HR & People · 11 tools ranked
Best 360-Degree Feedback Software in 2026
Small Improvements ranks first in 360-degree feedback software, followed by Spidergap and PerformYard. 360-degree feedback software gathers anonymous input from managers, peers and reports and compiles it into development reports for each person.
The top three
How this list is ordered: by our editorial assessment of fit for organizations of 50 to 1,000 people. Vendors can pay for more visibility; paid placements are labeled and explained in our disclosure. No commission is earned on clicks or purchases, and we do not work as an affiliate.
1. Small ImprovementsSmall Improvements takes first place because 360 feedback sits inside a review product built for 50 to 750 people, with prices published on the site.
2. SpidergapSpidergap ranks second as the only dedicated 360 assessment product here with published annual prices and a free first assessment.
3. PerformYardPerformYard comes third because its review builder bends to unusual structures, and 360 forms are one of many review types it supports.What is 360-degree feedback software?
360-degree feedback software collects structured feedback about one person from several groups of raters, usually the manager, peers and direct reports, and turns it into a report. It manages questionnaires, invitations, reminders, anonymity rules and results. Some products do only this, while others place it inside performance review suites next to goals, check-ins and calibration.
How we ranked these
Most buyers arrive here after one bad 360. Someone ran it in a spreadsheet, raters were unsure who would read their comments, and the person being reviewed received a pile of quotes with no pattern.
This ranking looks for software that prevents those failures: anonymity that is explained to raters, forms that take ten minutes and not an hour, and reports a manager can act on. We judged each product for a buyer with 50 to 1,000 staff.
That buyer usually has one HR person or a small people team, a works council or a cautious leadership group, and no appetite for a six-month rollout. Tools were weighed on how fast a first 360 can run, what it costs once raters are counted, how easily the results leave the product, and how much the vendor shapes your process.
Eleven products pass our checks. Most are review suites where 360 is one module, one is built around the assessment itself, and a few are broader HR, engagement or coaching platforms.
Their strengths differ, and so does the ranking logic: the order is the verdict, and there is no score out of ten. Paid visibility is labeled on this site: Vendors can pay for more visibility; paid placements are labeled and explained in our disclosure.
No commission is earned on clicks or purchases, and we do not work as an affiliate.
Setup: from question set to first invitations in under two weeks
Setup for a 360 means getting questionnaires, rater lists and reporting lines into the tool, and the fastest products need under two weeks. The slow part is rarely software. It is deciding which competencies to ask about, who picks raters, and whether comments are anonymous or attributed. Products with built-in question libraries, such as ReviewSnap's competency library or Spidergap's templates, save the first week.
Tools that read reporting lines from a directory, as Teamflect does through Microsoft Entra ID, save another few days of spreadsheet uploads. Review suites take longer because the 360 is one piece of a larger configuration.
PerformYard quotes about two weeks on average, while larger suites such as Betterworks and Culture Amp assume a program owner and a project plan. Before signing, ask the vendor to run a sample 360 with your question set and ten real names.
A free first assessment, offered by Spidergap, or a 30-day trial, offered by Small Improvements and Teamflect, makes that test free.
The real price: seats, recipients and minimums
The real price of 360 software depends on what the vendor counts: users, feedback recipients or total spend. Small Improvements charges $3 to $9 per user per month with a 20-user minimum, which suits a firm that wants every employee in the system. Spidergap counts feedback recipients: its Starter plan at GBP 899 per year includes 10 recipients, so a program for a handful of leaders is cheap and one for 400 employees is not. Engagedly sets a $7,500 minimum annual spend, which changes the maths for a 60-person company.
Several vendors publish nothing. Culture Amp, HiBob, ReviewSnap and Cloverleaf sell through quotes, and the final number depends on headcount bands and modules.
Betterworks adds a one-time implementation fee. Ask for a three-year total including add-ons, because manager coaching content, extra modules and AI features are often priced separately.
15Five, for example, lists manager content at $49 per manager per month on top of seat prices.
Getting your data out: reports, comments and history
A 360 produces sensitive history, so the question is whether you can take reports and comments with you when you leave. Look for CSV or PDF export of individual reports, aggregated scores by competency and the original rater comments, with anonymity rules preserved. Culture Amp states that survey data can be exported as CSV and that servers run in the US, Europe and Australia. Most other vendors say little, so ask for an export sample before you buy.
