360 evaluation: tools and processes

360 evaluation seeks to obtain a global picture of an employee’s performance to evaluate it from different angles and by...
14 June 2022

360 evaluation seeks to obtain a global picture of an employee’s performance to evaluate it from different angles and by other people who, with their opinions, will present a joint map of the employee’s competencies, strengths, and weaknesses

The multi-angle analysis reinforces the objective nature of this performance system and avoids biases while fostering the creation of more compatible and consistent work teams

In this article, we would like to share the main concepts involved in the 360º evaluation. To do so, we will review its vision and applications in the Human Resources department, and we will finish with some examples that will practically describe the advantages of this type of appraisal.

What is 360-degree evaluation?

The 360-degree evaluation is a comprehensive performance analysis technique based on feedback from an employee’s entire professional environment.

Concerning the above, this type of performance evaluation involves direct managers, employees under their charge, customers, partners, and colleagues of the employee under analysis.

The objectives of the 360 assessment are to measure employee performance, detect, assess and calculate their skills, analyze and design specific training plans, and draw conclusions to establish and implement career or succession plans.

360 evaluation tools

When we talk about 360 assessment tools, we should consider that 360 evaluation is a tool.

For example, Marshall Goldsmith calls his 360 assessment tool ‘feedback’ rather than evaluation. It may just be semantics, but the word evaluation implies assessment. In contrast, feedback does not have that connotation and goes beyond it, focusing on the reception of that information to modify something.

This tool is the starting point for initiating a coaching process. It is beneficial for all the information it provides when working during the process on the skills to be developed.

In Marshall Goldsmith’s model of coaching, called Stakeholder-Centered Leadership Coaching, the contribution of the collaborators is still used throughout the process. Because the value that they can bring with their information is enormous.

360 evaluation questions, examples, and processes?

Companies must follow a series of steps when applying the 360 evaluation process or integral evaluation from the Human Resources department. 

  1. Design of the 360 evaluation.
  2. Communication.
  3. Implementation.
  4. Data collection.
  5. Report.
  6. Feedback.
  7. Design of the career plan or training plan.
360 evaluation: tools and processes

We see them one by one.

Design of the 360 evaluation

Before implementing the 360° feedback system, a plan must be drawn up with all the relevant aspects to be considered and related to each position’s competencies, skills, and functions. 


Once the 360 evaluation plan has been designed, it is time to explain it to everyone involved (usually the employees).

Your company must emphasize what this technique consists of, why it is being implemented, what advantages it brings to both employees and the company, and what are the reasons for its implementation.


With all stakeholders already aware of the process, it is time to implement the comprehensive analysis plan. 

Automating the 360 evaluation process is highly recommended to achieve greater accuracy and be understood as a natural, regular, continuous process. 

Data collection

To draw concrete conclusions, it will be necessary to collect data. Some examples of 360 evaluation questions about the employee from which companies can glean valuable information are: 

  • Do they solve problems effectively?
  • Do they know how to resolve conflicts appropriately?
  • Are they respectful of other employees? Do they show empathy?
  • Are they sociable and communicate openly and closely with colleagues? 
  • Are they reliable colleagues?
  • Do they bring value and knowledge to others?
  • Are they proactive in helping the team?
  • Are they proactive in contributing ideas? Do they take the initiative on projects?
  • Do they understand and implement the company’s mission and values?
  • Do they demonstrate ethical and professional behavior?
  • Are they involved in their work, and do they meet deadlines? 
  • Do they know how to handle stress and work overload?
  • Do they welcome criticism and constructive comments, whether positive or negative? Do they learn from their mistakes?
  • Do they consider and value other opinions even if they differ from theirs?
  • Do they bring innovative ideas to achieve goals?
  • Do they support and practice continuous training to help the company grow? 
performance from different hierarchies


With all the data collected in the previous point, your company can proceed to its segmentation and the issuance of a status report that will collect the qualities and skills of the worker and compare them with the competencies to be developed in their job.


It is time to share the previous report with the employees to inform them of their strengths and areas for improvement. 

This step is not meant as recrimination but as a turning point to make the necessary improvements to achieve maximum performance. 

Design of the career plan or training plan

Each assessment will be the ideal opportunity to detect employees with the highest potential and invest in them through training or career plans. Investing in this kind of talent is ultimately a bargaining chip for companies that will benefit from their increased professional performance.

Among other things, at Smowltech, we want to support companies in:

  • The remote supervision of training processes. 
  • Remote surveillance of online certification processes. 

With this product, organizations ensure a correct review and performance assessment of participants’ skills in online training courses and professional certifications.  

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