360-degree feedback is a Review process where employees receive input from the people they work with, not just their manager. That usually includes peers, direct reports, managers, and the employee’s own Self-Assessment. The goal is to give people a fuller picture of their strengths, collaboration style, and development areas.
Companies use 360 Feedback during Performance Reviews, leadership development, manager training, promotion conversations, and employee growth planning. It works best when the focus is development, not just scoring.
The right tool helps HR teams collect Feedback from the right people, keep responses confidential when needed, manage reminders, and turn Feedback into clear reports that employees and managers can actually use.
TL;DR: the best 360 evaluation tools at a glance
- Small Improvements: Best for small and midsize teams that want 360 feedback connected to performance reviews, 1:1s, goals, pulse surveys, and praise.
- FeedbackPulse: Best for growing teams that want lightweight 360 reviews, engagement surveys, eNPS, and recognition.
- Talos360: Best for organisations that want 360 feedback to lead to better conversations, clearer development priorities and meaningful action.
- Culture Amp: Best for larger organizations that need people analytics, engagement insights, and structured performance development.
- Lattice: Best for mid-market teams that want 360 feedback connected to reviews, goals, 1:1s, and employee growth.
- SpiderGap: Best for teams or consultants that need a dedicated 360 feedback tool rather than a full performance platform.
- 15Five: Best for manager effectiveness, continuous feedback, check-ins, and lightweight performance cycles.
What should a 360 evaluation tool include?
A good 360 evaluation tool should make the process easier for HR, managers, reviewers, and employees. At a minimum, look for these capabilities:
- Reviewer selection and approval workflows
- Customizable questions and templates
- Anonymous or confidential Feedback settings
- Automated reminders and Cycle tracking Clear reports for managers
- Qualitative comments alongside ratings
- Exportable results for HR teams
- Follow-up tools such as 1:1 Meetings Objectives
The reporting matters a lot. 360 Feedback is only useful if people can understand what to do next. Some platforms now help employees turn feedback into concrete next steps (for example by using AI to identify themes in 360 feedback and suggest draft objectives).
How we chose these tools
We looked at tools that support 360 Feedback either as a core feature or as part of a broader performance management platform. We prioritized based on the following criteria:
- How clearly the tool supports multi-rater Feedback
- How easy it is to set up and run
- Whether it supports performance review Cycles
- How useful the Feedback reports are
- Whether it fits small, midsize, or enterprise teams
- How well it connects Feedback to follow-up conversations
We also considered whether the tool is built mainly for 360 evaluations, broader performance management, employee engagement, or full people operations. There is no single right answer. The best choice depends on what functions your team already has in place and how much of the employee lifecycle you want to manage in one tool.
1. Small Improvements
Small Improvements is best for small and midsize teams that want 360 feedback to fit naturally into a broader performance management process. The platform combines 360 feedback with reviews, 1:1s, goals, pulse surveys, and praise.
It’s a strong fit for companies that want structured feedback without turning the process into a heavy HR project. Teams can collect feedback from peers, managers, and employees, manage reviewer selection, and connect the results to follow-up conversations and development goals.
Key features:
- 360-degree feedback cycles
- Reviewer nomination and manager approval
- Custom questionnaires and visibility settings
- Feedback reports, cycle tracking, and exports
- Performance Reviews
- 1:1 Meetings, Goals, Pulse Surveys, and Praise
Why choose Small Improvements?
Choose Small Improvements if you want 360 feedback to be part of an ongoing performance management workflow, not a standalone survey project. It’s especially useful for teams that want feedback to lead into better review conversations, clearer 1:1s, and more practical development goals.
Small Improvements is less focused on deep enterprise benchmarking or psychometric leadership assessments. Its strength is making 360 feedback easy to run, easy to understand, and easy to connect to everyday performance conversations.
Pricing
Plans start at $3 per user per month for Launch. 360-degree feedback is included from the Grow plan, which starts at $6 per user per month, billed annually. A free 30-day trial is available.
2. FeedbackPulse
FeedbackPulse is best for growing teams that want 360 feedback alongside engagement surveys, eNPS, performance reviews, and recognition.
The platform is built for smaller and growing companies that want lightweight feedback workflows without enterprise-level setup. It works well when HR teams want to collect peer input, measure employee sentiment, and run simple review cycles in one place.
Key features:
- 360 and peer reviews
- Performance reviews
- Recurring engagement surveys
- eNPS tracking
- Anonymous feedback
- Peer recognition
Why choose FeedbackPulse?
Choose FeedbackPulse if you want a lightweight tool that combines employee listening with 360 feedback. It’s a good fit for teams that care about engagement and feedback, but do not need a large performance management suite.
It may be less suitable if you need deeper performance review customization, advanced goal management, or more mature manager workflows.
Pricing
Free for teams of up to 10 employees. Pro plans start at $4 per user per month on an annual commitment.
3. Talos360
Talos360 is best for organisations that want 360 feedback to lead to better conversations, clearer development priorities and meaningful action.
The Performance Management platform brings feedback, performance reviews, objectives, check-ins and development planning into one central place. Feedback can be gathered from managers, peers, direct reports and other stakeholders, with the option to keep responses anonymous. Insights can then be carried into regular check-ins, annual reviews and personal development plans, helping employees and managers turn feedback into clear next steps.