Pay attention to what happens to anonymous comments in an export. A file that lets an HR admin match comments to raters undermines the promise you made to participants, and in some European jurisdictions it creates data protection duties.
Check retention settings as well: some products keep results for years by default. Agree how long feedback is stored, who can read raw comments, and how deletion requests work, and get the answer in writing.
Independence from the vendor: bundles, ownership and lock-in
Independence means that your feedback process does not break if the vendor changes owner, pricing or product direction. Two products on this list have ownership questions: the vendor of ReviewSnap sends its about page to a Mitratech page, and we could not confirm who runs it. Cloverleaf and Spidergap show only a trading name or company name on their sites. These are not defects, but they are things to ask about during procurement.
Bundling is the larger lock-in risk. When 360 sits inside a suite with reviews, goals, learning and compensation, switching later means moving every process at once.
A standalone assessment tool like Spidergap is easier to replace, because you export the reports and run the next one elsewhere. Teamflect depends on Microsoft 365, which is a different kind of dependence.
Write down which parts of your process you could move within a quarter.
Who it's for: assessments, review suites and coaching add-ons
Fit comes down to whether you need a one-off assessment, a yearly review cycle or ongoing coaching. Leadership programs and coaching engagements suit Spidergap, where a few dozen people are assessed once or twice a year. HR teams that run formal annual or quarterly cycles for everyone suit Small Improvements, PerformYard or Betterworks. Microsoft-centric IT departments suit Teamflect.
Companies that want the 360 to tie into engagement data suit Culture Amp, and firms that mainly want better weekly conversations suit 15Five. Cloverleaf is an add-on for teams that already hold feedback and need help acting on it.
HiBob suits those already on that HR platform. Match the product to your real cycle, not the longest feature list: most 360 failures come from buying a platform for a process the company never intended to run.
Compared at a glance
| # | Product | Best for | Pricing | Free option | HQ |
|---|---|---|---|---|---|
| 1 | Small Improvements | Mid-sized firms of 50 to 750 | Per user / month | Free trial | Germany |
| 2 | Spidergap | Coaches and HR running periodic 360s | Quote only | Free trial | United Kingdom |
| 3 | PerformYard | HR teams with unusual review structures | Per user / month | None | United States |
| 4 | Culture Amp | Larger firms wanting engagement plus reviews | Quote only | None | Australia |
| 5 | 15Five | Firms building a feedback habit | Per user / month | None | United States |
| 6 | Teamflect | Microsoft 365 organizations | Per user / month | Free plan | United Kingdom |
| 7 | Betterworks | Large firms with a program owner | Per user / month | None | United States |
| 8 | Engagedly | Firms wanting training with reviews | Per user / month | None | United States |
| 9 | ReviewSnap | Small HR teams needing basic reviews | Quote only | None | United States |
| 10 | HiBob (Bob) | Multi-country teams on HiBob | Quote only | None | United Kingdom |
| 11 | Cloverleaf | Teams adding coaching to 360 results | Quote only | Free trial | United States |
The 11 tools, reviewed
How this list is ordered: by our editorial assessment of fit for organizations of 50 to 1,000 people. Vendors can pay for more visibility; paid placements are labeled and explained in our disclosure. No commission is earned on clicks or purchases, and we do not work as an affiliate.
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360 feedbackPerformance reviewsOptional calibration
Why #1: Small Improvements takes first place because 360 feedback sits inside a review product built for 50 to 750 people, with prices published on the site.
- Best for
- Mid-sized firms of 50 to 750
- Pricing
- Per user / month
- Free option
- Free trial
- Headquarters
- Germany
- Key features
- 360 feedback, Performance reviews, Optional calibration, Objectives, 1:1 meetings
- Falls short
- It has no deep survey science, so a team that wants normative benchmarks or advanced rater analytics will find the reports plain.
- Wrong for
- A company under 20 people, or an HR group that wants a dedicated leadership-assessment instrument with statistical norms.
Full assessment of Small Improvements
Small Improvements is the easiest product on this list to explain to a works council or a skeptical executive: it is a review tool where 360 feedback is a normal part of the cycle, not a bolt-on. A Berlin company states its audience as 50 to 750 employees and prints three prices, so a finance partner can model the bill before anyone books a demo.
