A 360 template gathering feedback from a person's manager, peers and direct reports on the same competencies — communication, collaboration, delivery, judgement, development of others and integrity — so blind spots show up as gaps between how they see themselves and how others do.
Use this template freeUse 360s for development, once a year, separated from performance and pay decisions. Attach them to compensation and the feedback quality collapses within one cycle.
Copy these as they are, or adapt the wording to your organisation — just keep it identical between waves, because changing a question resets its trend line.
Meta
Communication
Delivery
Judgement
Collaboration
Integrity
Developing others
Adaptability
Open
A pulse measures the organisation; a 360 develops an individual. They answer different questions, run on different cadences, and should stay separate — you cannot run a useful 360 monthly, and a pulse tells you nothing about one person's blind spots.
Five to eight, with at least three peers and, where they exist, all direct reports. Fewer than three raters in a category means the results should not be reported for that category at all, because the responses are effectively attributable.
Not directly. Once raters believe their feedback moves someone's compensation, peers become either generous or strategic, and the honest signal disappears. Use 360s to develop people, and let sustained behaviour change show up in performance conversations on its own.
Load it into TruePulse, import your team, and let automatic reminders and anonymity thresholds do the rest. Free — every feature, every seat.
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