What is 360-degree feedback?
360-degree feedback is a process which gives a holistic view of employees, with insights from various sources, including peers, subordinates, supervisors, and even self-assessments. This holistic approach provides a well-rounded view of an individual's strengths and areas for improvement, fostering personal and professional growth. This performance management approach encourages teamwork, professional growth, and open communication between different levels of employees.
Know how 360-degree feedback can help your organization
Why use Mercer | Mettl’s 360View
High completion rates for employees
- Tailored employee communication
- Surveys compatible on multiple devices
- Seamless autosave option
- Single-window communication
- Mobile-friendly and convenient interface
Immersive experience for administrators
- Immersive analytical dashboards
- Pre-built and configurable survey options
- Single-click bulk data upload and download option
- Single-click report generation and distribution
- Configurable automatic reminders
Insights based on the Johari window
- Identify hidden strengths and blind spots
- Recognize areas of potential improvement
- Highlight an individual's areas of excellence
- Pinpoint critical development areas
Highly customizable surveys
- Wide range of custom-built survey templates
- Real-time and automated group reports
- Supported by industrial-organizational psychologists
- Research-backed core competency frameworks
- Available in 16+ languages for global audiences
Insightful 360-degree feedback reports
- Custom-built reports without self-ratings
- Personalized reports with IDPs for employees
- Identify perception gaps in critical competencies among peers, managers, and self
- 24/7 support even after your purchase
Identify, transform and nurture your workforce
Assess potential gaps in skills and personality traits.
Identify potential areas of growth for senior leadership members.
Gain a holistic perspective on employee performance.
Accurately identify and nurture succession strategies.
Keep your employees engaged and productive.
Identify your most valuable employees.
Re-skilling and up-skilling employees
Build a long term, data-backed upskilling and reskilling strategy.
Identify gaps, strengths, and design custom training sessions with 360View
Experience the difference with Mercer | Mettl's 360-degree feedback
- Review survey settings and set end date and time
- Customize, schedule and send emails to all participants seamlessly
- Set multiple reminders and automate the process
- Add new participants at any point of time
- Monitor your survey and key metrics through a unified communications window
- Keep track of completion rates and send timely reminders to participants
- Add, remove, or edit participants in real-time during the survey
- Download individual or group reports with ease
- Dive deep into competency-wise analysis
- Access open-ended feedback to capture candid insights and perspectives
- Get highlights of key insights to quickly grasp the most important takeaways
Sneak peek at our detailed customizable reports
Gain actionable insights
on strengths, areas of improvement, hidden strengths and blind spots
Get detailed
open-ended feedback with in-depth perceptions about the individual
Get a personalized and customized
development plan highlighting strengths, gaps and development activities to be done
Empower your organization with our competency models
Model type
Leading business
Target audience: Business leaders, senior executives
Competencies: 16
Description: Focuses on strategic capabilities for high-level leadership.
Model type
Leading managers
Target audience: Senior managers
Competencies: 16
Description: Emphasizes skills for effective management and strategy execution.
Model type
Leading others
Target audience: Entry managers
Competencies: 16
Description: Develops leadership skills for managing teams and executing strategies.
Model type
Leading self
Target audience: Employees without direct reports
Competencies: 8
Description: Focuses on personal development and self-leadership.
Impeccable data security standards with our online proctoring suite
We are ISO 27001 Certified and ISO9001 Certified
Localized data hosting
Secure data hosting on Amazon Web Services
We follow an annual vulnerability and penetration testing
Ensuring Data Security
Building relationships
![Customer Success Stories with Max Life Insurance for 360View [Client Testimonial]](https://img.youtube.com/vi/jsxkAFL4QXg/hqdefault.jpg)
Customer Delight' summarizes our exceptional experience with Mercer | Mettl. The tool's mobile-friendliness, easy-to-consume reports, clarity with which the survey questions were designed, and the readiness to say 'YES' to customizations make 360View so great!
- Dapinder Singh
Senior Manager HR at Max Life Insurance
![CBL Success Story [Client Testimonial]](https://img.youtube.com/vi/Tkk8WBvTPK4/hqdefault.jpg)
This is the first time we undertook a 360 survey for a bigger group that helped our leaders get a comprehensive overview of their strengths and areas of improvement. The open-ended questions were designed in a way that feedback seekers got insights into things they needed to continue doing, things they needed to change, and what they needed to start that would add value to their development. Merce
...Read more
- Kumudini Welmillage
Director- Corporate HR, CBL Group
![Tata Fiber Success Story [Client Testimonial]](https://img.youtube.com/vi/A7I0R8PVWS0/hqdefault.jpg)
"It is like going to the best doctors, the best in their field, who diagnose your problem and present an accurate medical history. Then, you are more likely to take their future recommendations seriously. We believe Mercer | Mettl's psychometric assessments are like those top-notch doctors you can have in this space, promising the highest validity and reliability. We need to extend these L&D upgra
...Read more
- Amit Rai
Head-HR, Tata Play Fiber
![Arohan Success Story [Client Testimonial]](https://img.youtube.com/vi/HygbwFY0Ekw/hqdefault.jpg)
"Right now, we are undertaking a 9-Box mapping of the entire organization. And over some time, we will call the people who fit in the top 3 boxes for an assessment development center. At that point of time, depending on the number of participants, we would want Mercer | Mettl to conduct the ACDC for us."
- Anirban Majumdar
Head-L&D, Arohan Financial Services Ltd
Customer success stories
Here’s how we helped our customers transform their strategies and build winning teams
About
Tata Play Fiber is a subsidiary of Tata Play Limited, co-owned by The Tata Group, The Walt Disney Company India, and Temasek Holdings. The company is dedicated to empowering customers with the first pan-India Fiber to the Home (FTTH) broadband infrastructure.
