results turn into development actions.