Conducting 360 Degree Feedback Surveys on FluidSurveys

Hey survey gurus! Over the past few months the 360 Degree Feedback Survey has gained a lot of popularity in the online surveying world. Recently, FluidSurveys has been receiving a lot of inquiries from its users on how to effectively implement 360 Degree Feedback Surveys with our software. We thought that this week’s blog would be a great opportunity to discuss what 360 Degree Feedback is and explain how to use the technique with your FluidSurveys account.

What is 360 Degree Feedback?

360 degree feedback

360 Degree Feedback is not a new concept. It was invented many years ago as a form of performance review for employees. 360 Degree Feedback differs from your normal performance reviews because it does not just gather information on an employee from his/her supervisor. Instead, people at all levels of the employees’ work environment are asked to evaluate the subject’s performance.

Studies have shown that this type of performance review is more beneficial than one provided by only a supervisor or manager because it helps the person being evaluated gain several perspectives on their performance in the workplace. Using 360 Degree Feedback Surveys can provide employees with information on how they are viewed by their peers, supervisors, and any other group they work with. This input will allow employees to take action to improve on their weaknesses and better utilize their strengths.

The reason 360 Degree Feedback has not been used as much in the past was due to the complexity of setting up these surveys in a workplace with large numbers of employees. It becomes cumbersome and difficult to oversee the multitude of surveys involved in a true 360 Degree Feedback initiative. These studies require each employee to have a separate set of surveys filled out by their co-workers and analyzed individually. Further to this, the questions in each survey will probably differ based on the position of the respondent in the employee’s workplace! However, with the use of FluidSurveys’ collector feature, it is possible to implement 360 Degree Feedback Surveys effectively and with relative ease.

How to Set Up a 360 Degree Feedback Survey on Your Account

Setting up your 360 Degree Feedback survey on FluidSurveys is the exact same process as making a normal performance evaluation survey with the added use of collectors and piping. Collectors allow you to separate the data you gather for the same survey into different folders. This is extremely useful because you can create a different collector for each member of your workplace who needs a 360 Degree Feedback review. By setting up a collector for each member, every survey would be the same but each collector of data could be analyzed separately!

If you are unsure of how to set up your collector variables check out this former blog explaining the process in more detail “Per-Collector Variables.” Basically, once your survey is created use the ‘Edit Schema’ and ‘Add Collector’ buttons to create your collectors. Found in the ‘Collectors’ section, these buttons can be located on the survey selection page:

360 Degree 1

To set up your collectors, click ‘Edit Schema’ and press ‘Add Variable.’ A field will appear requiring you to provide a variable name; this will be the name that you will be using for piping in your survey. As you can see in the following picture, my variable name is ‘employee.’ Fill in the name of your choice and click ‘Save Collector Schema.’

360 Degree 2

Now click on ‘Add Collector.’ This will bring up a dialogue that asks for two items of information. One entitled ‘Collector Name’ and the other entitled the name you gave for you collector schema. In both fields you should place the name of a person being reviewed, like so:

360 Degree 3

Continue this process until all the members of the study are added. After adding each employee’s collector your screen should look something like this:

360 Degree 4

Now that your collectors are properly set, it is just a matter of using piping in order to have the correct name automatically generated in each survey. Do this by using the expression

{{ collector._____ }},

where _____ is the name of your collector schema. You can also do this through piping wizard, through dragging ‘Collector Variable.’ For a in depth look at piping click here! In my 360 Degree Feedback survey, a question with piping looks like this:

360 Degree 5

Now that you are finished designing your survey and inputting the correct list of collectors, you can now launch your surveys. Remember that you must send out a separate survey to your respondents from each different collector. So if your sample group was five people in size you would have five live surveys waiting for five responses each.

TIP: You can always use branching to allow employers and peers to answer different questions. Say you wanted only the supervisor to answer questions on how well each employee follows directions. Set up branching on an identification question, like the one above, so that the ‘supervisor only’ questions are skipped unless the respondent selects ‘supervisor’ as his/her position.

Try it Yourself!

So now that you know how to do a 360 Degree Feedback survey on your FluidSurveys account, go ahead and create your own at the workplace today. Don’t have an account yet? No problem, create one by clicking here!

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  • Julia Shanon says:

    Hi Rick, what is the main advantage of having this 360 feedback surveys.

    Please Let Me Know,

    • Rick Penwarden says:

      Hi Julia,

      The main advantage to a 360 Degree Feedback survey is that the subject of the survey receives input from all levels of his/her workplace. Not only are employees gaining a performance evaluation from their supervisor, but are also provided with valuable information from the their peers. This has been shown to provide more accurate reviews and give the subject of the study a better understanding of their strengths and weaknesses.



  • Owen says:

    Rick, thank for Your post. I would like to try it again. It’s a pity that 360 Degree Feedback Survey didn’t work in past.