Calibration is optional, which suits firms that want peer input without a forced rating curve. Objectives, praise and pulse surveys share the same login, so managers do not juggle products.
Where it falls short
It has no deep survey science, so a team that wants normative benchmarks or advanced rater analytics will find the reports plain. The 20-user minimum rules out very small teams, and the cheapest tier leaves out some of the review controls HR leads ask for.
Reporting is serviceable rather than exploratory.
Wrong for
A company under 20 people, or an HR group that wants a dedicated leadership-assessment instrument with statistical norms. Spidergap is the closer fit for that case.
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Customizable questionnairesReport templatesImpact survey
Why #2: Spidergap ranks second as the only dedicated 360 assessment product here with published annual prices and a free first assessment.
- Best for
- Coaches and HR running periodic 360s
- Pricing
- Quote only
- Free option
- Free trial
- Headquarters
- United Kingdom
- Key features
- Customizable questionnaires, Report templates, Impact survey, Workflow monitoring, Process management
- Falls short
- Pricing counts feedback recipients rather than seats, so a company that wants everyone assessed yearly will find costs climbing quickly.
- Wrong for
- A company that wants a single system for goals, reviews and 360s for every employee each year.
Full assessment of Spidergap
Spidergap does one job, the 360 assessment, and the vendor builds everything around it: questionnaire templates, a process view that shows who has not yet responded, and reports meant to be read by the person being assessed. An impact survey afterward asks participants how the feedback landed, which most rivals skip.
The first assessment is free, so a talent lead can run a real pilot with real raters before paying. It suits leadership programs and coaching engagements more than whole-company annual reviews.
Where it falls short
Pricing counts feedback recipients rather than seats, so a company that wants everyone assessed yearly will find costs climbing quickly. The vendor page does not state integrations or security certifications, and we could not confirm a headquarters address, only a UK-style company name and GBP pricing.
There is no goal or review module.
Wrong for
A company that wants a single system for goals, reviews and 360s for every employee each year. A review suite such as Small Improvements or PerformYard handles that with per-seat pricing.
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360 feedbackCompetency reviewsProject-based reviews
Why #3: PerformYard comes third because its review builder bends to unusual structures, and 360 forms are one of many review types it supports.
- Best for
- HR teams with unusual review structures
- Pricing
- Per user / month
- Free option
- None
- Headquarters
- United States
- Key features
- 360 feedback, Competency reviews, Project-based reviews, Rating scales, Goal check-ins
- Falls short
- The interface is functional rather than inviting, and employees see it only at review time, so day-to-day feedback habits are not its strength.
- Wrong for
- A team that wants a lively daily feedback app, or a coach running one-off leadership assessments.
Full assessment of PerformYard
PerformYard suits the HR manager who has already tried to force a cycle into a rigid template and lost. Review types include annual, quarterly, project, competency and 360, and the vendor cites an average setup of about two weeks with a dedicated support manager.
It connects to common payroll and HR systems, including ADP, BambooHR, Gusto and Workday. For a 200-person firm with a custom rating scale, that flexibility is worth more than polish.
Where it falls short
The interface is functional rather than inviting, and employees see it only at review time, so day-to-day feedback habits are not its strength. The price range of $5 to $15 is wide, and no free plan or free trial is listed.
Dedicated 360 analytics are thinner than in a specialist tool.
Wrong for
A team that wants a lively daily feedback app, or a coach running one-off leadership assessments. Look at 15Five for the first and Spidergap for the second.
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Performance reviewsCalibrationContinuous feedback
Why #4: Culture Amp earns fourth place for pairing 360-style feedback and calibrated reviews with a large engagement survey engine, at quote-only prices.
- Best for
- Larger firms wanting engagement plus reviews
- Pricing
- Quote only
- Free option
- None
- Headquarters
- Australia
- Key features
- Performance reviews, Calibration, Continuous feedback, 1-on-1s, Goals
- Falls short
- Quote-only pricing means a long sales cycle, and bands by headcount can surprise a growing firm at renewal.
- Wrong for
- A 60-person company that wants a simple 360 this quarter at a known price.
Full assessment of Culture Amp
Culture Amp makes sense when an HR team already thinks in survey data and wants feedback on managers to sit next to engagement results. Its science background shows in templates, benchmarks and comment analysis, and an AI coach supports managers writing feedback.
