Top 10 360-Degree Feedback Software Compared
An in-depth comparison of the leading 360-degree feedback solutions to help you find the right multi-rater feedback platform for driving employee development, identifying blind spots, and building a culture of continuous improvement at your organization.
Watch: 360-Degree Feedback Software Guide
Comparison Criteria
Pricing
$ = Budget (Under $5/user/mo)
$$ = Mid-range ($5-15/user/mo)
$$$ = Premium ($15-25/user/mo)
$$$$ = Enterprise (Custom pricing)
User Rating
Based on verified reviews across G2, Capterra, and TrustRadius platforms. Rating out of 5.
Usability
Ease of use rating based on user interface intuitiveness, onboarding experience, and admin complexity.
Company Size
The ideal organization size where the solution performs best based on features, scalability, and pricing.
1. Lattice
- Comprehensive 360 review cycles
- Customizable feedback questionnaires
- Anonymous multi-rater assessments
- Performance and feedback integration
- Real-time feedback and recognition
- Price increases with added modules
- Some advanced features only in higher tiers
- Limited customization for smaller plans
- 360 feedback requires performance module
2. Culture Amp
- Research-backed 360 survey templates
- Science-driven competency models
- Advanced anonymity controls
- Benchmark data from thousands of organizations
- AI-powered feedback insights
- Higher pricing tier
- Complex implementation for all features
- Advanced analytics can be overwhelming
- Requires strong admin support
3. 15Five
- Lightweight 360 feedback workflows
- Peer and upward feedback
- Weekly check-ins with feedback prompts
- Manager effectiveness surveys
- Integration with engagement tools
- Limited enterprise reporting
- Basic integration options
- 360 features less robust than dedicated tools
- Higher price for full feature set
4. Leapsome
- Highly customizable multi-rater feedback
- Flexible reviewer nomination workflows
- Competency framework mapping
- Automated 360 review cycle scheduling
- Development-focused feedback reports
- Newer platform with smaller user community
- Some features still maturing
- Limited third-party integrations
- Reporting could be more robust
5. PerformYard
- Flexible 360 review cycle configuration
- Customizable rating scales and questions
- Multi-source feedback collection
- Goal alignment with feedback data
- Automated reminders and notifications
- Limited advanced analytics
- Fewer built-in templates than competitors
- Basic reporting functionality
- Limited integration options
6. Small Improvements
- Simple peer-to-peer feedback
- 360 feedback with intuitive interface
- Anonymous and transparent feedback options
- Praise and recognition wall
- Lightweight feedback request workflows
- Limited advanced reporting
- Fewer enterprise features
- Basic competency mapping
- Limited advanced workflow customization
7. SurveySparrow
- Conversational 360 survey format
- Chat-like feedback experience
- Multi-language support for global teams
- Automated recurring feedback cycles
- Visual analytics dashboards
- Less focused on HR-specific features
- Limited performance management integration
- Fewer competency frameworks built in
- Survey tool first, HR tool second
8. Engagedly
- Multi-rater feedback with social recognition
- Configurable 360 assessment templates
- Competency-based evaluations
- Goal alignment with feedback insights
- Gamification and engagement features
- Interface can be busy
- Feature-rich but can be overwhelming
- Mobile app has limited functionality
- Some customization limitations
9. Trakstar
- 360 feedback with goal alignment
- Automated review scheduling
- Customizable competency models
- Multi-rater evaluation workflows
- Performance trend tracking
- UI feels dated compared to newer tools
- Limited advanced analytics
- Fewer integration options
- Basic mobile experience
10. Primalogik
- Dedicated 360 feedback platform
- Customizable multi-rater surveys
- Anonymous feedback with confidentiality controls
- Visual competency gap reports
- Instant feedback and pulse surveys
- Smaller vendor with less brand recognition
- Limited enterprise scalability
- Fewer third-party integrations
- Smaller customer support team
How to Select the Right 360-Degree Feedback Software
Define Your Feedback Model
Before choosing a platform, clarify the type of 360-degree feedback model that aligns with your organization's goals. Are you implementing full-circle reviews involving managers, peers, direct reports, and self-assessments, or a lighter peer feedback approach? Some organizations use 360 feedback primarily for development, while others tie it to performance evaluations. Understanding your model will help you identify platforms with the right depth of multi-rater capabilities, nomination workflows, and reporting structures.
