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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
360 Degree Feedback Software — 360° Feedback
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
Explore further

Related solutions

All performance management solutionsCompetency Management SoftwareContinuous Performance ManagementEmployee Development SoftwarePerformance Management Software
Questions, answered

Frequently asked questions

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Is feedback truly anonymous?
Yes — minimum rater thresholds per group prevent identification, and raw rater identities are never displayed.
How many raters should each employee have?
The right number depends on the role and anonymity thresholds. Teams can include self, manager, peers, direct reports, and cross-functional stakeholders.
Can we run 360° independently of annual reviews?
Yes — on any cadence: quarterly, after projects, on promotion.
Can managers see who rated what?
No. Only aggregated, anonymised group data.
How long does a 360° take a rater?
Completion time depends on the competency set, rating scale, and written-evidence requirements configured for the review.
Ready when you are

See 360 degree feedback software in action.

Book a live demo with a CLEAR Talent specialist. No generic slide deck—just the platform and a conversation focused on your scenario.

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