What software should I use to run structured performance reviews and 360-degree feedback?

You should use a **performance management platform that has 360 built in**, rather than a generic survey tool, so your reviews, goals, and feedback all live in one place and can be automated.

Below are strong options in three categories, plus how to choose between them.

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## 1. All‑in‑one performance management + 360 feedback

These are best if you want **structured performance reviews, goal tracking, and 360s in one system**.

- **PerformYard**

- Built specifically for **performance reviews plus 360‑degree feedback**, with annual reviews, quarterly check‑ins, 1:1s, and goal tracking in the same platform.[2]

- 360 feedback is *not* a standalone survey; peer and upward feedback appear right inside the review forms your managers complete, so they don’t have to switch tools.[2]

- Supports **upward feedback**, **anonymous responses**, customizable workflows, and ongoing real‑time feedback.[2]

- Good fit if you want a structured, HR‑owned process and a relatively simple UI.

- **Trakstar**

- Cloud‑based **performance management system** with integrated 360‑degree reviews.[1]

- Offers **flexible performance review templates**, individualized goal modules, and automated schedules and notifications.[1]

- Designed for continuous feedback and **formal appraisals**, so managers can recognize high performers and identify development needs.[1]

- Good if you want formalized annual/biannual reviews with 360 built in.

- **Primalogik** (via article about its platform)[7]

- Performance management software where **performance reviews and 360‑degree feedback can be run independently**.[7]

- Useful if you sometimes want full 360s and sometimes only a manager review, within one system.

**When to choose this category:**

- You run **formal performance cycles** (annual, mid‑year, quarterly).

- You care about **goals, check‑ins, and reporting**, not just collecting survey responses.

- You want HR to configure workflows and reminders once and reuse them.

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## 2. Dedicated 360‑degree feedback platforms

Best if your **primary need is robust multi‑rater assessments** (leadership programs, high‑potentials, or complex multi‑rater projects).

- **Explorance (Blue 360‑degree feedback)**

- Designed for **multi‑rater assessments** across individuals, teams, and the whole organization.[3]

- Strong on **system integrations** (HRIS, LMS, CRM) to import people data and automate delivery based on triggers like annual review or promotion events.[3]

- Focuses on holistic skill and capability assessments with feedback from managers, peers, direct reports, and others (clients, vendors, senior leaders).[3]

- Good if you have **complex org structures** and want research‑backed 360 assessments at scale.

- **Specialized 360 tools (round‑up examples)**

- Reviews of top 360 tools highlight options like **Psyft** and others for rich multi‑rater reporting, rater calibration, and development‑focused outputs.[5][8]

- Typically stronger on **survey design, reporting, and coaching‑oriented reports**, but may offer lighter performance‑review functionality.

**When to choose this category:**

- You run **leadership 360s or development programs** more than standard HR review cycles.

- You need **complex rater group structures**, advanced reports, or heavy integration with HRIS/LMS.

- Performance ratings and compensation decisions may still be handled in a different system.

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## 3. General survey tools used for 360s (lighter option)

These are ok for **small teams or pilots**, but you’ll lack deeper performance‑management features.

- **SurveyMonkey (360 templates)**

- Offers **360‑degree feedback survey templates** and best‑practice guidance for question design and process.[6]

- Good to **prototype** a 360 process or run a one‑off feedback round.

- You will manually handle participants, reminders, and linking results to performance reviews.

- Other survey platforms mentioned in round‑ups (e.g., basic 360 features in engagement tools) can work similarly for small, low‑stakes use cases.[4][5][8]

**When to choose this category:**

- You have **<50 people** or are testing whether 360s make sense before investing in a full system.

- You’re comfortable with more **manual work** and less integration with goals and reviews.

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## How to choose (practical decision guide)

Use this quick rule of thumb:

- If you want **structured performance reviews + 360 + goals + check‑ins** in one place:

- Start with **PerformYard**, **Trakstar**, or **Primalogik**.[1][2][7]

- If you need **enterprise‑grade multi‑rater assessments** (leadership programs, complex org):

- Look at **Explorance Blue** or other dedicated 360 tools from the “best of” lists.[3][5][8]

- If you’re **just starting** or need a low‑cost pilot:

- Use **SurveyMonkey 360 templates** or similar survey tools, then graduate to a performance platform once your process stabilizes.[6]

If you share your company size, budget range, and whether you already have an HRIS, I can narrow this to 2–3 specific recommendations and suggest an implementation approach.