8 min read

A Complete View: Understanding 360-Degree Skill Assessments

360-Degree Feedback gathers insights from managers, peers, direct reports, clients, and the individual being assessed to build a well-rounded view of workplace performance. In Australia, this approach supports fairer, more balanced development by encouraging reflection, reducing bias, and aligning feedback with real-world behaviours.

How do you really know if someone is doing well at work? You can ask their manager. But what if you also heard from the people they work beside every day? And what if they could rate themselves too? That is what 360-Degree Feedback is all about—bringing in multiple perspectives to paint a holistic view of someone’s skills, behaviour, and performance.

In a workplace, no one works in a vacuum. You interact with colleagues, report to managers, and sometimes guide others. A one-sided evaluation misses out on all the moving pieces. But with a 360-Degree Feedback process, you get a comprehensive evaluation that is more fair and realistic.

Whether you are working in Human Resources, managing a team, running a business, supporting learners, or planning your own career, this blog will walk you through what 360-Degree Feedback is, how it works, and how you can use it in Australia with confidence.

What is 360-Degree Feedback?

At its core, 360-Degree Feedback is a type of performance assessment. But it does not just come from one person. It gathers input from a range of sources, such as:

Supervisors
Team members
Direct reports
Clients or stakeholders
The individual being assessed

Everyone answers the same or similar questions about how the person performs on the job. The idea is simple: when more people weigh in, you get a clearer picture. It is like standing in a circle around a statue—you see different sides, details, and angles.

Why 360-Degree Feedback Makes Sense

When used correctly, 360-Degree Feedback helps you spot skill gaps, recognise strengths, and support real growth. Here is why it works well:

1. Balanced insights

A manager may focus on output. A teammate may care more about how easy someone is to work with. A client may look at timeliness or accuracy. Each voice adds another layer. Together, they tell a full story.

2. Less bias

If one person gives feedback, personal views can get in the way. A group gives more balance. If ten people say someone listens well, that says something. If only one does, you might want to dig deeper.

3. Stronger engagement

When people know that their input matters, they often take it seriously. It encourages honest reflection and ongoing development. It also helps people take ownership of their performance.

4. Self-awareness

When employees rate themselves alongside others, they can see where views match—or not. That gap can spark useful conversations.

Who Can Benefit from 360-Degree Feedback?

Let us talk about you for a moment. Whether you hire, train, manage, or plan careers, this tool can support your goals.

Human Resources Professionals can build fairer promotion or development pathways.
Hiring Managers can use it to track new hires as they settle in.
Business Owners can keep teams aligned with company values.
Team Leaders can improve collaboration by sharing feedback across peers.
Learning and Development Specialists can map feedback to training.
Job Seekers can better understand how they are seen by others.
Career Coaches and Trainers can use it to help people grow with clear direction.

No matter where you sit in the talent cycle, 360-Degree Feedback puts people and performance in the same room.

How the Process Works

The 360-Degree Feedback process has a few clear steps. Here is what it usually looks like:

Design the survey
Questions are created based on relevant skills, values, or goals. These should be easy to understand and fair for everyone.
Choose raters
The person being reviewed selects a group of people who know their work. Managers may also help with this step.
Distribute and collect feedback
Everyone fills out the same set of questions—usually online. Responses are confidential to avoid awkward situations.
Generate the report
Responses are gathered and sorted into themes. The report shows how different groups rated the same areas.
Discuss and plan
The final step is a feedback session. It focuses on what the feedback means and what comes next.

Done right, it is a practical and thoughtful process—not just a scorecard.

Common Topics in a 360-Degree Assessment

The beauty of 360-Degree Feedback is that it can be customised. But most surveys touch on key areas like:

Communication
Teamwork
Reliability
Leadership
Decision-making
Conflict management
Accountability
Time management
Adaptability

Each question is usually ranked on a scale, with space for open comments. The open comments are often where the gold is.

Best Practices in Australia

If you are based in Australia, there are a few things to keep in mind:

Privacy and sensitivity

Australia has strong workplace laws. It is important to treat all feedback as confidential. This protects relationships and encourages honesty.

Clear communication

Make sure participants know how the process works. Explain who will see the feedback, how it will be used, and what comes next.

Focus on development

Avoid using 360-Degree Feedback as the only tool for performance ratings or promotions. Use it as a guide, not a verdict.

Keep it simple

Short, clear questions work best. Avoid jargon. Stick to real-world behaviours, not personality types.

RefHub provides tools that match these standards and help teams in Australia apply 360-Degree Feedback with structure and care. Learn more about RefHub's assessment tools here.

Tips for Giving and Receiving Feedback

Giving feedback can feel awkward. Receiving it can feel worse. But it does not have to be that way. Here is how to keep things constructive:

When giving feedback:

Speak from your own experience
Focus on actions, not attitude
Be specific, not general
Be kind, not cruel

When receiving feedback:

Read it with curiosity, not defensiveness
Look for patterns, not one-off comments
Ask questions to understand, not to argue
Thank people—even if it stings

If all else fails, take a walk and come back to it later. Feedback is not meant to bruise egos—it is meant to help you grow.

How to Introduce 360-Degree Feedback in Your Organisation

Thinking of starting a 360-Degree Feedback process? Here is a simple checklist:

Set a clear goal: Why are you doing this?
Choose a tool: It should be secure, easy to use, and fit your needs
Train your team: Everyone should know what to expect
Start small: Try it with one team or department first
Review and adjust: Look at what worked and what needs fixing

RefHub offers a platform that supports all these steps with locally relevant options for Australian businesses. You can run assessments smoothly while keeping everything compliant and respectful. Visit the RefHub Assessments page to learn more.

Final Thoughts

If you want to understand how someone works, ask the people who work with them. 360-Degree Feedback is a simple but powerful way to gather real-world insights from multiple perspectives. It helps people grow, managers guide, and teams work better together.

Done with care and purpose, it becomes more than just a performance tool—it becomes part of a thoughtful workplace.

Ready to bring 360-Degree Feedback into your workplace? Whether you are new to it or refining your approach, RefHub can help you build a clear, practical assessment plan that suits your needs.

👉 Get started with RefHub Assessments today.

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