# 360-Degree Feedback for Leaders, Managers and Teams > 360-degree feedback from Bodhih combines AssessAll's anonymous multi-rater surveys with expert debriefs and development plans. Start a pilot today. - Source: https://bodhih.com/360-degree-feedback/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-10-14 - Contact: solutions@bodhih.com · +91 99000 11601 --- 360-degree feedback that people trust and act on. Bodhih runs multi-rater feedback on AssessAll, its in-house AI assessment platform, then adds what software alone cannot: clear communication, expert debriefs and development plans that turn feedback into visible change in leadership behaviour. ## At a glance - **Duration:** Indicative: 2 to 4 weeks from design to reports; each rater survey typically takes 15 to 20 minutes - **Who it’s for:** Leaders, managers, high-potential talent and team members - **Level:** All levels - **Format:** Online survey · Live virtual or in-person debriefs - **Platform:** AssessAll · AI-graded, proctored 360-degree feedback is a development process in which an employee receives anonymous ratings and comments from their manager, peers, direct reports and sometimes clients, alongside a self-rating. Bodhih runs it on its AssessAll platform with enforced rater anonymity, competency-based reports, 60- to 90-minute one-to-one debriefs and a written development plan, typically within 2 to 4 weeks. - Indicative: 2 to 4 weeks from design to reports; each rater survey typically takes 15 to 20 minutes - Level: All levels · Online survey · Live virtual or in-person debriefs - Designed with the ADDIE model and customised to your context - Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions **Also known as:** 360 degree feedback survey, 360 feedback tool, multi-rater feedback, 360 degree appraisal Last reviewed 14 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru ## Why leaders need a clearer view of their impact Leaders rarely hear candid feedback, especially in hierarchical cultures where people hesitate to speak up. 360-degree feedback gives them a safe, structured view of how their behaviour lands with the people around them. The value lies in what happens next. A well-run 360 is used for development, protects anonymity and ends with a conversation and a plan, not a report left unread. > DDI's Global Leadership Forecast 2025 reported trust in immediate managers fell to 29%, down 37% since 2022. Source: [DDI, Global Leadership Forecast 2025](https://www.ddi.com/about/media/global-leadership-forecast-2025) ## What participants will be able to do ### See blind spots and hidden strengths Compare self-ratings with others' views to reveal confirmed strengths, hidden strengths, blind spots and development areas. ### Get feedback people trust Enforced anonymity thresholds and anonymised comments encourage raters to be honest and specific. ### Focus on observable behaviour Behaviour-based items tied to competencies make feedback concrete and easier to act on. ### Turn insight into a plan One-to-one debriefs help each participant choose up to three focus areas and a practical development plan. ### Spot team-wide patterns Aggregated group reports show common strengths and gaps that can shape leadership programs. ### Track change over time A follow-up cycle using the same instrument shows how behaviour has shifted per competency. ## Who should attend - Senior leaders and leadership teams preparing for larger roles - Mid-level and [first-time managers](https://bodhih.com/first-time-manager-training/) building people leadership skills - [High-potential](https://bodhih.com/high-potential-leadership-program/) talent in development or succession programs - Participants in leadership academies who need a baseline and a follow-up - HR and L&D teams running development-focused feedback cycles - Sales and customer-facing leaders who want client perspectives included ## How the assessment works Recommended design, customised to your context after a short needs analysis. ### **Step 1: Design and purpose**Module 1 · 1 week (indicative) - Agree that the 360 is for development, not pay or rating decisions - Choose a ready template or build a custom instrument from the item bank - Align competencies with your leadership framework - Plan communication to participants and raters ### **Step 2: Nominate raters**Module 2 · 2 to 3 days - Participants propose raters across manager, peers, direct reports and optional clients - Managers or the program team approve or adjust nominations - Minimum rater numbers set per group to protect anonymity ### **Step 3: Collect feedback**Module 3 · 1 to 2 weeks - Raters receive personal links, with no accounts needed - Behaviour items use a frequency scale with a 'not observed' option - Groups below the anonymity threshold are merged before reporting ### **Step 4: Report**Module 4 · 1 to 2 days - Self versus others comparison for each competency - Rater-group breakdowns and four-quadrant view - AI-anonymised open comments - Administrator review before release ### **Step 5: Debrief**Module 5 · 60 to 90 min per person - One-to-one debrief with a Bodhih coach or trained internal debriefer - Making sense of surprises without defensiveness - Choosing up to three focus competencies ### **Step 6: Development plan and follow-up**Module 6 · 3 to 12 months - A written development plan shared with the manager - Links to coaching, workshops or learning paths - Optional follow-up 360 to measure change ## Sample implementation plan This plan shows how a development-focused 360 runs from launch to action. In week one, participants attend a half-day briefing where they learn why the 360 is for growth, not pay, nominate raters and practise asking for honest input. Raters complete a 15- to 20-minute survey on AssessAll, with anonymity enforced. In week four, a full-day workshop teaches participants to read their reports, handle surprises, choose up to three focus areas and rehearse sharing a plan with their manager, alongside a one-to-one debrief with a coach. Rollout + debrief · 10 contact hours · Cohort: 10–25 participants per wave · In person · Live virtual ### Week 1 · Launch briefing: A 360 people can trust Participants understand the process, have nominated balanced raters and know how to invite honest feedback. 1. 09:30–10:00 · Feedback I remember (Energiser) 2. 10:00–10:45 · Purpose, privacy and the process (Concept burst) 3. 11:00–11:45 · Choose your raters (Hands-on lab) 4. 