Servers run in the US, Europe and Australia, and survey data can be exported as CSV, which helps with audit requests. For companies near 1,000 employees it is a credible single home for listening and review.
Where it falls short
Quote-only pricing means a long sales cycle, and bands by headcount can surprise a growing firm at renewal. Feedback modules feel secondary to the survey product, so a team wanting only rater-based 360 reports pays for much it will not use.
Configuration takes real HR time.
Wrong for
A 60-person company that wants a simple 360 this quarter at a known price. A lightweight tool such as Spidergap or Teamflect fits better.
Full Culture Amp profile · Culture Amp alternatives · Visit website
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Weekly check-ins360 feedbackPerformance reviews
Why #5: 15Five takes fifth place: strong at building a weekly feedback habit, with 360 as one module among reviews, OKRs and manager coaching.
- Best for
- Firms building a feedback habit
- Pricing
- Per user / month
- Free option
- None
- Headquarters
- United States
- Key features
- Weekly check-ins, 360 feedback, Performance reviews, OKRs, 1-on-1 agendas
- Falls short
- The full platform price reaches $16 per user per month, and manager content is an extra $49 per manager, so a coaching-heavy rollout costs more than the headline.
- Wrong for
- An organization that needs a formal, anonymous multi-rater assessment for senior leaders with statistical reporting.
Full assessment of 15Five
15Five is the choice when the real goal is better manager conversations and the 360 is one input. Weekly check-ins create a trail of context that makes year-end feedback less of a memory test.
The Perform tier at $11 carries the review and 360 features, and the company lists SOC 2 Type II. An AI notetaker and coach help new managers prepare one-on-ones, and permissions control what the AI agents can surface.
Where it falls short
The full platform price reaches $16 per user per month, and manager content is an extra $49 per manager, so a coaching-heavy rollout costs more than the headline. Weekly check-ins can feel like a chore to staff who see no payoff.
Rater workflows for a formal leadership 360 are less detailed than in specialist products.
Wrong for
An organization that needs a formal, anonymous multi-rater assessment for senior leaders with statistical reporting. A dedicated assessment tool serves that better than a check-in platform.
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360 feedbackPerformance reviewsGoals and OKRs
Why #6: Teamflect lands sixth because its 360 feedback runs inside Microsoft Teams and Outlook, which is perfect for Microsoft shops and useless for others.
- Best for
- Microsoft 365 organizations
- Pricing
- Per user / month
- Free option
- Free plan
- Headquarters
- United Kingdom
- Key features
- 360 feedback, Performance reviews, Goals and OKRs, 1-on-1 meetings, Recognition
- Falls short
- It needs a Microsoft 365 tenant with Teams, so it is not a standalone web app.
- Wrong for
- A company on Google Workspace or with no Teams deployment.
Full assessment of Teamflect
Teamflect puts 360 requests where employees already work: a Teams tab and Outlook, so raters answer without learning a new login. It syncs departments and reporting lines from Microsoft Entra ID, which cuts set-up effort for IT-led rollouts.
A free Starter tier for up to 10 users lets a small team test before paying, and the vendor states SOC 2 Type 2 and GDPR compliance with data hosted in Azure in the customer's region. It also covers reviews, OKRs and one-on-ones.
Where it falls short
It needs a Microsoft 365 tenant with Teams, so it is not a standalone web app. Support runs five days a week, not around the clock.
The pricing page lists conflicting figures for the same plans (for example Essential at $9 or $7), which we could not reconcile, so budget from a written quote.
Wrong for
A company on Google Workspace or with no Teams deployment. A web-based product such as Small Improvements or PerformYard avoids the dependency.
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Goals and OKRsFeedbackCheck-in conversations
Why #7: Betterworks ranks seventh: strong on goals and calibration for large organizations, with feedback as supporting material rather than the headline.
- Best for
- Large firms with a program owner
- Pricing
- Per user / month
- Free option
- None
- Headquarters
- United States
- Key features
- Goals and OKRs, Feedback, Check-in conversations, Performance reviews, Calibration
- Falls short
- A dedicated person has to own the program, or the platform sits idle.
- Wrong for
- A 100-person company with no HR analyst to run the cycle.
Full assessment of Betterworks
Betterworks fits an organization that links goals to reviews and wants calibration sessions to be defensible. Feedback requests feed reviews, and manager dashboards show who is behind.
