360° Feedback

From single-source feedback to multi-source feedback, holistic 360° Feedback

Multi-source feedback from the employee themselves, their manager, peers and direct reports. Anonymous, competency-based and development-focused. An evaluation experience that goes beyond the limits of a single subjective score.

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Free for up to 10 users, no credit card required

Four perspectives Self · Manager · Peer · Direct Report

Anonymous and fair Min rater threshold

Competency-linked Template library + PDF report

app.devokr.com / 360-evaluation

The Heart of the Module

Same employee, four different perspectives

360° Feedback is the only module that views an employee from four different perspectives. Each perspective tells its own truth, and the system combines them.

Self

The employee assesses their own strengths and growth areas. Comparing with the other perspectives surfaces blind spots.

Manager

The direct manager's perspective gives a close-up view of performance goals and day-to-day work outputs.

Peers

Same-level teammates observe team dynamics, collaboration and day-to-day interaction with the employee.

Direct Reports

Upward feedback from the manager's team surfaces blind spots in leadership, direction and coaching.

Process Efficiency · Auto-Assignment

Pick the people to evaluate, the system picks the raters

Manager and direct reports come automatically from the org chart, while peers are selected by a smart algorithm based on team hierarchy.

Self · Automatic

The evaluated person always evaluates themselves; self-assessment opens automatically in the cycle.

Manager · Automatic

The direct manager from the org chart is assigned automatically.

Direct Reports · Automatic

The evaluated person's direct reports are added automatically.

Peers · Smart algorithm

The org chart, team and department hierarchy are taken into account; up to 10 peers are included in the evaluation.

Manual Override

Admins can review the automatic selection, add or remove people, and even add new raters after the cycle has started.

Trust Mechanism · Anonymity

Anonymity protected by a minimum rater threshold

Anonymity is the foundation of 360° feedback. Knowing they could be identified by a small group makes employees less candid. Devokr automatically hides groups with too few raters in the report. The default minimum rater threshold of 3 can be increased as you wish.

Insufficient

A single peer is not visible in the report. Since anonymity cannot be preserved, the entire group is hidden.

P1 P2

Insufficient

Responses from two raters are hidden in the report. Groups below the threshold see a "not enough raters" message.

P1 P2 P3

Visible

Three or more raters become visible in the report. Even then, only the group average is shared, not individual answers.

Self and manager are always visible, since who they are is already known. Anonymity only applies to peer and direct report groups, and rater identifiers never appear in reports; who wrote what cannot be inferred from the system.

Module Capabilities

A modular and secure evaluation experience

From question types to reporting, from reminders to parallel cycles — everything you need in one module.

Multiple Question Types

Scale (1-5, 1-7), free text, competency-based and rater-type-specific questions, all in one question set.

Customizable scale questions

Universal vs rater-type-specific questions

N/A answer option auto-excluded from the average

Template Library

Build organization-wide question set templates and reuse them in new evaluations with a single click.

Auto Reminders

Raters who haven't completed their evaluation receive T+ email and in-app notifications.

Professional Report & PDF

Anonymity rules are applied automatically.

Parallel Cycles

Not generally recommended, but for very large organizations parallel cycles like "Marketing 360°" or "Engineering 360°" can run at the same time.

Team-Based Scope

Apply to the entire organization or selected teams. Smart subject selection and preview catch conflicts before the cycle starts.

Decline with Reason

A rater can decline with a reason by saying "I'm not in a position to evaluate this person."

Auto Score Calculation

When the cycle closes, group averages, competency-based distributions and label mappings are calculated in parallel.

Two Modules, Two Purposes

360° Feedback vs Performance Reviews

Two modules under one roof, doing very different jobs. 360° Feedback is development and feedback focused; Performance Reviews, used alongside, leans more toward scoring and reward.

Dimension

360° Feedback

Performance Reviews

Purpose

Development and multi-source feedback

Period performance scoring

Who Evaluates

Self + Manager + Peers + Direct Reports

Self + Manager (+ Final Evaluator)

Anonymity

Min rater threshold, raters hidden

Open, who said what is known

Score Output

Competency-based distribution, development report

Single final score, calibration record

Frequency

Once a year

Once a year (year-end) or in custom periods defined by the organization

Module Connection

Competency library + question sets

OKR + competency library + weighted scoring formula

Used together 360° Feedback feeds development data, and Performance Reviews reflects that development in the performance score. An employee's strengths/growth map and performance score describe the same person.

Frequently Asked Questions

Should 360° feedback be anonymous?

Yes, in most cases. Anonymous feedback encourages honest input, especially from peers and direct reports who might fear consequences for critical comments. The exception is direct manager feedback, which is usually attributed. Devokr lets administrators choose anonymous or attributed mode per template, balancing honesty with accountability.

How many reviewers should a 360° feedback round have?

Best practice is 5 to 10 reviewers per person: 1 manager, 3 to 5 peers, and 2 to 4 direct reports if applicable. Fewer than 5 risks identifying anonymous reviewers; more than 10 creates survey fatigue. Devokr supports custom reviewer groups and minimum thresholds to protect anonymity.

What is the difference between 360° feedback and performance reviews?

Performance reviews evaluate what someone achieved against goals; they drive compensation and promotion decisions. 360° feedback shows how they did it, gathered from peers, reports, and managers; it drives development and self-awareness. Most modern HR programs run both, with each serving a different purpose.

How does Devokr handle 360° feedback?

Devokr lets HR teams design custom 360° templates, choose reviewer groups (self, manager, peers, direct reports), set the cycle period, and configure anonymity per group. The collected feedback feeds directly into the same review file that holds OKR scores and competency ratings, creating a unified employee record.

How often should 360° feedback be conducted?

Annually is the most common cadence, often paired with the year-end performance review. Some companies add a lighter mid-year pulse 360° focused on a single competency. Running 360° more than twice a year is rare. The point is to surface developmental patterns, not to add survey burden.