Exercise: Get started with 360 feedback in your team

Why 360 degree feedback matters

Giving and receiving feedback is a key skill for employee development - and it doesn’t always need to come from the top. 360 degree feedback brings multiple perspectives into the conversation, helping to build a culture of openness, growth and trust.

Unlike traditional performance reviews, which usually rely on feedback from just one manager, 360 degree feedback gathers feedback from a range of voices – managers, peers, direct reports and sometimes even external stakeholders. This broader view reduces bias in performance evaluations and gives employees a more balanced picture of how they’re doing.

Used well, this process can boost self-awareness, highlight strengths and uncover areas for growth. It’s not about catching people out – it’s about supporting continuous improvement and clearer communication across your team.

Starting small: a light-touch way to introduce 360 feedback and support employee development

Rolling out 360 degree feedback across an entire organisation can take time and resource. It often involves planning, coaching, and setting clear objectives from the start. But that doesn’t mean you can’t start small. This stripped-back version of the process is designed for line managers who want to introduce a culture of positive, constructive feedback within their team - without extra cost or complex systems.

This simple 360 feedback exercise helps teams start building healthy habits around feedback - both giving and receiving and supports ongoing employee development. It’s a small step with the potential for big impact.

Tip: We recommend keeping it anonymous, where possible, to help everyone feel safe and stay honest when giving feedback.

How this 360 degree feedback exercise helps line managers build a culture of constructive feedback

  • Quick to run: No training or tools needed – just follow the steps

  • Safe for your team: Ground rules ensure feedback stays kind and clear

  • Valuable insights: Even one round can spark self-awareness and improve employee performance

 

What does this 360 feedback process involve?

  • Step-by-step guidance for running the exercise

  • Feedback prompts tailored to real team settings

  • Ground rules to keep feedback constructive and actionable

  • A reflection stage to help turn insight into action

Exercise: Get started with 360 feedback in your team

360-feedback supports employee growth and strengthens team dynamics by bringing in multiple perspectives - not just traditional manager feedback. Here’s how to run a light-touch 360 degree feedback exercise that builds trust and supports continual improvement.

 

Step 1: Model it yourself.

Start by asking your team to give you upward feedback:

💬 "What’s one thing I do well as your manager?"

💬 "What’s one thing I could improve on?"


 

Step 2: Share your takeaways.

Once you’ve received feedback, share what you’ve learned and how you’ll respond:

💬 “Here’s what I’m working on, based on your feedback.”


 

Step 3: Set up peer feedback.

Ask each team member to reflect on their colleagues. Use prompts like:

➡️ What does this person do that strengthens the team?

➡️What’s one behaviour they could improve to be even more effective?


Collect feedback informally or via a shared document If possible, consider collecting it anonymously – even basic anonymity can help people share more openly. Keep it constructive and team focused. Clear instructions help avoid confusion and make sure feedback is meaningful.

This step teaches your team how to ask for and give feedback with other team members - helping everyone stay on the same page when it comes to performance expectations and team goals.

 

Step 4: Reflect and agree next steps.

Encourage everyone to choose one action to focus on. Offer support and check in on progress over the next month. Following up is key to creating a useful development plan and showing that feedback matters.

When employees understand how feedback connects to their individual performance and development, they’re more likely to engage with it and take action.

 

Ground rules to share with your team:

✅ Be kind, clear and specific

✅ Focus on behaviours, not personalities

✅ Assume positive intent


Tip: Start small. A one-question round can deliver meaningful feedback and boost confidence for future sessions.

Download exercise

Want to keep growing your team’s potential?

Our Line Manager Essentials training includes even more tools for giving feedback effectively. Coaching your team on how to give and receive feedback well is a simple way to make this process even more effective.

And when you’re ready to put your learning into action, Breathe’s performance management features make it easy to turn everyday feedback into real growth.

See how Breathe supports performance conversations

FAQs: Making the most of 360 degree feedback

360 degree feedback can seem like a big concept, but it doesn’t need to be complicated. Here are some common questions we hear from line managers, HR teams and small business owners who want to make feedback part of everyday team life.

  • What is 360 degree feedback and how is it different from traditional performance reviews?

  • How does the 360 feedback process improve self-awareness?

  • Why is it important to give clear instructions in a 360 feedback process?

  • What happens after the 360 feedback is collected?

  • How can coaching improve the 360 feedback process?

  • How does 360 degree feedback reduce bias in employee evaluations?

  • What are some example questions for 360 degree feedback?

  • Who should be included as feedback providers in a 360 feedback process?

  • Can 360 degree feedback support career development?

  • Is 360 feedback suitable for all types of teams?

  • How often should 360 degree feedback be used?

  • What are the benefits of using 360 degree feedback?

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