360° Feedback
Collect feedback from managers, peers and reports to create one rounded view of impact that brings together the different sides each group sees.
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Victor RamirezVR360° Feedback / Sarah Miller Q3 cycle
Rater map
7 of 8 submittedSarah Miller
Sr. Product Designer
4.2 / 5
Devon
Manager
Rachel
Peer
Marcus
Peer
Nathan
Report
Alicia
Report
Priya
Cross-team
Colin
Cross-team
Kayla
Peer
Anonymity
Threshold met · 3+ per group
Overall
4.2
Self rating
3.9
Response rate
88%
Dimension scores
Others vs selfCommunication
4.4 · self 3.9
Collaboration
4.6 · self 4.1
Ownership
4.1 · self 4.4
Craft & quality
4.5 · self 4.0
Coaching others
3.4 · self 3.8
Strategic thinking
3.6 · self 3.5
Decision quality
4.2 · self 4.0
Blind spot
Coaching others rated 0.4 below self lowest agreement in the cycle.
Submissions
7 of 8Devon Brooks
Manager
Rachel Kim
Peer
Marcus Hale
Peer
Kayla Bennett
Peer
Nathan Ortiz
Report
Alicia Grant
Report
Priya Raman
Cross-team
Colin Wexler
Cross-team
Written feedback
Anonymised"Sarah brings order to messy problems the design-system rewrite shipped because she kept engineering in the loop weekly."
Peer · Product · verbatim
"Raises risks early and in writing. I never learn about a slipped date second-hand."
Manager · verbatim
"Would love more structured feedback on my work reviews are kind but light on specifics."
Report · Design · verbatim
What actually happens
Structured feedback from managers.
- 1
Pick the raters around the person
Build a rater set across every direction of the relationship, with minimum counts that protect anonymity.
360° / Rater map Andre Lewis12 ratersAndre LewisManager1Peers4Reports3Cross-team2Client1Self1 - 2
Everyone answers the same questions
Rated statements plus two open questions per dimension, so the results can be compared instead of read as a pile of comments.
360° / Rater form peerHow consistently does Andre do the following?
Says the hard thing early
RarelySometimesUsuallyAlwaysFollows through on commitments
RarelySometimesUsuallyAlwaysGives credit to the team
RarelySometimesUsuallyAlwaysMakes decisions without stalling
RarelySometimesUsuallyAlways - 3
Blind spots surface immediately
Self-ratings sit beside rater averages per dimension, so the gap between how someone sees themselves and how the team does is unmissable.
360° / Dimension gaps Andre LewisDecisiveness (self 4.6 / raters 3.1)−1.5Coaching (self 3.4 / raters 4.3)+0.9Communication4.1Reliability4.5Largest blind spot: decisiveness. Reports raised it independently in 3 verbatims.
What you get out of it
A full-circle view a manager can act on.
- 4 sourcesin one report
Self, manager, peer and report ratings appear side by side, gap included.
- ~2 weeksto a full cycle
Nominations, reminders and reporting are handled without a project manager.
- Anonymousby default
Honest input arrives because contributors are aggregated, never identifiable.
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Before you ask.
Manager, peers, direct reports and optional external stakeholders. Rater selection can be self-nominated with manager approval, or assigned centrally.
No. Peer and report feedback is aggregated and only shown once each group has enough responses. Manager feedback is attributed, as expected.
It's a development report, not a performance rating. It goes to the individual first, with a summary for their manager or coach.
Responses are confidential and reported in aggregate. Results are only released once a group hits the minimum response threshold you set (five by default), so no individual can be identified from a breakdown.
Yes. Employee, manager and department data syncs from Workday, BambooHR, SAP SuccessFactors, HiBob or a CSV feed, so hierarchy and access stay current without manual upkeep.
Data stays inside your account and is never used to train models outside it. Xobin is SOC 2 Type II and ISO 27001 certified, with GDPR-aligned data processing and configurable retention.
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