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360-degree feedback campaigns help you collect comprehensive, multi-source feedback from managers, peers, and direct reports – providing a balanced perspective on individual performance and behavior.
360-degree feedback campaigns provide a structured way to collect comprehensive feedback from multiple sources about team members, enabling thorough performance evaluations, promotion readiness assessments, and behavioral feedback. Used well, they turn scattered opinions into actionable insights for growth and development.

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Overview

A 360-degree feedback campaign in mpath is a focused cycle of feedback about a specific person from multiple perspectives:
  • You choose who the feedback is about.
  • You choose who should respond (managers, peers, direct reports, stakeholders).
  • You choose what to ask (via templates and questions).
  • mpath handles distribution, collection, and tracking.

Multi-Source Perspective

Collect feedback from managers, peers, and direct reports to get a comprehensive view of performance and behavior.

Structured Process

Use templates and consistent question sets to ensure fair and comparable evaluations across people and time.

Anonymous Options

Enable anonymous responses to encourage honest, candid feedback without fear of repercussions.

Actionable Insights

Turn feedback into development plans, promotion decisions, and targeted growth opportunities.
Common examples:
  • 360-degree feedback ahead of a promotion decision
  • Role transitions (e.g. new manager, new lead)
  • Broader behavioral and collaboration feedback

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Why 360-Degree Feedback Matters

Richer, multi-source perspective
See how someone shows up for their manager, peers, and reports – not just one direction. This provides a more complete picture than single-source feedback.
  • More objective performance decisions
    Calibrations and promotions can be grounded in broad input, not only hallway opinions.
  • Balanced perspective on individual contributions
    Multi-source evaluation from peers, managers, and direct reports provides comprehensive performance and behavior assessment.
  • Reusable, consistent formats
    Templates keep your evaluation criteria consistent across time and people.

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When to Use 360-Degree Feedback

Use for:
  • Assessing readiness for advancement
  • Evaluating leadership capabilities
  • Understanding impact across the organization
You’ll typically invite:
  • Manager(s)
  • Peers and cross-functional partners
  • Direct reports (if applicable)
  • Key stakeholders
Promotion decisions benefit from multi-source feedback because they require understanding how someone performs across different relationships and contexts.
Use for:
  • New manager onboarding
  • Leadership role changes
  • Cross-functional moves
These help assess:
  • How the person is adapting to new responsibilities
  • Areas where support is needed
  • Strengths to leverage in the new role
Use for:
  • Understanding how someone collaborates
  • Assessing communication effectiveness
  • Identifying development opportunities
This type of feedback is especially valuable because collaboration and communication are best observed by those who work directly with the person.

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How to Run a 360-Degree Feedback Campaign

1

Decide the purpose and audience

Before you create anything in the UI, answer:
  • “What decision will this feedback inform?”
  • “Who needs to receive feedback?”
  • “Who should be invited to give it?”
This keeps your campaign focused and respectful of people’s time.
Clear purpose drives better responses
When respondents understand why their feedback matters and how it will be used, they’re more likely to provide thoughtful, detailed responses.
2

Create the campaign

  1. Go to Feedback → Campaigns.
  2. Click New campaign.
  3. Configure:
    • Name – clear and specific (e.g. “Q3 360 – Staff Engineer Candidates”).
    • Target person – who the feedback will be about.
    • Template – choose a pre-built one or customize your own.
    • Date range – open and close dates for responses.
    • Status – start in draft while you review.
3

Select participants

  1. Add feedback providers:
    • Manager(s)
    • Peers and partners
    • Direct reports or other stakeholders as needed
  2. Ensure a balanced mix:
    • Manager(s)
    • Peers and cross-functional partners
    • Direct reports
    • External stakeholders (when relevant)
  3. Decide on anonymity:
    • Fully anonymous for sensitive or broad feedback (recommended for 360s).
    • Identified when you want explicit accountability and follow-up.
Anonymity is typically recommended for 360s
Anonymous responses typically yield more candid and useful feedback. However, consider your organization’s culture and the specific context when making this decision.
4

Launch and monitor

  1. Activate the campaign and (optionally) send invites.
  2. Use the campaign page to:
    • Track who has responded.
    • Send reminders to non-responders.
    • Adjust the end date if you need more time.
5

Review and act on results

Once enough responses are in:
  1. Review summaries and individual answers.
  2. Look for:
    • Consistent themes across respondents.
    • Differences between groups (e.g. peers vs. reports).
    • Concrete examples to use in coaching or decisions.
  3. Turn insights into:
    • Development plans and specific goals.
    • Updates to responsibilities or support.
    • Context for performance reviews and promotion discussions.
Share appropriate parts of the feedback with the recipient and agree on next steps.

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Setting Up Effective Campaigns

When creating or editing a campaign you can set:
  • Campaign name – descriptive title for the feedback cycle.
  • Target person – the individual receiving feedback.
  • Template – pre-defined or custom question sets.
  • Date range – start and end dates for responses.
  • Status – draft, active, completed, or cancelled.
Good defaults:
  • Start in Draft while you confirm participants and questions.
  • Move to Active once you’re ready to send invites.
You control who is invited to respond:
  • Add an invite list of feedback providers.
  • Use roles to ensure a balanced mix:
    • Manager(s)
    • Peers and cross-functional partners
    • Direct reports
    • External stakeholders (when relevant)
  • Decide if responses should be anonymous or identified.
Balanced participant mix
Aim for a mix of perspectives. Too many managers or too many peers can skew the results. A balanced mix provides a more accurate picture.
Templates help you:
  • Reuse consistent question sets across cycles.
  • Mix rating scales with open-ended questions.
  • Tailor questions to:
    • 360-degree feedback
    • Performance reviews
    • Leadership assessments

