A 360 assessment collects multi-rater feedback on an individual's competencies. This guide walks through the full workflow from campaign setup to report delivery.
Before you start
Make sure you have a competency framework in place and role profiles defined for the participants you want to assess. See “Building a competency framework” if you haven’t set these up yet.
Create the campaign
Go to Assessments → New campaign. Pick the framework, choose a rating scale (Dreyfus 0 to 5, Culture Fit, Performance, or a custom scale), and optionally enable the Include career path option so raters also score against each participant's next target role.
Add participants and raters
Add participants (the people being assessed). For each participant, assign raters across up to five groups:
- Self — the participant rates themselves.
- Manager — direct line manager.
- Peers — colleagues at the same level.
- Direct reports — people who report to the participant.
- External — stakeholders outside the direct team (optional).
Minimum three raters per group for group-level aggregation. Below three, the group merges with peers to protect anonymity.
Launch and monitor
When the campaign launches, raters receive email invitations with a token link. No login required. Each rater spends 10 to 20 minutes completing the form. Monitor completion from the campaign dashboard: see who has submitted, who is pending, and send reminders in one click to non-responders.
Manage deadlines
Set a deadline when you launch. Typical cycles run 2 weeks to give raters enough time. Extend the deadline from the dashboard if participation is low. When the deadline passes, the campaign closes automatically and reports generate for participants whose raters submitted enough responses.
When raters complete
Reports generate automatically and include a spider chart, gap analysis against the role, perception matrix by rater group, SWOT analysis, and an AI-drafted executive summary. Each participant gets a branded PDF with your logo and a confidentiality notice. The natural next step is a debrief conversation and an individual development plan.
Tips
- Send one reminder at the midpoint and one 3 days before the deadline.
- Communicate the purpose to raters in advance (development, not performance review).
- Start with a pilot group before rolling out company-wide.