11:45–12:30 · The ask (Role-play) 5. 12:30–13:00 · My hopes and worries (Reflection) ### Week 4 · Debrief and development workshop: From report to plan Participants can interpret their report, choose focus areas and leave with a development plan they will share with their manager. 1. 09:30–10:00 · Open the envelope (Reflection) 2. 10:00–11:00 · Read a report together (Demo & practice) 3. 11:15–12:15 · My four quadrants (Hands-on lab) 4. 12:15–13:00 · When feedback stings (Case clinic) 5. 13:45–14:45 · Choose up to three (Peer coaching) 6. 14:45–15:30 · Build the plan (Build sprint) 7. 15:45–16:45 · The conversation with my manager (Real-play) 8. 16:45–17:30 · Commit and schedule (Action planning) Indicative: 2 to 4 weeks from design to reports, with a half-day launch briefing in week 1, a full-day debrief and development workshop in week 4, one-to-one debriefs of 60 to 90 minutes, and a follow-up 360 after 6 to 12 months. A sample design: every Bodhih program is customised after a short needs analysis. ### How long does a 360-degree feedback process take? An indicative rollout takes two to four weeks from design to reports, and each rater survey takes about 15 to 20 minutes. This plan adds a half-day launch briefing in week one, a full-day debrief workshop in week four and one-to-one debriefs of 60 to 90 minutes. A follow-up 360 after six to twelve months shows change. ### What happens in a 360-degree feedback debrief workshop? Participants open the hopes and fears they sealed at launch, practise reading a sample report, map their own results into four quadrants, discuss healthy reactions to difficult feedback, choose up to three focus areas with a peer coach and rehearse sharing their plan with their manager. ## How we deliver it ### Development-first design We recommend keeping 360 results out of pay and promotion decisions, so raters stay candid and participants stay open. ### Anonymity by design AssessAll enforces a minimum of three anonymous responses per group, merges smaller groups and anonymises comments before anyone sees them. ### Human debriefs Every report is best discussed with a trained debriefer, because feedback without context can hurt more than it helps. ### Linked to development Results feed into Bodhih leadership programs, coaching and, where useful, Harrison or DISC profiles for deeper self-awareness. ## Tailored versions ### Leadership 360 For senior leaders, focused on strategic, people and change leadership behaviours. ### Manager 360 For first-time and mid-level managers, focused on coaching, feedback, [delegation](https://bodhih.com/effective-delegation-techniques/) and team leadership. ### Focus 360 A lighter, non-scored format where raters suggest what the person should do less, keep and do more. ## How we measure impact Impact is measured by what changes after the report. Each participant agrees a development plan with measurable behaviours, reviewed with their manager at 30, 60 and 90 days. A follow-up 360 on AssessAll, typically after six to twelve months, uses the same instrument to show per-competency change. At group level, aggregated data shows shifts across the leadership population, and can be linked to engagement or retention measures your organisation already tracks. AA Runs on [AssessAll](https://assessall.com), Bodhih’s AI assessment platform. Start with free credits: 100 for individuals, 250 for companies. ## Frequently asked questions ### What is 360-degree feedback? 360-degree feedback is a process where a person receives structured feedback from the people around them at work, typically their manager, peers, direct reports and sometimes clients, along with their own self-rating. Responses are combined into a report showing strengths and development areas. It works best as a development tool followed by a debrief and plan. ### Is 360-degree feedback anonymous? Peer, direct report and other rater groups are anonymous. On AssessAll, a group needs at least three completed responses before its results are shown, and smaller groups are merged. Open comments are anonymised and shuffled. The manager's rating is usually identifiable because there is only one, and participants are told this in advance. ### Should 360 feedback be used for performance appraisals? We recommend using 360-degree feedback for development, not pay or rating decisions. When results affect compensation or promotion, raters tend to become cautious and less honest, and participants become defensive. If your organisation wants to use 360 data in talent decisions, we help you design safeguards and communicate clearly before launch. ### How many raters are needed? A typical 360 includes one manager, three to six peers, three to six direct reports where relevant, and optionally two or three clients or internal customers. Each anonymous group needs at least three responses to be reported separately. More raters give a more balanced picture, but quality matters more than quantity. ### How fair and valid is 360-degree feedback? 360 feedback reflects how others perceive behaviour, which is valuable but not a precise measure of ability. Fairness improves with behaviour-based items, a 'not observed' option, enough raters per group and rater guidance on avoiding bias. We treat results as a starting point for conversation and combine them with other evidence rather than using them alone. ### How is participant and rater data protected? Before launch, we agree with you what data is collected, who can see individual reports and how long data is retained. Reports are shared through private links or PDFs with the participant and agreed people only. Rater identities are removed at the point of storage for anonymous groups. We recommend clear consent and communication to everyone involved. ### Can we use our own leadership competencies? Yes. You can use a ready template, such as Leadership 360 or Manager 360, or build a custom instrument from AssessAll's item bank mapped to your own competency framework. Bodhih's consultants help you choose items, set rater groups and adjust wording to fit your culture and leadership levels. ### How do we get started? Most organisations start with a pilot group of 10 to 20 leaders. AssessAll uses pay-as-you-go credits with no seats or subscriptions, and new company accounts receive free credits to try the platform. Contact Bodhih to plan a pilot, including instrument design, communication and debriefs.