How Our 360 Degree Feedback Works
We manage every stage of your 360-degree feedback programme, using one of our proven leadership models or a bespoke 360 framework designed for your organisation. We also take care of participant communications, confidential feedback reports, and practical development planning.
Participants complete their assessment through our secure online portal, receive a confidential feedback report and benefit from expert coaching to turn feedback into practical action.
360 Feedback Solutions for Every Organisation
360 Feedback for Every Management Level
Comprehensive 360s for Team Leaders, Middle / Senior Managers, Change Leaders, Board Members.
360 Feedback for Law Firms & LLPs
Designed with law firm and LLP partners, our 360 tools support the development of partners and senior associates.
360 Feedback for Higher Education
360-degree feedback for universities to support academic leaders, professional services managers and senior leaders.
Bespoke 360 Feedback Programmes
We can tailor the competencies, questions and reports to reflect your organisation's leadership framework.
Human-Facilitated 360 Feedback
Unlike software-only 360 feedback platforms, every participant receives two confidential one-to-one coaching sessions with an experienced consultant—a 90-minute feedback session followed by a 60-minute development planning session. The result is a practical plan for immediate action and long-term leadership development.
Development-Focused 360 Feedback
Protostar’s 360 feedback process is designed for development—not for appraisal or pay decisions.
This creates a safe environment for honest feedback, helping managers understand their strengths and identify opportunities for development.
Each participant receives a detailed feedback report with ratings and comments, followed by two confidential coaching sessions to interpret the feedback and create a practical development plan.
Beyond the Feedback Report
Our support doesn’t end with the feedback report. We also offer ongoing executive coaching for individuals who want to continue developing their leadership skills.
Team and organisational reports help HR leaders identify common development needs, shape leadership programmes and measure progress over time.
Ready to Discuss Your 360 Feedback Requirements?
Speak to one of our consultants to discuss your objectives, see sample reports and explore the right 360 feedback approach for your organisation.
360 Feedback Models by Management Level
Who is it for?
Designed for first-line managers responsible for leading frontline teams and managing day-to-day operations.
How it works
Each participant receives confidential 360-degree feedback, a detailed report and two coaching sessions to identify strengths and development priorities.
Management behaviours
This 360 feedback model measures 75 management behaviours across the competency areas shown opposite.
Development outcome
With support from their coach, each participant creates a practical development plan. Where appropriate, it can be shared with their manager to support ongoing coaching and development discussions.
Who is it for?
Designed for middle and senior managers with both operational and strategic responsibilities, often managing teams and other managers.
How it works
Each participant receives a confidential 360-degree feedback report, helping them understand their leadership strengths and development priorities.
Leadership behaviours
This model measures 75 leadership behaviours across the competency areas shown opposite.
Development outcome
Working with their coach, each participant creates a personalised action plan focused on the changes that will have the greatest impact.
Who is it for?
Designed for board members, trustees and non-executive directors responsible for governance, strategic oversight and organisational performance.
How it works
Board members receive confidential feedback from fellow board members and key stakeholders, providing a clear picture of how their leadership is perceived.
Leadership behaviours
This board-level 360 feedback tool measures 60 leadership behaviours across 10 competency areas.
Development outcome
Working with their coach, each board member creates a practical development plan. Where appropriate, it can be shared with the Chair to support ongoing development and improve board effectiveness.
Protostar's 360 Service is Trusted by Organisations Across Multiple Sectors
Michael at protostar has provided a great service. Getting us set up with a new bespoke 360 feedback tool and providing some excellent coaching for our staff.
