360° Feedback
noun.
Collect manager, peer and report feedback for a rounded view of impact.
e.g. Your manager sees one side.
Your team sees another.
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One person’s view is never the whole picture.
Feedback works better from more than one direction.
“Runs the sprint reviews tightly. Could delegate the incident write-ups.”
“Easy to plan with across teams. Pushes back early, which helps.”
“Shares context before it's asked for. Sometimes over-commits.”
“Gives feedback in the moment. I'd like clearer priorities weekly.”
360° Feedback / David Rodriguez · Q3 2026
Search cyclesASPerspective map 5 sources, one cycle
Each spoke is one person’s feedback, kept in their own words.
“Runs sprint reviews tightly. Could delegate incident write-ups.”
“Easy to plan with across teams. Pushes back early, which helps.”
“Gives feedback in the moment. Wants clearer weekly priorities.”
“Shares context before it’s asked for. Sometimes over-commits.”
“Unblocks quickly. Reviews land late in the week.”
Direct report · Emily Carter
“Gives feedback in the moment. Wants clearer weekly priorities.” Shared with David as written, attributed to the direct-report group only.
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.
Seamless integrations.Enterprise-grade security.
Xobin fits right into your ecosystem and protects what matters most: your data, your candidates, and your trust.
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Pre-built integrations to streamline your hiring workflows.
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SmartRecruiters
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Lever
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Slack
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Zoho Recruit
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Real reviews from talent and L&D leaders running Xobin in production.
“As we wrapped up growth this year, we needed a skills assessment tool. Xobin amazed us with its features, especially the depth of the question library and how fast we could get a role live.”
“We were on a tight deadline and had to have an employee testing tool that I could implement quickly. Xobin delivered. It's a good platform with proctoring and support at an excellent cost/benefit ratio.”
“We use Xobin to assess our training effectiveness, and it works like a charm. Creating structured tests for different IT skill levels is easy, and the detailed analytics help us tweak our programs.”
“Xobin made our technical candidate screening fast and hassle-free. We shortlisted candidates who scored above 60%, which streamlined our interview process.”
“Xobin is the best screening platform we've used. Its AI-powered evaluation makes candidate screening faster and more accurate, and the support team is always responsive.”
“We have a wide range of processes across both tech and customer-facing roles, making training programs a significant investment for us. Xobin helps us ensure their effectiveness.”
“Xobin covers almost every technology and role we need for internal evaluations. The platform's security features ensure reliable, cheat-proof assessments, giving us confidence in the results.”
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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