360 Reviews
Manager, peer, employee, HR and stakeholder input with configurable weighting and calibration — a complete picture of performance, not one person’s opinion.
What you get
Five perspectives
Manager, peer, self, HR and stakeholder input combine into one structured review — each with its own configurable weight.
Configurable weighting
Decide how much each perspective counts for each role. Sales stakeholder feedback can weigh differently than peer input for engineers.
Calibration support
Compare scoring patterns across reviewers and teams to catch harsh or lenient raters before scores are final.
Anonymous where it should be
Configure anonymity per input type so peers can be candid while accountability is preserved where it matters.
A complete picture, without the noise
A single manager’s view of performance is one data point. 360 Reviews structures input from managers, peers, direct reports, HR and stakeholders into one review — each perspective weighted the way your organization decides it should count. The result is a rounded picture that surfaces both blind spots and unsung work.
Collecting more opinions only helps if they are comparable. Calibration views show how each reviewer scores relative to their own history and their team, so a consistently harsh rater does not quietly cost someone a promotion, and a lenient one does not mask a real problem.
Anonymity is configurable per input type: peers can be candid where candour matters, while manager and HR input stays attributable for accountability.
One connected platform
Works with the rest of MeritFlo
Every module reads from and writes to the same employee record — connect them in any order.
Frequently asked questions
Yes — anonymity is configurable per input type. Most organizations keep peer input anonymous and manager/HR input attributable, but the choice is yours.
See 360 Reviews in a live demo
A 30-minute walkthrough using your own process as the example.
Pricing that scales from 50 to 5,000 employees.