360-Degree Feedback
Your Leaders Think They Know How They're Perceived. They're Usually Wrong.
360Right® is HSD Metrics' fully outsourced 360-degree feedback program. We manage the entire process, from rater selection through coaching debrief, so your leaders receive the candid, structured feedback they need to grow without the administrative burden falling on HR.
85%
of Fortune 500 companies use 360 feedback
3x
higher behavior change with third-party feedback
67%
of managers have blind spots staff rate as barriers
The Problem
360 Feedback Done Poorly Does More Damage Than Good
DIY 360 surveys create rater confusion, inconsistent administration, and feedback reports that land without context or support. Leaders receive data they don't know how to interpret. Direct reports share feedback they're afraid will be traced back to them. And HR spends weeks coordinating a process that never produces the behavior change it was designed for.
The Difference
360Right® vs. Running It Internally
| Without 360Right® | With 360Right® |
|---|---|
| Raters are unsure what they're being asked or why | ✓Clear rater briefings and anonymous participation protocols that increase candor |
| Feedback reports are data dumps with no interpretation | ✓Narrative reports with theme identification, strengths, and prioritized development areas |
| Leaders receive feedback with no coaching support | ✓Expert debrief sessions ensure leaders understand and commit to development actions |
| HR manages all coordination, reminders, and report delivery | ✓Fully managed end-to-end, minimal administrative lift on HR |
| Raters fear retaliation and withhold honest ratings | ✓Third-party administration increases honesty and psychological safety |
| No follow-through mechanism after the report is delivered | ✓Optional development planning and 90-day follow-up pulse to measure progress |
The Process
From Setup to Behavior Change. Fully Managed.
1
Program Design
We configure your competency model, custom questions, and rater categories. Instrument design is complete in as little as 3 weeks of kickoff.
2
Rater Selection and Briefing
Participants select raters. HSD Metrics contacts and briefs all raters, explaining the process, expectations, and confidentiality protections.
3
Survey Administration
We manage all survey delivery, reminders, and completion tracking. Typical completion rates exceed 85% with our managed approach.
4
Report Generation
Quantitative ratings and qualitative comments are synthesized into narrative reports with theme identification and development priorities.
5
Coaching Debrief
An HSD Metrics coach or your internal facilitator delivers results in a structured session that converts data into a concrete development plan.
Features
Everything a Full-Service 360 Program Requires.
Competency-Based Framework
Built around your leadership competency model or one of our validated frameworks.
Rater Confidentiality
Third-party administration removes organizational bias and increases honest ratings.
Narrative Feedback Reports
More than a score dump, reports identify themes, strengths, and development priorities in plain language.
Professional Debrief Coaching
HSD coaches deliver results in a structured session that moves leaders from data to action.
Custom Competency Design
We build or adapt competency frameworks to fit your culture, values, and leadership expectations.
Longitudinal Tracking
Repeat 360 cycles measure behavior change and document leadership growth over time.
Multilingual Delivery
Surveys conducted in 12+ languages for global leadership populations.
Group and Cohort Reports
Aggregated cohort reporting for leadership development programs, high-potential groups, and succession planning.
Fast Deployment
Fully operational within 2 weeks of contract signing for most configurations.
HRIS Integration
Connects with major HRIS platforms for roster management and reporting alignment.
Development Action Planning
Structured templates and facilitator guides to translate feedback into 90-day commitments.
90-Day Progress Pulse
Optional mini-survey re-engages raters to measure whether behavior change has occurred.
"
Our previous 360 program was built on a software platform that gave us data but no guidance. With 360Right®, every leader had a coached debrief and a development plan on day one. The quality of the conversations we had afterward was completely different.
SVP of Talent Management, National Financial Services Firm
FAQ
Common Questions About 360Right®
A 360-degree feedback survey collects performance and behavior assessments from multiple rater perspectives, typically including the participant's direct manager, peers, and direct reports. The goal is to surface a multi-dimensional picture of a leader's behavior that self-assessment alone cannot provide. When managed properly, 360 data is among the most reliable inputs for leadership development.
Third-party administration removes rater concern about retaliation or identification. Research consistently shows that raters are more candid when they trust that their responses are processed by an external provider rather than an internal HR system. The result is higher-quality, more honest data that produces meaningful development conversations.
360Right® can be configured around your existing leadership competency framework, your values, or a custom competency model we develop with you. We also offer validated standard frameworks for organizations that do not have an established competency model in place.
Quantitative scores from rater groups with fewer than 3 respondents are combined with other rater groups as needed. Qualitative comments are included but not identified by rater group. Raters are informed of these protections before they begin.
HSD Metrics offers two debrief options: a facilitated debrief conducted by a certified HSD coach, or a structured guide and training provided to your internal coaches or HR business partners. Most organizations choose the HSD-facilitated option for their first cycle.
We strongly recommend against using 360 data for formal performance evaluation or compensation decisions. Research shows this significantly reduces rater candor and undermines the developmental value of the program. 360Right® is designed exclusively as a development tool.
Most 360Right® configurations are fully deployed in as little as 3 weeks of contract signing. That includes competency instrument design, rater communication templates, portal configuration, and facilitator preparation.
Best practice is 8 to 12 raters per participant, distributed across the manager, peer, and direct report categories. We guide participants through the rater selection process to ensure a balanced, credible rater pool.
Yes. While 360Right® is most commonly used for people managers, it can be adapted for high-potential individual contributors, executive teams, project leads, and cross-functional roles. The competency framework and rater categories are adjusted to fit the role type.
Yes, can provide a roll-up dashboard for clients conducting a large number of 360 assessments.
Schedule a free 30-minute consultation with an HSD Metrics advisor. We will walk you through a sample report, discuss your leadership development goals, and recommend a configuration based on your population size and internal capabilities.