The vendor says it adds most value above 500 employees, and a one-time implementation fee reflects a managed rollout. Conversational tools turn meeting transcripts into insights for companies that want that.
Where it falls short
A dedicated person has to own the program, or the platform sits idle. The implementation fee adds to the first-year bill, and below roughly 500 staff the product can feel heavier than the need.
Anonymous multi-rater 360 reports are not what it is known for.
Wrong for
A 100-person company with no HR analyst to run the cycle. Choose a lighter product such as Small Improvements or Teamflect.
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360 feedbackPerformance reviewsGoals and OKRs
Why #8: Engagedly sits eighth: it bundles 360 feedback with learning, mentoring and recognition, at the cost of a minimum annual spend.
- Best for
- Firms wanting training with reviews
- Pricing
- Per user / month
- Free option
- None
- Headquarters
- United States
- Key features
- 360 feedback, Performance reviews, Goals and OKRs, Learning suite, Mentoring
- Falls short
- The $7,500 minimum annual spend prices out smaller teams, and the breadth means a longer configuration period.
- Wrong for
- A company of 40 people that needs only a quick leadership 360.
Full assessment of Engagedly
Engagedly attracts HR leads who want a single vendor for feedback, learning paths and career plans. Its AI assistant summarizes 360 comments, which saves a manager an evening when twelve raters write paragraphs.
A skills view ties feedback themes to development content, so the output of a 360 can turn into a learning plan without export work. Pricing is published, which helps shortlisting.
Where it falls short
The $7,500 minimum annual spend prices out smaller teams, and the breadth means a longer configuration period. The interface carries many modules, so a buyer who wants only 360 will face clutter.
Support quality varies by plan and was not verified.
Wrong for
A company of 40 people that needs only a quick leadership 360. Spidergap's first free assessment is a cheaper way to start.
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360 feedbackPerformance reviewsCompetency library
Why #9: ReviewSnap takes ninth place: a plain review product with 360 feedback and a competency library, but no published prices.
- Best for
- Small HR teams needing basic reviews
- Pricing
- Quote only
- Free option
- None
- Headquarters
- United States
- Key features
- 360 feedback, Performance reviews, Competency library, SMART goals, Visual reports
- Falls short
- No prices or free trial appear on the pages we opened, and the setup time is a vendor claim we could not test.
- Wrong for
- A buyer who needs published prices, a trial or documented security certifications before talking to sales.
Full assessment of ReviewSnap
ReviewSnap targets HR teams that want online reviews running quickly. The vendor claims setup in 48 hours, offers a live demo, and ships a full competency library, which saves time writing questions for a 360.
Employee notes, e-signatures and visual reports cover the basics, and SSO is a listed feature. It is a sensible shortlist item for a small HR group that only needs forms and signatures.
Where it falls short
No prices or free trial appear on the pages we opened, and the setup time is a vendor claim we could not test. The about page redirects to a Mitratech page, so ownership is unclear, and no certifications are stated.
Reporting depth for rater analysis is not documented.
Wrong for
A buyer who needs published prices, a trial or documented security certifications before talking to sales. Teamflect and Small Improvements are more transparent.
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Employee recordsPerformance cycles360 feedback
Why #10: HiBob ranks tenth: 360 feedback is part of its performance module, valuable if the HR system is already Bob and thin if it is not.
- Best for
- Multi-country teams on HiBob
- Pricing
- Quote only
- Free option
- None
- Headquarters
- United Kingdom
- Key features
- Employee records, Performance cycles, 360 feedback, Goals, Time off
- Falls short
- As a standalone 360 purchase it makes little sense, since you would buy a full HR platform.
- Wrong for
- A company with an existing HR system that only wants a 360 tool.
Full assessment of HiBob (Bob)
HiBob belongs on the list for companies already using it as the HR system of record: reviews, goals and feedback read the same org chart as everything else, so no sync project is needed. The company is headquartered in London with offices in several countries, and the platform handles distributed teams well.
Adding the performance module is a smaller change than buying a separate product.
Where it falls short
As a standalone 360 purchase it makes little sense, since you would buy a full HR platform. Prices are not published and depend on headcount and modules.
Its 360 tooling is lighter than in specialist products, and analysis options are limited.
