360º review that actually works.

What it is and what it isn't

It is: feedback from peers, reports, manager and self on observable, specific behaviours. It is not: a numeric score that decides your bonus. It is not: a performance-management tool. It is not: the moment to dump things you didn't say earlier.

The 18 calibrated questions

Block 1 — Team impact (6)

• Does this person make decisions when needed, without waiting for permission?
• Do they share the context others need to do good work?
• Do they ask for help when stuck, before blocking the project?
• Do they give feedback directly in the moment, or save it for later?
• Are they someone you'd call to solve a thorny problem?
• Do they make the team better, or just themselves?

Block 2 — Behaviour (6)

• Do they show up on time and deliver what they say they will?
• Do they accept feedback without defending, process it, and come back with questions?
• Do they own up when something goes wrong, or point outside?
• Are they predictable, or do you have to guess their mood every day?
• Do they give space for others to shine, or take all the air in the room?
• Do they treat people they need to impress the same as everyone else?

Block 3 — Growth (6)

• Do they identify blind spots and work on them actively?
• Do they ask for feedback proactively, or only when forced?
• Do they learn from mistakes, or repeat the same patterns?
• Do they move toward bigger challenges, or settle into comfort?
• Do they mentor others without being formally responsible?
• In 12 months, are they clearly better than 12 months ago?

How to roll it out without revolting your team

1. Announce 30 days ahead with the why and how. No surprises.
2. Start with the leadership team, not the base. If leaders won't expose themselves, nobody else will play.
3. Round one: read-only for the reviewed. No feedback session. Just for them to see what the data feels like.
4. Round two (3 months later): 45-minute conversation with the manager. Plan 2 actions for the next cycle.
5. Round three onwards: quarterly, with follow-up on the 2 actions from the previous cycle.

Implementation mistakes

• Fake anonymity: "it's anonymous, but the team is 4 people". Better to say openly it's not anonymous and the tone will be professional.
• Feedback that isn't reviewed with the person: 70% of impact is lost without a follow-up conversation.
• Tying it to salary in round one: people lie when money is on the table.
• Doing it every 18 months: feedback expires. Quarterly is the minimum viable.