Evaluate Anonymity Controls
Anonymity is one of the most critical factors in 360-degree feedback. Employees need to trust that their responses are confidential to provide honest, candid input. Evaluate how each platform handles anonymity settings, minimum response thresholds before results are shared, and controls that prevent identification of individual respondents. The best tools offer configurable anonymity levels so you can adjust transparency based on your organization's culture and the purpose of the feedback cycle.
Consider Assessment Customization
Effective 360 feedback relies on well-crafted questions tailored to your organization's competency frameworks and values. Look for platforms that offer flexible questionnaire builders, pre-built competency libraries, and the ability to create role-specific assessment templates. The right tool should let you mix rating scales, open-ended questions, and behavioral indicators while maintaining consistency across review cycles. Consider whether the platform supports different question sets for different rater groups, such as managers versus peers.
Review Reporting & Analytics
The value of 360 feedback depends on how effectively results are communicated and analyzed. Evaluate each platform's reporting capabilities, including individual development reports, team-level summaries, and organization-wide trend analysis. Look for tools that visualize competency gaps, compare self-perception against peer ratings, and highlight strengths and development areas clearly. Advanced platforms offer heat maps, spider charts, and benchmarking data that make feedback actionable for both employees and their managers.
Assess Integration Needs
360-degree feedback is most powerful when connected to your broader HR ecosystem. Consider how each platform integrates with your existing HRIS, performance management system, learning management system, and communication tools. Seamless integrations ensure that feedback data flows into development plans, informs performance reviews, and triggers relevant learning recommendations. Native integrations with tools like Slack, Microsoft Teams, and major HRIS platforms reduce administrative overhead and improve the overall feedback experience.
Current Trends in 360-Degree Feedback Technology
AI-Powered Feedback Analysis
Artificial intelligence is revolutionizing how organizations process and interpret 360-degree feedback data. Modern platforms use natural language processing to analyze open-ended responses, detect sentiment patterns, and surface recurring themes across feedback. AI can identify potential bias in ratings, suggest areas where feedback may be inconsistent, and even generate personalized development recommendations based on multi-rater input. This technology transforms raw feedback into actionable insights at scale.
Continuous 360 Feedback
The traditional model of annual 360 reviews is giving way to continuous, ongoing multi-rater feedback. Leading platforms now support lightweight, frequent feedback exchanges that complement formal review cycles. This approach allows employees to receive timely input from multiple sources throughout the year, enabling faster course correction and more relevant development conversations. Continuous 360 feedback also reduces the recency bias that plagues traditional annual assessments.
Competency-Based Frameworks
Organizations are increasingly anchoring 360 feedback to well-defined competency frameworks that align with business strategy. Modern platforms offer robust competency libraries, role-specific behavioral indicators, and the ability to map feedback directly to skill development paths. This structured approach ensures that feedback is focused, measurable, and directly connected to the capabilities organizations need most. Competency-based 360 feedback also provides clearer benchmarks for tracking growth over time.
Real-Time Multi-Source Feedback
Beyond traditional 360 surveys, platforms are incorporating real-time feedback from multiple sources including project-based assessments, cross-functional team evaluations, and client or stakeholder input. This expanded view provides a richer, more holistic picture of performance and collaboration effectiveness. Real-time collection also captures feedback when it is most relevant, immediately after key interactions, presentations, or project milestones, resulting in more specific and useful input.
DEI-Informed Feedback
Diversity, equity, and inclusion considerations are shaping how 360-degree feedback tools are designed and implemented. Advanced platforms now include bias detection algorithms that flag potentially biased language or rating patterns, ensuring feedback is fair and equitable across demographic groups. Some tools offer DEI-specific competency models and inclusive leadership assessments. These features help organizations use 360 feedback as a tool for building more inclusive cultures rather than reinforcing existing biases.
Skill-Gap Identification
360-degree feedback is increasingly being used as a strategic tool for identifying and closing skill gaps across the organization. Modern platforms aggregate multi-rater data to map individual and team-level competency gaps, then connect those insights to targeted learning and development resources. This capability transforms 360 feedback from a retrospective evaluation tool into a forward-looking workforce planning instrument, helping organizations build the skills they need to execute their strategy.
Need Help Selecting the Right 360-Degree Feedback Software?
Our HR technology experts can provide personalized recommendations based on your organization's feedback culture, anonymity requirements, and development goals.