Key features:
- 360-degree feedback from managers, peers and direct reports
- Anonymous or identifiable feedback options
- Configurable review templates and workflows
- Automated scheduling, invitations and reminders
- Objectives, OKRs and progress tracking
- AI-assisted feedback summaries and review preparation
- Performance reporting and organisation-wide insights
- Integrations with HR systems, Microsoft Teams, Outlook and Slack
Why choose Talos360?
Choose Talos360 if you want 360 feedback to become part of a connected, ongoing performance management process. It is particularly useful for organisations that need the flexibility to tailor reviews by team, department or role, while giving HR central oversight of progress and participation.
Its strength is helping managers move from the admin of collecting feedback to having focused, development-driven conversations. Automated workflows reduce the administrative burden for HR, while goals, feedback and development notes remain together throughout the employee lifecycle.
Pricing
Talos360’s Performance Management Solution starts from £4,750 for 50 employees (minimum annual fee) per year. A minimum two-year contract applies.
4. Culture Amp
Culture Amp is best for larger organizations that want 360 feedback connected to engagement insights, people analytics, and employee development.
Culture Amp is widely known for employee engagement and people analytics. Its Perform product includes performance reviews, 360 feedback, peer and manager feedback, goal or OKR tracking, continuous feedback, calibrations, and performance insights.
Key features:
- Performance reviews with 360 feedback
- Peer and manager feedback
- Engagement and pulse surveys
- Benchmarking
- Performance insights and analytics
- Development plans
Why choose Culture Amp?
Choose Culture Amp if your organization needs more than 360 reviews. It is a strong fit for companies that want feedback, engagement, analytics, benchmarking, and people science support in one platform.
For smaller teams, Culture Amp may feel more advanced than necessary. If your main goal is to run a simple 360 cycle, you may not need its full analytics and benchmarking layer.
Pricing
Pricing is quote-based. Culture Amp offers Engage, Perform, and Develop plans, with custom Enterprise pricing available.
5. Lattice
Lattice is best for mid-market teams that want 360-style feedback connected to performance reviews, goals, 1:1s, and employee growth.
The platform is designed as a broader people management system. It works well for teams that want peer feedback, review cycles, goal tracking, continuous feedback, and growth conversations in one system. Lattice also offers dedicated Performance, Engagement, Goals & OKRs, Grow, and Compensation products.
Key features:
- Performance reviews
- Peer review cycles
- Goals and OKRs
- 1:1s
- Feedback and updates
- Growth plans
Why choose Lattice?
Choose Lattice if you want a structured performance management platform where feedback is one part of a larger process. It’s especially useful for teams that want reviews, goals, feedback, and growth conversations in one system.
The tradeoff is that Lattice can feel heavier than a dedicated 360 tool. If your main need is only multi-rater feedback, you may end up paying for more functionality than you use.
Pricing
Performance and Goals & OKRs can be purchased individually for $8 per user per month. Lattice has a $4,000 minimum annual agreement, and contracts are billed annually.
6. SpiderGap
SpiderGap is best for teams, coaches, and consultants that need a dedicated 360 feedback tool.
Unlike broader performance management platforms, SpiderGap focuses specifically on 360-degree feedback. That makes it a good fit for leadership programs, coaching engagements, manager development, and one-off or recurring 360 assessments.
Key features:
- 360 feedback surveys
- Custom questionnaires
- Employee-friendly feedback reports
- Reviewer and workflow management
- Personal development plans
- Impact surveys
Why choose SpiderGap?
Choose SpiderGap if 360 feedback is the main thing you need. It is especially useful when you want a focused assessment tool rather than a full performance management platform.
The tradeoff is that SpiderGap is not built to replace broader performance workflows like 1:1s, goals, praise, engagement surveys, or ongoing review cycles.
Pricing
Starter pricing is $1,099 per year and includes 10 feedback recipients. Pro starts at $2,199 per year. Enterprise pricing is custom.
7. 15Five
15Five is best for organizations focused on manager effectiveness, continuous feedback, and lightweight performance cycles.
The platform includes performance reviews, 360 feedback, check-ins, 1:1s, OKRs, engagement surveys, and manager enablement tools. Its Perform product is designed to streamline performance reviews, 360 feedback, and talent reviews, with AI-assisted review workflows and reporting.
Key features:
- Performance reviews
- 360 feedback
- Weekly check-ins
- 1:1 meetings
- OKRs and goal management
- Manager coaching tools
Why choose 15Five?
Choose 15Five if you want 360 feedback to support manager habits and ongoing conversations. It works well for teams that want more frequent check-ins and feedback, not just annual review cycles.
It may be less suitable if you need a dedicated 360 assessment tool with advanced report customization or consultant-style workflows.
Pricing
Engage is $4 per user per month. Perform is $11 per user per month and includes AI-powered performance reviews, 1-on-1s, check-ins, OKRs, and career growth tools. Total Platform is $16 per user per month.
Conclusion
The best 360 evaluation tool depends on how you want to use feedback.
If you want 360 feedback to support a broader performance management process, Small Improvements, Lattice, Leapsome, and 15Five are the strongest options.
If you mainly need a simple, focused way to run 360 assessments, SpiderGap is worth considering.
If employee listening and engagement are just as important as 360 feedback, FeedbackPulse and Culture Amp may be better fits.
For small and midsize teams, Small Improvements is a strong first choice because it connects 360 feedback with the conversations that usually come next: performance reviews, 1:1s, goals, pulse surveys, and praise. For larger organizations that need deeper analytics and benchmarking, Culture Amp or Leapsome may be a better fit.
Want to see how 360 Feedback works inside Small Improvements? We’ll walk you through it. Book a demo