Wrong for
A company with an existing HR system that only wants a 360 tool. A specialist such as Spidergap costs less and ships faster.
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Combined assessment profileAI coachingRole-play practice
Why #11: Cloverleaf ranks last: it combines assessments into one profile and delivers AI coaching, which complements 360 but does not replace it.
- Best for
- Teams adding coaching to 360 results
- Pricing
- Quote only
- Free option
- Free trial
- Headquarters
- United States
- Key features
- Combined assessment profile, AI coaching, Role-play practice, Slack, Teams and email delivery, Skill analytics
- Falls short
- It is not a classic rater survey tool: there is no formal multi-rater workflow on the pages we read.
- Wrong for
- A buyer who needs anonymous rater surveys with published prices.
Full assessment of Cloverleaf
Cloverleaf is for the step after the feedback: it blends 13 or more assessments into one profile per person and sends coaching nudges in Slack, Microsoft Teams and email. A manager can practice a hard conversation with AI role-play before holding it.
Analytics show skill development by department and level. Teams that already run a 360 and struggle to turn reports into action may find it useful as an add-on.
Where it falls short
It is not a classic rater survey tool: there is no formal multi-rater workflow on the pages we read. Prices are not published, and the 45,000 teams figure on the site is the vendor's own claim.
We could not verify a headquarters address or legal name.
Wrong for
A buyer who needs anonymous rater surveys with published prices. Spidergap and Small Improvements are the direct answers to that need.
What the data says about this market
Of the eleven tools we list, four are headquartered in the United States as far as we can verify, one in Germany, one in Australia, two in the United Kingdom, and the rest could not be pinned to a verified address (Spidergap, ReviewSnap and Cloverleaf, where we infer a country from company names or other signals). Seven publish at least an entry price: Small Improvements, Spidergap, PerformYard, 15Five, Betterworks, Engagedly and Teamflect, which also has a free Starter plan for up to 10 users. Four sell by quote only.
The market splits into three kinds of product. Review suites (Small Improvements, PerformYard, Betterworks, 15Five, Engagedly, ReviewSnap, Teamflect) treat 360 as one form type. Dedicated assessment tools (Spidergap) charge per feedback recipient and put the report first.
Broader platforms (Culture Amp, HiBob) and coaching layers (Cloverleaf) add 360 input to something else. Per-seat prices among published tiers run from $3 to $16 per user per month.
AI is now present in most of the suite vendors: Culture Amp lists an AI coach, 15Five a notetaker and coach, Engagedly summaries of 360 feedback, Small Improvements AI insights, and Betterworks conversational intelligence. We treat this as a convenience for managers reading comments, not a reason to rank a product higher. The questions that decide the outcome remain who the raters are, how anonymity is protected and whether anyone acts on the report.
How to choose
1. Decide what the 360 is for before you open a demo
Write down the decision the 360 will feed before you compare any product. A development-only 360 for leaders needs anonymous comments, a good report and a coaching conversation, and a tool such as Spidergap covers that. A 360 that feeds pay or promotion decisions needs calibration, audit trails and legal sign-off, and points toward a review suite like Small Improvements, PerformYard or Betterworks. Mixing the two goals is the most common reason raters stop being honest.
Settle three details with your leadership group: who sees raw comments, how many raters per person (we suggest between six and ten), and how often. Those answers decide whether you need a per-recipient assessment tool or a per-seat review suite, and they narrow this list to three or four candidates within a day.
2. Run a pilot with real raters and a real report
Test each shortlisted product with ten real names and your own question set, not the vendor's sample data. Ask for the exact report the person being assessed will receive, and read it as that person would: is it clear which themes matter, and can you tell who said what? Check how reminders work, because response rates drop quickly without them. Ask what raters see when they are invited, and how long the form takes.
Use free trials where they exist: Spidergap's first assessment is free, and Small Improvements and Teamflect offer trials. For quote-only products, ask for a sandbox.
Time the whole exercise, from invitation to final report, and keep notes on every point where an HR administrator had to intervene by hand. Those notes become your real implementation estimate.
3. Price three years and check the exit
Calculate the total cost for three years, including the count the vendor charges on, and confirm how you leave. For a recipient-priced tool, multiply assessments by recipients. For seat-priced suites, multiply headcount growth by the per-user rate and add minimums, implementation fees and paid add-ons. Compare the result against the value of a quick, free assessment run with a lighter tool.
