360-Degree Feedback Services
See yourself as others see you.
Edstellar’s 360-degree feedback services gather confidential multi-rater feedback from a person’s manager, peers and direct reports. Trained practitioners debrief every report, so the insight turns into focused development.
Leadership & developmentOnsite / virtual / hybrid20+ industriesIndustries we serveTechnology, healthcare, financial services, manufacturing, retail, energy and more100+ locationsGlobal deliveryGlobal delivery across APAC, the Middle East, Europe, North America and India
13,650+
Assessments
300+
Clients
20+
Industries
ISO 9001 & 27001
Certified
Ready to give every leader a clear picture?
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Four perspectives, one clear picture.
A 360-degree feedback assessment, also called a 360 assessment, 360 review or multi-rater feedback survey, compares a person’s self-assessment with how others experience their behavior. Edstellar brings four perspectives together into one report.
Self
The person completes a self-assessment, rating their own behavior against the same competencies, which sets the baseline for comparison.
Manager
The manager’s view shows how behavior lines up with the expectations of the role.
Peers
Peer feedback from colleagues at the same level shows how the person collaborates, influences and works across teams.
Direct reports
The people they lead show how they communicate, coach and support others day to day.
Edstellar 360-degree feedback that turns insight into better leaders.
Edstellar’s 360-degree feedback services give leaders and HR a consistent, honest view of behavior at work, so leadership development, employee development and succession planning all build on the same reliable evidence.
Reveal blind spots and hidden strengths
Show where self-view and others’ view differ, so people see strengths to use and habits to build.
Focus leadership development
Target programs and coaching on each leader’s development needs, the behaviors they most need to build.
Honest, confidential feedback
Ratings and comments are grouped by rater type, so people give candid feedback with confidence.
Development plans people own
One-to-one debriefs turn every report into practical goals the person agrees with.
Measure progress over time
Repeat the 360 review after a development cycle and see how behavior has changed against the baseline, for every participant and high-potential cohort.
Build a feedback culture
Regular, well-run 360 feedback makes open, constructive feedback part of how leaders grow.
Proven 360-degree feedback tools, chosen for each purpose.
Edstellar selects from leading 360 feedback tools and multi-rater surveys, choosing validated, reliable instruments for the purpose each one supports, alongside Edstellar’s own Orbit 360-degree feedback tool.
Where Edstellar 360-degree feedback fits in the employee lifecycle
- Managers
- Leaders
- High potentials
- All employees
- Campus & pre-hire
- Hiring decisions
- Onboarding
- Individual development (applies)
- First-time managers
- Promotion & succession (applies)
- Leadership & coaching (applies)
- Team & culture (applies)
- Safety & compliance
Get a recommended 360 feedback approach for your leaders.
An Edstellar specialist will match tools and questionnaires to your leaders and goals.
Assess your 360 feedback maturity against the essentials.
A quick check of how well you run 360-degree feedback today, from purpose and raters to debriefs.
- A personalized readiness tier, from Foundation to Development-ready.
- A clear view of where your 360 is strong, and where it stalls.
- The first moves to make before your next 360 cycle.
Edstellar 360-degree feedback services, end to end.
From designing the questionnaire to measuring progress, Edstellar covers every part of a 360-degree feedback program.
360 questionnaire design
Build a competency-based 360 questionnaire aligned with your leadership framework and the behaviors that matter.
Questions mapped to your competencies
You get:Competency-based 360 questionnaire
Rater selection and communication
Help each person choose a balanced set of raters for manager, peer feedback and direct-report views, and explain the 360 review process clearly, so feedback is honest and complete.
Every perspective represented
You get:Balanced rater groups
Online 360 administration
Run the 360 survey online on any device, with reminders and response tracking throughout.
Simple for every rater
You get:Completed 360 feedback
360 reports and debriefs
Trained practitioners walk each person through their report, comparing self-view with others’ view.
A clear focus for development
You get:Individual 360 reports
Development planning and coaching
Turn each report into focused development goals, coaching priorities and learning actions.
Every report ends in a plan
You get:Development plans
Group insights and progress tracking
Combine results into group heatmaps and repeat the 360 after development to measure change.
Progress measured, not assumed
You get:Group heatmap and progress review
Orbit, Edstellar’s own 360-degree feedback tool.
Orbit gathers ratings from a person’s manager, peers, direct reports and the person themselves. It shows where self-view and others’ view differ, with comments grouped by rater type and kept anonymous.
- Use cases
- Leadership developmentDevelopment planningProgress checks between cycles
- Audience
- Managers, Leaders, High potentials
The Edstellar 360-degree feedback process.
Edstellar runs 360-degree feedback in six steps, from agreeing the purpose to measuring progress. A typical cohort takes about six weeks from kickoff to development plans.
Scope
Week 1
Agree on the purpose, the participants and the competencies the 360 will cover.
YOU GET
360 scope and competency map
Design
Weeks 1 to 2
Configure the questionnaire, agree on rater groups and brief participants.
YOU GET
Configured 360 survey
Assess
Weeks 2 to 4
Raters complete the online 360 survey, with reminders and response tracking.
