360° Feedback
Self-perception isn't the whole story. AXIS360's 360° Feedback rates a person against the same competency framework from every direction — manager, peer, direct report and customer — and surfaces exactly where perception and reality diverge.
The rater groups
Four perspectives. One competency framework.
Every rater answers against the same behavioural indicators — so the comparison is apples-to-apples, not four different surveys stitched together.
Manager
The performance and potential lens — sees the work in context of business outcomes and accountability.
Peer
The collaboration lens — sees how someone behaves without the power dynamic of a reporting line.
Direct Report
The leadership lens — the most consequential and often the most different from the self-view.
Customer (optional)
The delivered-value lens — for client-facing roles, closes the loop with the person the work is actually for.
The highest-leverage output
The gap between self and observer is the data.
Most people are reasonably accurate about their strengths and reasonably inaccurate about how their behaviour lands on others under pressure. The self-vs-observer gap report is, in almost every engagement, the single most actionable page in the entire report.
- Every competency scored by self and by each observer group
- Gap size and direction flagged — over- or under-estimating
- Anonymised qualitative comments, themed by competency
- Distribution analysis to surface anomalous raters
- Optional debrief with a senior consultant or coach
Self vs. Observer — by competency
How it works
Four steps, run entirely inside AXIS360.
Select the framework & raters
Use your existing competency framework or ours. Nominate manager, peer, direct-report and (optionally) customer raters — minimum five recommended.
Raters respond independently
Each rater completes the survey privately against the same behavioural indicators. Anonymity is preserved for peer and direct-report groups.
Gap analysis is generated
AXIS360 aggregates responses, flags anomalous raters, and produces the self-vs-observer gap report automatically.
Debrief & development plan
Optional debrief with a senior consultant or coach, translating the gaps into a focused development plan.
Where 360° earns its keep
Four decisions it sharpens.
Leadership development
The default diagnostic at the start of a coaching engagement — tells the leader and coach exactly where perception and reality diverge.
Succession planning
Observer-rated readiness is a stronger predictor than self-rated readiness for how a successor will actually land in a bigger role.
Culture & team diagnostics
Aggregate 360° data across a leadership team surfaces systemic blind spots the team can't see from inside.
Promotion calibration
Adds a behaviourally anchored, multi-source data point to a promotion or calibration discussion that otherwise runs on manager opinion alone.
Frequently asked
360° feedback, answered.
What is 360° feedback?
A multi-rater assessment where a person is rated by themselves, their manager, peers, and direct reports (and sometimes customers) against the same competency framework — surfacing gaps between self-perception and how others experience them.
How many raters do we need?
A minimum of five observers per assessee across manager, peer and direct-report groups is recommended for psychometric robustness. Fewer raters risk both statistical noise and rater identifiability.
Is rater feedback anonymous?
Peer and direct-report responses are aggregated and reported anonymously. Manager feedback is typically attributed, since it's a normal part of the reporting relationship. Qualitative comments are grouped by theme, not by rater.
Can we use our own competency framework?
Yes. 360° Feedback runs from whatever competency framework you use for the rest of your talent processes — or we design one with you.
Related
Often runs alongside —
Get started
See how perception and reality line up — or don't.
Book a 30-minute consultation. We'll scope the raters, the framework and the debrief that fits your organisation.