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Collecting Responses

For each campaign you can:
  • Send initial invite emails with secure links to the form.
  • Send reminder emails to non-responders while the campaign is active.
  • See, for each invitee:
    • When invites and reminders were sent.
    • Whether they have submitted a response.
Tips:
  • Time invites so people have space to respond thoughtfully.
  • Use 1–2 reminders, not continual nudges.
Feedback campaigns support optional email notifications to help increase response rates:
  • Initial Invites: Send invitation emails to all participants when the campaign is created or activated
    • Only available for draft or active campaigns
    • Can only be sent once per campaign
    • Includes campaign details, target person name, and feedback link
  • Reminder Emails: Send follow-up reminders to participants who haven’t responded
    • Only available for active campaigns
    • Automatically filters out participants who have already responded
    • Can be sent multiple times as needed
    • Includes days remaining information when applicable
  • Email Status Tracking: View when emails were sent to each participant
    • See invite sent dates in the invitee list
    • Track reminder history for each participant
    • Monitor email delivery status
To send emails:
  1. Navigate to the campaign detail page
  2. Find the “Email Notifications” section
  3. Click “Send Invites” to send initial invitations (if not already sent)
  4. Click “Send Reminder” to send reminders to non-responders (for active campaigns)
Responders see:
  • A user-friendly, mobile-friendly form.
  • Progress indicators for longer surveys.
  • Clear messaging about whether responses are anonymous.
Encourage:
  • Specific examples instead of vague statements.
  • A balanced view (strengths and growth areas).
As responses come in you can:
  • Track completion in real time.
  • Prevent duplicates (one response per invite).
  • Handle anonymous responses appropriately.

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Analyzing Feedback

Behind the scenes, responses include:
  • Ratings and text answers to each question.
  • Timestamps and metadata.
  • Participant identity (when not anonymous).
  • Campaign and target person context.
Use the campaign detail views to:
  • Look at rating distributions and averages.
  • Review open-ended comments for patterns.
  • Compare themes across respondent groups (e.g. peers vs. reports).
When synthesizing:
  • Focus on recurring themes, not single comments.
  • Separate:
    • Observations about impact and behavior.
    • Suggestions about style or preferences.
  • Capture 3–5 key strengths and 2–3 focus areas.
Look for patterns, not outliers
One negative comment among many positive ones might be an outlier. Focus on themes that appear consistently across multiple respondents.

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Privacy, Security, and Trust

Feedback data is:
  • Stored securely with encryption.
  • Governed by role-based access controls.
  • Tracked via audit trails where required.
Campaigns should be designed in line with your org’s privacy and HR policies.
When you enable anonymity:
  • Individual responses are de-identified in views shared with the recipient.
  • Reports may use aggregated data and minimum response thresholds.
  • You should avoid sharing highly identifying quotes without care.
Anonymous responses encourage honesty
For 360-degree feedback, anonymous responses typically yield more candid and useful feedback. People are more likely to be honest when they don’t fear repercussions.
mpath supports:
  • Data minimization and retention practices.
  • Rights to deletion and access where required (e.g. GDPR contexts).
Always check with your HR/legal partners for org-specific requirements.

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From Responses to Action

After a campaign closes:
  1. Summarize themes for each recipient.
  2. Share the summary in a 1:1 or performance conversation.
  3. Co-create:
    • 1–3 focus areas.
    • Concrete actions and support.
    • Timeframes for revisiting progress.
Close the loop
Sharing feedback themes and intended actions with recipients is critical. Without follow-up, feedback campaigns lose their value.
Feedback results can inform:
  • Performance reviews and calibration.
  • Goal setting and development plans.
  • Succession and promotion decisions.
  • Team-level interventions (training, coaching, process changes).
Use feedback as one input alongside:
  • Outcomes and impact (initiatives, tasks).
  • Your own observations.
  • Synopses and reports.

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Examples & Best Practices

  • Target: Senior Engineer being considered for Staff.
  • Invitees: Manager, tech leads, key peers, direct reports.
  • Questions:
    • Impact on initiatives.
    • Technical leadership and collaboration.
    • Where they should focus next to succeed at Staff.
  • Outcome:
    • Rich, structured input to bring into promotion discussions.
  • Be clear about purpose – tell respondents how their input will be used.
  • Ask for examples, not just ratings – examples make feedback actionable.
  • Close the loop – share themes and intended actions with recipients.
  • Use anonymity – anonymous responses typically yield more honest feedback for 360s.
  • Don’t over-campaign – focus on a few high-value cycles instead of constant surveys.
Quality over quantity
A few well-run campaigns that lead to action are far more valuable than many campaigns that are ignored or forgotten.

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Troubleshooting

  • Re-check:
    • Timing (avoid peak load periods).
    • Length and complexity of the survey.
    • How clearly you communicated why the feedback matters.
Response rates improve with clear communication
When people understand the purpose and importance of the feedback, they’re more likely to participate. Take time to explain why their input matters.
  • Adjust templates to:
    • Ask for examples.
    • Focus on specific situations.
    • Reduce overly generic questions.
  • Be transparent – tell people how feedback will be used and who will see it.
  • Close the loop – share themes and actions with both recipients and, when appropriate, respondents.
  • Use campaigns sparingly but meaningfully – a few well-run campaigns beat constant noise.
Campaign fatigue is real
Too many feedback campaigns can lead to low response rates and poor quality responses. Be selective about when and why you run campaigns.