360 DEVELOPMENT FEEDBACK

Develop your people—at every level

Most development programs tell employees what they already know. Qualtrics 360 development feedback connects multi-source results to personalized development—so managers and employees can close skill gaps, track improvement, and drive performance to help move the business forward.

Close the gap between feedback and growth

Your people want feedback. Qualtrics connects 360-degree results to development interventions like learning resources and more—at scale.

-7PTS

of frontline workers receive useful feedback vs global avg

+25PTS

higher engagement with increased employee listening

4.6x

more customer-centric when employees are engaged

Develop

Scale development without scaling overhead

Most development programs stall on logistics. Qualtrics automates the operational layer—so your talent teams can build rigorous multi-rater feedback programs that actually scale, without adding headcount or complexity.

• Start faster with out-of-the-box competency templates built for senior leaders, people managers, and individual contributors.
• Automate nominations, evaluation routing, reminders, and reporting—reducing dependency on HR teams at every stage.
• Empower employees a self-service participant portal to request feedback, track responses, and access their own development plans.

Analyze

See what's actually driving performance

Feedback collection is only useful if people know what to do with it. Qualtrics turns 360-degree feedback data into clear, prioritized talent intelligence—surfacing skill gaps, performance patterns, and trends across the organization.

• Generate personalized reports that translate feedback results into specific next steps employees can act on immediately.
• Monitor skill gaps by department, function, and leadership level through an interactive analytics dashboard.
• Identify what makes high performers successful using integrated data from multiple sources.

Prove

Connect people development to business results

Development programs shouldn't live in a reporting silo. Qualtrics links 360 feedback outcomes directly to business KPIs—giving your HR leaders the data-driven evidence needed to demonstrate ROI and make smarter talent investment decisions.

• Track how development plans influence employee performance, engagement, and retention over time with longitudinal studies.
• Convert program insights into operational improvements through automated workflows—no manual follow-up required.
• Build the business case for continued investment with analytics that connect people data to organizational outcomes.

Kroger acts on employee insights at a moment’s notice

“Our listening survey allowed associates to tell us what was working and what wasn’t. It also helped us to gauge the impact world events, such as lockdown orders, testing and more, were having on our associates and facilities.”

Rodney McMullenChairman and CEO

500K

Employees providing regular feedback

30+

Policy and process changes in first 6 months

Increased

impact of belonging efforts

Ready to make employee development a measurable advantage?

See how Qualtrics 360 development feedback helps HR teams build stronger programs, faster—with less administrative lift and more visible impact.

Frequently asked questions

What is 360-degree feedback?
360-degree feedback is a structured employee development method that collects input from multiple sources—managers, peers, and direct reports—giving employees a complete picture of their performance and skill gaps. It moves beyond single-manager review to reflect how someone actually works across the organization.

How does 360 feedback software work?
The platform supports the full feedback collection cycle: nominations, survey distribution, reminders, and report generation. HR teams configure the program once; the system handles the coordination. Employees receive personalized development plans based on their feedback results, and managers gain visibility into team-wide skill trends.

Who should use 360 feedback?
360 feedback programs work across industries and company sizes, but they're especially effective for organizations developing managers, team leads, and employees in roles requiring interpersonal skills, leadership competencies, or cross-functional collaboration. It's also particularly effective at creating a shared performance language across teams—strengthening alignment and collaboration over time.

How does 360 feedback connect to employee development plans?
Qualtrics automatically converts 360-degree feedback results into personalized reports with specific recommended next steps. Those recommendations connect directly to learning resources and training modules—so employees know exactly what to do with the data, not just what the data says.

Can we reduce dependency on HR to run 360 programs?
Yes. The participant portal lets employees initiate their own feedback requests, track review status, and access development plans without HR involvement at every step. This frees talent teams to focus on program strategy rather than program logistics.

How do we measure the impact of 360 feedback programs?
Qualtrics includes longitudinal tracking that measures how development plans correlate with performance metrics over time. You can track continuous improvement across departments, identify high performers, and demonstrate real ROI on talent investments with data-driven reporting.

Does Qualtrics integrate with our existing HR systems?
Yes. Qualtrics 360 Development Feedback is built to integrate with the HRIS and connect to learning resources including LMS courseware, LinkedIn Learning, and other third-party content.

What makes Qualtrics different from other 360 feedback tools?
Most 360 feedback tools stop at feedback collection. Qualtrics connects the full cycle—from multi-source feedback collection through analytics, personalized development planning, and business outcome tracking—in a single platform. And because it sits inside the broader Qualtrics XM ecosystem, HR teams get a connected view across employee experience, not just one program in isolation.