360 assessment software enables organisations to gather feedback from multiple perspectives—managers, peers, direct reports, and self-assessments—creating a complete picture of performance and development needs. Unlike traditional top-down reviews, 360 assessment software surfaces blind spots and validates strengths through diverse viewpoints. Talkpoint's approach generates category scores across competencies, plus AI-generated talking points that help managers have productive development conversations. The result is actionable insight, not just data.
Template questions (preview)
A sample of the questions included in 360-Degree Feedback Scan. Use this template as a starting point, then customise it to your workflow.
Leadership
The individual's ability to set direction, inspire others, and drive results. High scores indicate strong strategic vision and influence; lower scores may reveal gaps in decision-making, delegation, or motivational skills. Compare self-assessment to peer/manager ratings to identify blind spots in leadership self-perception.
- •Sets a clear direction and communicates vision effectively
- •Makes timely decisions, even with incomplete information
- •Empowers others and delegates appropriately
- •Inspires and motivates the team toward goals
Showing 4 of 6 questions in this section.
Communication
Effectiveness in listening, articulating ideas, and ensuring messages are understood. High scores reflect clear, empathetic communication; lower scores suggest issues with clarity, frequency, or active listening. Communication gaps often underpin other performance issues and are highly coachable.
- •Listens actively and shows genuine interest in others' perspectives
- •Communicates ideas clearly and concisely
- •Provides regular, constructive feedback
- •Keeps stakeholders appropriately informed
Showing 4 of 5 questions in this section.
Collaboration
How well the individual works with others, builds relationships, and contributes to team success. High scores indicate a team player who enhances group performance; lower scores may reveal silos, conflict patterns, or reluctance to share credit. Collaboration issues significantly impact team morale.
- •Builds positive working relationships across teams
- •Contributes constructively in group settings
- •Shares credit and celebrates team successes
- •Resolves conflicts constructively
Showing 4 of 5 questions in this section.
Results Orientation
Focus on achieving objectives, meeting deadlines, and delivering quality outcomes. High scores indicate reliable execution and accountability; lower scores suggest prioritisation issues, missed commitments, or quality concerns. This category directly impacts organisational performance and trust.
- •Consistently delivers on commitments
- •Maintains high standards of quality
- •Manages priorities effectively
- •Takes ownership and accountability for outcomes
Showing 4 of 5 questions in this section.
Want the full template? Start a scan and you can edit every question.
How it works
From scan to conversation in three simple steps
Design your 360 scan
Define competencies and behaviours to assess. Organise questions by category—leadership, communication, collaboration, technical skills.
Collect multi-rater feedback
Send to managers, peers, and direct reports. Each rater completes the same scan, providing their perspective confidentially.
Review and discuss
See aggregated scores by category and rater group. Use AI-generated talking points to guide development conversations.
What you get
Everything you need to start better sales conversations
Multi-rater scoring
Compare how managers, peers, and direct reports rate the same competencies. Spot gaps between self-perception and others' views.
Category breakdown
Visual charts show strengths and development areas across leadership, communication, collaboration, and custom competencies.
Development talking points
AI-generated conversation starters for managers, tailored to the specific feedback received.
Branded reports
Export professional PDF reports for individuals or share with HR and leadership.
Aggregated insights
See patterns across teams or the entire organisation. Identify systemic development needs.
Confidential collection
Raters respond privately. Aggregated results protect individual anonymity while surfacing honest feedback.
When to use this
Common scenarios where this approach adds value
Leadership development
Help emerging and established leaders understand how they're perceived across the organisation.
Performance reviews
Supplement manager assessments with peer and direct report perspectives for a fuller picture.
Team effectiveness
Assess collaboration and communication patterns within and between teams.
Succession planning
Identify high-potentials and understand their development needs before promotion.
Example talking points
AI-generated conversation starters based on scan responses
- 1Your peers rate your collaboration highly, but direct reports scored communication lower. Let's discuss how you share information with your team.
- 2There's strong alignment between your self-assessment and manager feedback on technical skills. That's a foundation to build on.
- 3Raters across all groups flagged delegation as a development area. Would you like to explore what's holding you back from delegating more?
- 4Your leadership scores improved significantly from last year's assessment. What changes have you made that contributed to this?