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360° Feedback

360° Feedback Software That People Actually Trust

Most 360° feedback tools produce a pile of anonymous quotes no one acts on. CLEAR Talent structures every rater's input against the competencies that matter for the role — so employees leave their 360° with a coachable, prioritised development plan, not a word cloud.

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Competency-linked input
Structured
Configurable rater groups
Flexible
Anonymity controls
Built-in
CLEAR Talent Continuous Feedback screen listing development notes and kudos, each tagged to competencies and marked private or public, beside feedback stats and quick templates
Structured, not survey-monkey

Structured feedback, not a survey-monkey exercise

Open-text surveys create noise. CLEAR Talent's 360° runs against your Competency Assessment Framework (CAF), so every piece of feedback maps to a specific behavioural competency with a rating scale you control.

The output is a structured, comparable, longitudinal report — not a one-off.

Section 1
How it works

How CLEAR Talent's 360° works

  1. 1

    Choose raters intelligently

    Managers, peers, direct reports, cross-functional stakeholders. Employees nominate; managers approve.

  2. 2

    Collect evidence against competencies

    Each rater scores a targeted set of competencies with optional written evidence. Review length depends on the framework and questions selected.

  3. 3

    Anonymise and consolidate automatically

    Individual raters are anonymised by group, outliers flagged, minimum-rater thresholds enforced for statistical integrity.

  4. 4

    Deliver a coachable report

    Strengths, blind spots, development priorities, and a suggested IDP — all in one PDF or shareable link.

Section 2
Why it works

Why anonymity + structure beats open-text surveys

Honest feedback requires psychological safety. Actionable feedback requires structure. CLEAR Talent delivers both: raters are anonymised within their group, and the rating structure makes comparison across raters defensible and non-biased.

Section 3
From feedback to growth

Tie 360° feedback to development plans

Every 360° automatically generates a suggested Individual Development Plan (IDP) based on the lowest-scoring, highest-importance competencies. Managers turn feedback into coaching conversations — not a filed PDF.

See how IDPs work
Section 4
Keep exploring

Related solutions

Explore further

Guides, walkthroughs and more

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Questions, answered

Frequently asked questions

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What is 360 degree feedback software?
360 degree feedback software collects structured input on one person from the people around them — their manager, peers, direct reports and other stakeholders — alongside their own self-assessment, then consolidates it into a report. In CLEAR Talent every rater scores competencies from the same framework, so the report compares like with like and leads straight into a development plan instead of a list of anonymous quotes.
Is 360° feedback truly anonymous?
Yes. Raters are anonymised within their group — peers, direct reports, stakeholders — and minimum-rater thresholds are enforced, so results only appear for a group once enough people have responded that no single comment can be traced back. Raw rater identities are never displayed, and managers see aggregated, anonymised group data rather than who rated what.
How many raters should each employee have?
Enough in each group to clear its anonymity threshold, and no more than can give informed feedback. The right mix depends on the role: a people manager needs input from direct reports, while an individual contributor may be better served by peers and cross-functional stakeholders. Employees nominate their raters and managers approve the list, so the selection is checked before anyone is asked.
Can we run 360° feedback separately from the annual review?
Yes. A 360° can run on any cadence — quarterly, at the end of a project, ahead of a promotion decision or as a stand-alone development exercise. When it runs inside a review cycle, the structured results feed the review alongside goal scores and competency ratings, weighted by your policy. When it runs on its own, the report goes straight to the development conversation.
What does a 360° feedback report include?
Strengths, blind spots and development priorities, consolidated from every rater group against the competencies in your framework, with outliers flagged. The report also suggests an individual development plan built from the lowest-scoring, highest-importance competencies, so the manager and employee start the conversation from clear priorities rather than raw scores. It is available as a PDF or a shareable link.
How long does a 360° take a rater to complete?
It depends on how many competencies are in scope, the rating scale and whether written evidence is required. Each rater scores a targeted set of competencies rather than the whole framework, which keeps the form focused. Fewer, well-chosen competencies with a sentence of evidence each usually give a more useful report than a long questionnaire answered in a hurry.
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