YOU GET
Completed 360 feedback
Debrief
Weeks 4 to 5
Practitioners interpret each report and debrief participants one to one.
YOU GET
Individual and group reports
Develop
Weeks 5 to 6
Turn feedback into development plans, coaching goals and learning actions.
YOU GET
Development plans
Review
Ongoing
Run a follow-up 360 after the development cycle and compare it with the baseline.
YOU GET
Progress review
Ready-to-use outputs for every decision.
Every Edstellar engagement ends with 360 feedback reports and outputs that people can read quickly and act on right away.
Participants and coaches
Self-awareness and growth
Individual 360 reports
Self-view and others’ view compared, with anonymous comments by rater type.
Step 4: DebriefDevelopment plans
Practical goals and next steps agreed in the debrief.
Step 5: DevelopManagers and leaders
Better conversations
Manager conversation guides
Clear pointers for supporting each person’s development goals.
Step 5: DevelopTeam summaries
Shared strengths and development themes across a team.
Step 4: DebriefHR and L&D
A system that lasts
Group heatmaps
Strengths and gaps across a cohort, function or level.
Step 4: DebriefProgress reviews
Change in behavior measured against the first 360.
Step 6: ReviewGive every leader a clear picture.
Scope your 360-degree feedback program with an Edstellar specialist.
Why choose Edstellar for 360-degree feedback.
Edstellar chooses the right 360 tool for each purpose, has trained practitioners debrief every report, and connects the feedback to development, so 360 results lead to real change.
Assessment to development, one partner
Feedback turns into action, because the team that runs your 360 also maps every result to programs, coaching or OD work.
The difference
Many 360 providers stop at the report. Edstellar connects it to development.
Runs on the Capability Intelligence Platform
You always know who is ready and where the gaps sit, with a live picture of verified skills between assessment cycles.
The difference
Your skills data stays live, not frozen in a PDF.
Expert interpretation, every time
Trained practitioners walk each person through their 360 report in plain language, so feedback feels useful, not overwhelming.
The difference
Feedback people act on, not a report they file away.
Certified assessors, wherever your people are
360-degree feedback runs online across 100+ locations, with debriefs in person or virtually and questionnaires suited to each region.
The difference
The same standard in every country you assess.
A proven method, not improvisation
Every engagement runs the same six steps, from scope to review, with validated 360 tools chosen for the purpose at hand.
The difference
A repeatable system, not a bespoke experiment each time.
The right 360 tool for every purpose
Edstellar is not tied to a single publisher, so each 360 program gets the tool that fits its purpose best.
The difference
The tool fits the purpose, not the other way round.
Trusted across industries and regions
Fortune 500 clients served worldwide
360-degree feedback FAQs.
360-degree feedback, also called a 360 assessment or multi-rater feedback, gathers ratings and comments on a person’s behavior from their manager, peers and direct reports, and compares them with the person’s own self-rating. It shows strengths, blind spots and clear priorities for development.
Edstellar selects from tools including Talogy 360 and Talogy Perceptions, alongside its own Orbit 360-degree feedback tool. Each is chosen for the purpose of the program, from leadership development to inclusive behavior.
Yes, rater anonymity is built in. Ratings and comments are grouped by rater type, so individual peers and direct reports cannot be identified. The manager’s view is usually shown on its own. Edstellar agrees the confidentiality rules with you at scoping.
Each person needs a balanced mix: their manager, several peers and several direct reports, with enough people in each group to protect anonymity. Edstellar agrees the exact mix for your program at scoping.
Yes. Edstellar can align the 360 questionnaire with your leadership competencies or existing competency framework, or help you define one, so feedback reflects the behaviors your organization values.
360-degree feedback works best for development. Keeping it separate from pay and performance ratings helps raters give honest feedback and helps participants act on it.
Yes. Tools such as Talogy 360 suit leadership development and succession conversations, so 360 feedback adds how others experience a successor’s or high-potential employee’s behavior to the wider evidence. Edstellar keeps 360 results for development rather than pay, and pairs them with leadership assessment for succession decisions.
360-degree feedback shows how a person’s behavior is experienced by others. A leadership assessment measures capability, potential and risk with tests and exercises. Edstellar often combines both, and covers leadership assessment on its own page.
Most organizations repeat a 360 after a full development cycle, so progress can be measured against the first baseline. Edstellar can also run shorter follow-up checks between cycles.
Edstellar uses validated 360 tools, clear competencies, balanced rater groups, confidential reporting and a one-to-one debrief for every participant. This reduces bias and helps people focus on a few clear development priorities.
360 feedback data is collected only for the agreed purpose, access is limited to agreed stakeholders, and reports are shared under the confidentiality terms set at scoping. Edstellar holds ISO/IEC 27001:2022 certification for information security management.
Cost depends on the number of participants and raters, the tool chosen, whether the questionnaire is customized, and how much debriefing and coaching you need. Edstellar scopes each program before quoting, so you pay only for what your program requires.
Talk through your questions with an Edstellar assessment specialist.
Ask us directlyPlan your 360-degree feedback with Edstellar.
Tell Edstellar who you want to give 360 feedback to and why. A specialist replies within one business day with a scoped response, no automated sales sequence.