Andy Self
Michael from Protostar has been very supportive in my 360-degree feedback, explaining how to interpret the results and working with me on identified areas of improvement. Moreover, he quickly adapted ... Read more
Ana-Maria Costea
Michael from Protostar has been very supportive in my 360-degree feedback, explaining how to interpret the results and working with me on identified areas of improvement. Moreover, he quickly adapted ... Read more
Ana Maria
I have worked with the Protostar team for over 15 years on and off and view Micheal as my coach, mentor and friend. The variation of work we have completed together has helped us build a mutual under... Read more
Carl Robb
Michael at Protostar is a fantastic supplier of 360-degree feedback for our organisation, the University of Edinburgh. We have received a 5 star quality service and experience throughout our time work... Read more
Joanna O’Donnell
We worked with Michael at Protostar for the first time earlier this year. I found Michael's guidance knowledge, expertise, flexibility invaluable when running our survey. Michael was credible and pr... Read more
Alison Henderson
We've now worked with Protostar 2-years in a row and are very impressed with the level of service and support provided by Michael and the team. Nothing is ever too much trouble. Friendly yet extremely... Read more
Caroline Hope
We engaged with Protostar to conduct a comprehensive Staff survey within our organisation, and the experience has been nothing short of exceptional. From the initial consultation to the final report, ... Read more
Sonia Treacy
We have been really pleased with the service and advice that we have received from Michael from Protostar. Our surveys have hit the button in terms of the kinds of data that we need in order to help u... Read more
Mark Moorton
Frequently Asked Questions
Can’t find the answer you’re looking for?
Schedule a call with a member of our team. We can send you sample reports and talk you through them. You will also find many of the most common questions covered in our Insights Blog.
Yes. Unless agreed otherwise (which is rare), individual 360-degree feedback reports and coaching sessions remain confidential. Participants receive their own detailed feedback report, while the agreed development plan is typically shared with their manager rather than the full report. If a different approach is required, this will always be explained to participants before the process begins.
Yes. We can provide sample emails, explainer videos, briefing sessions and other internal communications to help explain the 360-degree feedback service, answer common questions and encourage high participation. We can also provide communications for both participants and their feedback providers, helping everyone understand the purpose of the process and what is expected of them.
Yes. We regularly deliver 360-degree feedback programmes for organisations of all sizes, from small leadership teams to organisation-wide rollouts. We manage the administration, reporting and coaching, making the process straightforward for HR teams. Our online progress tracker also allows HR teams to monitor the programme throughout its delivery.
Yes. We can tailor the questionnaire, leadership behaviours, reporting and communications to reflect your organisation’s competencies, values and leadership framework. While many organisations use one of our proven leadership models, others ask us to tailor elements of the service to meet their specific requirements.
Durham and Edinburgh universities are recent clients who requested bespoke online 360-degree feedback tools.
The timescale depends on the number of participants and whether you choose one of our standard leadership models or a tailored questionnaire. We’ll agree a realistic project plan and manage every stage of the 360-degree feedback service, from questionnaire setup through to reporting and coaching. Typically, participants receive their confidential feedback report and attend their first coaching session within 5–6 weeks of launch.
It depends on the participant’s role and reporting structure, but we typically recommend including their manager, at least three colleagues who work closely with them and a minimum of two direct reports where applicable. Ideally, participants receive feedback from a balanced group of 8–12 reviewers, which may also include project team members, internal clients or other colleagues who regularly work with them.
Yes. We regularly deliver 360-degree feedback programmes for organisations operating across multiple countries, managing the process centrally while supporting participants in different locations. Our standard 360-degree feedback models are available in English, and we can also provide multilingual versions tailored to your organisation’s requirements.
This varies depending on the 360-degree feedback model used and the number of managers in your organisation who will go through the process each year. Prices start at £335+VAT and include the report, all communications, and two coaching sessions.
Only the Participant and the Participant’s manager have their ratings and comments separated. Otherwise, ratings are averaged and comments are collated for each group of feedback providers; for instance, for direct reports, the average rating and the spread of responses will be shown, and the comments will be collated. No names will be attributed to any feedback.
Protostar’s 360-degree feedback reports are for development purposes rather than performance appraisal. While you can always ask for feedback as part of the appraisal process, that should be separate from our confidential development-focused 360-degree feedback service for managers
While 360-degree feedback and the associated coaching will benefit all managers, when prioritising who to put through the 360 feedback process, it is recommended to start with.
- Managers with the largest number of direct reports
- Managers new to their position
- Managers with the greatest potential
- Managers whose behaviours need to improve
- Managers moving from an operational role to a more strategic one
Latest Insights
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