# Which 360 feedback platforms are highest-rated for mid-size tech companies running structured multi-rater feedback cycles 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 at technology companies in the 50 to 500 employee range 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 People Ops and HR teams who run formal multi-rater feedback cycles.</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 mid-size tech company multi-rater cycle evidence:</p><ul>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/leapsome/reviews"><strong>Leapsome</strong></a>: The tech company multi-rater cycle administration evidence is the most specifically documented in the category. </li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/culture-amp/reviews"><strong>Culture Amp</strong></a>: The separation between manager-led review conversations and 360 peer feedback is specifically credited for preventing the conflation of performance rating and developmental feedback that produces politically filtered responses. </li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/lattice/reviews"><strong>Lattice</strong></a>: The integration between 360 feedback outcomes and growth plans gives employees a clear path from receiving feedback to documenting the development actions they will take in response. </li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/betterworks/reviews"><strong>Betterworks</strong></a>: The connection between what an employee was trying to accomplish and the multi-rater feedback they receive about how they worked toward it is credited for producing more specific and actionable peer responses than competency-only feedback frameworks. </li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/15five/reviews"><strong>15Five</strong></a>: Employees who have been giving and receiving informal continuous feedback throughout the year describe the formal 360 cycle as producing more substantive responses because the relationships and performance context are already documented. </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 People Ops and HR professionals at mid-size tech companies who have administered a multi-rater 360 feedback cycle: what was the specific rater selection or anonymity design decision that most affected the honesty and usefulness of the feedback received, and would you make the same decision again in the next cycle?</p>

##### Post Metadata
- Posted at: 12 days ago
- Author title: Marketing Executive
- Net upvotes: 1


## Comments
### Comment 1

&lt;p&gt;Oh honest framing first: the dedicated &quot;360 Feedback Software&quot; category on G2 is populated mostly by survey tools and broader HR suites (QuestionPro, Qualtrics Employee Experience, Keka) rather than purpose-built performance-review platforms, so I&#39;d actually look one category over for the tools mid-size tech companies specifically favor for this. Lattice and 15Five are the names that come up constantly for structured multi-rater performance cycles at growing tech companies, both combine 360 feedback with goal-setting and review cycles in one flow, though I&#39;d note their core G2 category is performance management rather than &quot;360 feedback&quot; specifically. Within the dedicated 360 category, Qualtrics Employee Experience is the most enterprise-capable if you want deep customization. Are you looking for 360 feedback as a standalone process, or as part of a broader performance-management cycle? That decides which category of tool actually fits.&lt;/p&gt;

##### Comment Metadata
- Posted at: 11 days ago





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