Guide to Managing the 360 Review Process as a Coach

An overview of the 360 survey process as a coach

Jared Ellis avatar
Written by Jared Ellis
Updated over a week ago

What can I learn from this page?

An overview of the 360 survey process as a coach

Who is this page for?


Note: Below is a technical guide to managing the 360 process as a coach, if you are looking for a guide on actually coaching an individual through feedback, click here.

The Stages of a 360 Review Process

A 360 review process you are coaching will move through several stages from creation through to completion:

  1. Notification you're a coach

  2. Check employee nominations

  3. Provide feedback (if requested)

  4. Share with the employee

  5. Coach employee to review and take action

  6. Complete

1. Notification You're a Coach

You’ll be notified via Slack or email when you’ve been added as coach for an employee's 360. When you sign in to Culture Amp you will see the 360 as a Waiting task on the Dashboard.


2. Check Reviewers

Click to expand and show all of the steps:


You can click Send Reminders to nudge the employee to complete their nomination

After the employee has nominated reviewers, the 360 is ready for launch by the survey administrator (or the employee themselves, if the survey is Employee Driven).

3. Provide Feedback (if requested)

After launch you may have been nominated as a reviewer by other employees, including any people you are coaching.

If so, the coached 360 will be in your open tasks until you Give Feedback.


Need help? Have a look at our tips for providing feedback.

Feedback you have given to others will move to the Archived Tasks. After you have given feedback to someone you are coaching, you can find their 360 in Waiting while it waits for all other other requested feedback reviews.


4. Share with Employee

When all the reviewers have submitted their feedback or the due date has passed you will be notified that the 360 is ready to be shared.


You can preview the employee's feedback report, and when you are satisfied that enough feedback has been given Share the feedback with them.


This will close the 360 to responses for any un-submitted feedback and make the results report available to the employee.

5. Coach Employee to Review and Take Action

After the feedback has been shared, you have until the completion date to work with the employee to review their feedback and record focus areas and actions in Action Plan page. Go through the report together and ask the employee to highlight the areas that stand out to them (by clicking on the flag).

Once done, click on Take Action button. On the Action Plan page, you'll see all the areas they highlighted. Now is a good time to reflect on these together and encourage the employee to narrow it down to one or two areas they'd like to focus and work on. If you would like, you can click also add an additional action via Add Another Action:

You'll see a list of inspirations for action after choosing to Add Another Action, ask the employee to select those that resonate with them. When they click Next, they'll get a chance to edit it if needed. They can also create their own action if they wish.



6. Complete

When you and the employee are happy with the action plan you can Complete the process. This will close the feedback review actions from further editing and complete the 360:

You will still be able to find the completed 360 any time via Go To Archived Tasks, and the report itself is always accessible via Reports.


What other actions can I take as a coach?

As a coach, you will also be able to help individuals edit their list of reviewers as well as trigger nomination and survey reminders for the processes you're coaching on.

Why do I see multiple tasks for the same 360 on my homepage?

If you have also been added as a reviewer on the 360 process you're coaching, will initially see 2x tasks on your Tasks list: 1 x standalone task to submit your feedback as a reviewer for the 360, and 1 x combined tasks list for the coach tasks for the 360, see example below:

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