Then write the exit plan: export format for reports and comments, retention period, deletion process, and who owns the data. Ask whether anonymity survives an export.
If the answers are vague, treat that as a finding. A 360 holds some of the most sensitive things your staff will ever write about their colleagues, and you should know where it goes when the contract ends.
Frequently asked questions
What is the best 360-degree feedback software in 2026?
Small Improvements is our top pick for most companies of 50 to 1,000 people. It combines 360 feedback with reviews, objectives and optional calibration, publishes three prices ($3, $6, $9 per user per month) and offers a 30-day trial. Spidergap is the better choice for leadership programs or coaching engagements, since it focuses on the assessment itself and offers a free first assessment. PerformYard is third for HR teams with unusual review structures.
Teamflect wins only for Microsoft 365 shops.
What is 360-degree feedback software?
It is software that collects structured feedback about one person from several raters and compiles it into a report. Raters usually include the manager, peers and direct reports, and sometimes people outside the company. The software handles questionnaires, invitations, reminders, anonymity rules and reporting. Some products do only that, while others include it inside performance review suites with goals, check-ins and calibration.
How much does 360 feedback software cost?
Published prices run from free to about $16 per user per month, and some vendors charge per recipient instead. Teamflect has a free Starter plan for up to 10 users. Small Improvements costs $3 to $9 per user per month, 15Five $4 to $16, and Betterworks $8 to $9 plus an implementation fee. Spidergap starts at GBP 899 per year for 10 recipients.
Culture Amp, HiBob, ReviewSnap and Cloverleaf use quotes.
Is 360 feedback anonymous?
It can be, but the software only enforces what the administrator configures. Most tools allow anonymous peer and direct report comments, with a minimum number of raters before results are shown. Ask how a product treats comments with fewer raters, whether administrators can see who wrote what, and what happens in an export. Tell raters the answers before they begin, as trust determines honesty.
How many raters should a 360 have?
Six to ten raters per person is a common range, and fewer than four makes anonymity hard to protect. A mix of manager, peers and direct reports gives a balanced picture. More than twelve raters raises the effort of the form without much new information. Spidergap's Starter plan includes 10 feedback recipients, which shows how vendors think about program size.
Should 360 feedback be tied to pay or promotion?
Most practitioners use 360 for development, and tying it to pay changes how raters behave. Colleagues soften comments when they know a score could cut a bonus. If you must link it to decisions, use it as one input with a calibration session, and tell raters in advance. Review suites such as Betterworks and Small Improvements offer calibration; assessment tools usually do not.
Can small companies use 360 feedback software?
Yes, but pick a product whose price and minimums fit your size. Teamflect has a free plan for up to 10 users, and Spidergap's first assessment is free. Small Improvements requires 20 users, and Engagedly has a $7,500 minimum annual spend, which makes both awkward for teams under 25. A per-recipient tool is cheaper if you assess only a few people a year.
Does Teamflect work without Microsoft Teams?
No, the vendor states it needs a Microsoft 365 tenant with Teams. Raters answer inside Teams and Outlook, and departments and reporting lines sync from Microsoft Entra ID. That is a strength for Microsoft shops and a blocker for everyone else. Organizations on Google Workspace should look at Small Improvements, PerformYard or Spidergap, which run as web products.
What should I check about data protection?
Check where data is hosted, who can read raw comments, how long results are kept and how deletion works. Culture Amp says servers run in the US, Europe and Australia, and Teamflect says data stays in Azure in the customer's region. 15Five lists SOC 2 Type II. For others, ask for a security document.
European employers should also check whether a works council must approve a 360 before it starts.
How long does a 360 rollout take?
A first 360 can run within two weeks with a lighter tool, and a full review suite takes longer. PerformYard cites about two weeks on average, and ReviewSnap claims 48 hours, which we could not verify. The calendar mostly depends on choosing competencies, getting leadership agreement and briefing raters. Plan for a pilot group first, then widen.
Which tool suits a leadership development program?
Spidergap is built for it: customizable questionnaires, readable reports and an impact survey on how feedback landed. Cloverleaf can add AI coaching and role-play afterward, which helps people turn a report into behavior. A review suite is the wrong shape if only a few dozen leaders take part, since seat pricing and configuration effort are wasted.