Business challenges
- Tata Play Fiber aimed to leverage a scientific tool for potential assessment while identifying gaps in their current learning & development (L&D) design. The goal was to formulate a new strategy and upgrade the employee feedback approach.
Solution
- Customized leadership tests to assess leadership competencies.
- Report generation with insightful data.
Impact
- Shift to holistic assessments with 360-degree feedback.
- Streamlined L&D process.
- 91 professionals underwent leadership assessment.
- E-learning adoption in the company grew from 33% to 73%.
About
Telkom is Indonesia's largest telecommunication and network provider that holds about 50% of the market share and has a workforce of close to 25,000.
Business challenges
- What should be the three-year talent strategy - develop or acquire?
- What percentage of the existing workforce can be reskilled or redeployed?
Solution
- Organization-wide and function-specific competency blueprints
- Workforce clustering to identify candidates for skill assessment
- Setting global benchmarks for all the technical skills
- Analyze results and create the strategic roadmap for reskilling and redeployment of employees
Impact
- Mercer | Mettl tests have been reliable and accurate in predicting job performance. Re-defining organizational talent strategy for the next three years
- Clear identification of skills gap and re-trainable workforce
- Deploying learning programs per the skill gaps identified
About
Arohan Financial Services Limited is a leading non-bank microfinance institution (NBFC-MFI) with operations in India’s economically under-penetrated, low-income states.
Business challenges
- The company sought to enhance its senior management's understanding of strengths and development needs, aiming to establish a foundation for future learning and development initiatives. The organization faced challenges in identifying employee behaviors impacting L&D efforts and required a tool that could analyze key behavioral competencies while revealing blind spots in their approach.
Solution
- Offered customizable feedback options from multiple sources.
- Provided detailed competency mapping and high-quality analytical reports.
- Delivered insights into known and hidden strengths, blind spots, and recommendations for individual development plans (IDPs).
- Ensured a smooth feedback process with a user-friendly interface and ongoing support.
Impact
- Mercer | Mettl tests have been reliable and accurate in predicting job performance. Re-defining organizational talent strategy for the next three years
- Clear identification of skills gap and re-trainable workforce
- Deploying learning programs per the skill gaps identified
Related products and solutions
Frequently asked questions (FAQs)
In global organizations, 360-degree feedback is implemented through a centralized digital platform that allows feedback to be collected consistently across geographies. Here is how it would commonly be deployed:
- A centralized platform sends feedback to relevant stakeholders, including managers, peers, direct reports, and occasionally, internal or external customers.
- Employees receive structured feedback from stakeholders, including, in some cases, internal or external customers.
- The centralized platform sends reminders to stakeholders to submit their feedback in case someone has missed the deadline. This step can vary from organization to organization.
- Responses are collected, aggregated, and analyzed to generate comprehensive reports that highlight strengths, development areas, and behavioral traits.
- The reports usually take into account regional mores and customs.
- The report is shared with the employees through the centralized platform.
This process is designed to ensure confidentiality, standardization, and fairness, while still allowing regional flexibility.
Multinational teams often face challenges related to cultural differences, communication styles, and varied leadership expectations. 360-degree feedback plays a critical role in helping leaders understand how their behaviors are perceived across borders and contexts. Below are some key points that highlight the importance of 360-degree feedback in multinational teams:
- Encourages diverse perspectives by collecting feedback from managers, peers, and direct reports across cultures and locations.
- Improves cross-cultural collaboration by helping employees understand how their behavior impacts colleagues in different regions.
- Supports consistent leadership development by identifying leadership strengths and gaps across global teams.
- Enhances communication and teamwork by highlighting areas that need improvement for coordination in geographically dispersed teams.
- Reduces bias in performance reviews as feedback from multiple sources creates a more balanced and fair evaluation.
- Strengthens employee engagement as employees feel heard and valued when feedback is inclusive.
- Aligns global talent strategies by providing insights to develop talent consistently across multinational organizations.
Yes, 360-degree feedback programs are designed to balance global consistency with local relevance. Organizations can customize competencies, behavioral indicators, local language support (currently our 360-degree feedback supports 16 languages), and rating scales to reflect regional norms and cultural expectations.
The frequency of 360-degree feedback depends on organizational goals and leadership maturity. Many global organizations conduct it annually or once every 18 to 24 months as part of leadership development or talent review cycles. In high-potential programs, transformation initiatives, or executive development journeys, more frequent assessments may be used to track progress and reinforce behavior change over time.
360-degree feedback is widely used as a core component of global leadership development initiatives. It provides leaders with actionable insights into their behaviors and impact, which can be directly linked to coaching, development planning, and learning interventions. When deployed globally, it helps create a shared understanding of leadership expectations, supports succession planning, and enables consistent leadership development across regions while respecting local nuances.
Yes, 360-degree feedback solutions are built to comply with global data privacy and security standards, including GDPR and other regional regulations. This typically includes secure local data hosting, encryption, anonymized reporting, controlled access rights, and explicit consent processes.
Some of the common challenges faced by a global organization when implementing 360-degree are:
- Varying cultural comfort levels with giving feedback
- Language interpretation issues
- Inconsistent participation rates
- Concerns around anonymity or misuse of data
- Time zone differences and change fatigue can also impact adoption
Most of these challenges can be mitigated through clear communication, rater education, culturally sensitive design, leadership sponsorship, and strong governance frameworks.
