# What's the most trusted 360 feedback software for HR managers and People Ops teams based on user reviews?

<p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">Looking for input from G2 reviewers who are HR managers, People Ops leads, and talent development professionals in the <a class="a a--md" elv="true" href="https://www.g2.com/categories/360-feedback-software">360 Feedback Software category</a>, specifically from those who administer 360 feedback cycles as part of their broader performance management responsibility.</p><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">The platforms with the strongest HR and People Ops professional trust evidence:</p><ul>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/leapsome/reviews"><strong>Leapsome</strong></a>: The consolidation of performance reviews, 360 feedback, OKRs, goals, and engagement surveys in a single platform is the HR manager trust foundation that enables People Ops teams to manage the full performance cycle without maintaining separate tools for each function. </li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/culture-amp/reviews"><strong>Culture Amp</strong></a>: The benchmark data across Culture Amp's customer network gives HR managers the context to understand whether feedback patterns at their organisation are typical or indicate specific development needs relative to industry peers. </li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/lattice/reviews"><strong>Lattice</strong></a>: The ability to configure 360 feedback cycles with custom competency frameworks, anonymity settings, and multi-rater selection rules is credited for giving HR managers the cycle administration control they need to match the feedback programme to the organisation's specific performance philosophy. </li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/15five/reviews"><strong>15Five</strong></a>: The manager effectiveness reporting that surfaces which managers are consistently providing development feedback and which are not is specifically credited by HR managers for making the quality of management-level development conversations measurable and actionable. </li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/trakstar/reviews"><strong>Trakstar</strong></a>: The 360 feedback cycle administration platform with appraisal management for SMB and mid-market HR teams is described as the professional trust model for HR managers whose primary requirement is structured annual or semi-annual 360 cycles with multi-rater selection, anonymity controls, and reporting that rolls up to department and organisation-level summaries for leadership. </li>
</ul><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">For HR managers and People Ops professionals who have administered 360 feedback cycles for more than two years: what was the specific feedback quality problem, whether low participation, superficial responses, or unhelpful anonymity design, that most prompted you to evaluate a different platform or redesign the cycle structure?</p>

##### Post Metadata
- Posted at: 5 days ago
- Author title: Marketing Executive
- Net upvotes: 1


## Comments
### Comment 1

&lt;p&gt;The quality problem I’d watch most closely is superficial feedback, because software can raise participation without making responses more useful. I’d look at whether the platform helps raters give specific, behavior-based feedback and whether HR can spot patterns like rushed responses or rating inflation before those results reach employees.&lt;/p&gt;

##### Comment Metadata
- Posted at: 5 days ago
- Author title: Writer





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