360-degree feedback is one of the most powerful tools for employee development—when done correctly. The key? Choosing the right evaluators. Selecting the wrong people can lead to biased results, vague insights, or even disengagement from the process.

Here’s how to choose the best raters to get the most valuable feedback

What is 360 Feedback?

360 feedback is a multi-rater assessment where you receive input from peers, managers, and sometimes external stakeholders. It helps uncover strengths, development areas, and blind spots that traditional top-down reviews might miss. If you’re thinking you are aware of all of your performance blind spots – think again! Everyone has blind spots and the best performers and leaders are genuinely interested in knowing and remedying them.

360 feedback also provide rich input for development, which can lead to better satisfaction at work and recognition for accomplishments. According to Gallup, employees who receive meaningful feedback are 3.5x more likely to be engaged at work. The challenge is ensuring the right people are providing that feedback.

Who Should Be Included in a 360 Review?

To get a well-rounded perspective, your 360 review should include a mix of evaluators who interact with you regularly. Here’s a breakdown:

  1. Peers

Colleagues at the same level who collaborate frequently. They offer insights into teamwork, communication, and day-to-day performance.

  • Best practice: Choose peers who have worked on multiple projects together—not just friendly coworkers.
  1. Direct Reports (For Managers & Leaders)

Employees who report to you. They provide feedback on leadership, delegation, and support.

  • Best practice: Include at least 3-5 direct reports to get a balanced perspective, avoiding outliers.
  1. Cross-Functional Stakeholders (If Applicable)

For employees who work cross-departmentally, feedback from these stakeholders can highlight collaboration, influence, and business impact.

  • Best practice: Limit this category to those who have substantial interaction.
  1. External Evaluators (If Relevant)

If you regularly work with suppliers, partners, or clients, their feedback can provide valuable insights into relationship management and external collaboration.

  • Best practice: Include only those who have meaningful, ongoing interactions with you.

How to Select the Best Evaluators?

A common mistake? Choosing raters based on relationships rather than relevance. Here’s how to make the best selection:

  • Look for Recency & Frequency: Select people who have worked closely with you in the last 6-12 months.
  • Avoid Bias: Don’t only pick people who will give positive feedback—growth comes from constructive insights.
  • Diversify the Viewpoint: Choose evaluators from different departments or levels to capture different facets of performance.
  • Keep It Manageable: 6-10 evaluators is the sweet spot. Too many can dilute insights, too few can lead to skewed results.
  • Don’t overuse raters: If you are selecting raters each year or multiple times during a performance management cycle, consider using each rater sparingly so you get better rounded input and you aren’t leaning on the same names for input.

Common Concerns About Selecting 360-Degree Raters

Some employees hesitate when selecting evaluators due to concerns like:

  • “What if someone gives me unfairly negative feedback?”
    • Anonymity and multiple perspectives help balance extreme responses.
  • “I don’t want to burden people with another survey.”
    • Most organizations keep 360 reviews concise and easy to complete.
  • “I’m worried about how feedback will be used.”
    • 360 reviews should focus on development, not performance ratings or promotions.

How to Take 360 Feedback Well

Being open to feedback is key to making the most of a 360 review. In many organizations, feedback is first reviewed by managers who look for trends and key themes before discussing insights with employees. However, in some industries, employees receive direct access to their feedback. Regardless of how your organization delivers results, approach the feedback with curiosity rather than defensiveness. Look for patterns, reflect on constructive points, and use the insights as a tool for growth rather than judgment. The more open you are, the more valuable the process becomes for your professional development.

How Technology Improves 360 Feedback

Manual 360 processes are time-consuming and prone to bias. The right performance management platform, like emPerform, can:

  • Deliver Self-Service Rater Selection so employees and managers can select and track raters without HR intervention.
  • Ensure Anonymity to encourage honest feedback.
  • Analyze Trends Over Time to track growth and development areas.
  • Integrate with HRIS & Performance Data for a holistic employee profile.

It’s All About Development

According to LinkedIn’s Workplace Learning Reports and Deel, 94% of employees would stay at a company longer if it invested in their development—360 feedback is a key part of that investment. Development isn’t just about technical skills or certifications; it’s also about self-awareness, emotional intelligence, and leadership growth. 360 feedback provides a structured way to identify blind spots and strengths, helping employees create targeted development plans.

Selecting the right evaluators to give you feedback isn’t just an administrative step—it determines the accuracy and impact of 360 feedback. By following best practices, you can ensure your review provides actionable insights that drive real development.

Need a smarter way to manage 360 feedback? Consider technology to streamline the process and improve results. emPerform offers a complete and scalable performance management platform to automate all aspects of performance reviews, including 360-degree surveys, integrated online 360-degree reviews, and ongoing peer feedback.

Learn more about 360s in emPerform

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