---
title: Understand 360 feedback key concepts
description: Understand the key terms, roles, and concepts used in the 360 feedback process.
---

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2. [360 Feedback (Indigo)](https://help.engagedly.com/360-feedback-indigo?hsLang=en)
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# Understand 360 feedback key concepts

Understand the key terms, roles, and concepts used in the 360 feedback process. These definitions help admins, managers, employees, and respondents better understand how 360 feedback works in Engagedly.

### **Core concepts**

**360 feedback:** A multi-rater feedback process where employees receive feedback from multiple sources, such as managers, peers, direct reports, and self-assessments.

**360 feedback period:** The specific timeframe (such as the last quarter or last year) that respondent feedback should be based on. It is configured separately from the cycle's start and end dates and tells respondents what period to consider when rating the reviewee.

**Reviewee:** The employee receiving feedback in the 360 feedback cycle.

**Respondent or reviewer:** A person who provides feedback for a reviewee.

**Self review:** Feedback from the reviewee about their own self-evaluation.

**Manager review:** Feedback from the reviewee’s reporting manager.

**Peer review:** Feedback from colleagues working closely with the reviewee.

**Direct report review:** Feedback from employees who report to the reviewee.

### **Feedback configuration terms**

**Nomination:** The process of selecting respondents who provide feedback for a reviewee.

**Custom relationship:** A custom relationship is a label you define beyond Self, Manager, Peer, and Direct report. Respondents select this label when they submit feedback. Use it to categorize relationships that do not fit the standard groups, such as skip-level manager or cross-functional collaborator.

**External respondent nominations:** External respondent nominations allow people outside your organization, such as clients or vendors, to join a 360 cycle as respondents. These respondents submit feedback the same way internal respondents do.

**Rater groups:** Groups of respondents categorized by relationship type, such as self, manager, peer, or direct report.

**Anonymity:** A configuration that hides respondent identities in feedback reports.

**Visibility threshold:** The minimum number of respondents required before feedback appears in reports.

**Template:** A questionnaire or review form assigned to participants.

**Rating scale:** The scoring scale used to evaluate responses in the review form.

### **Cycle management terms**

**Cycle launch:** The action of starting a 360 feedback cycle for participants.

**Lock feedback:** A setting that prevents respondents from submitting or editing feedback. By default, feedback locks automatically one day after the cycle's end date.

**Unlock feedback:** A setting that allows respondents to edit or submit feedback again after it has been locked. Admins must manually unlock feedback for specific participants to extend access beyond the automatic lock.

**Report sharing:** The process of releasing finalized feedback reports to employees or managers.

**Archived status:** A status indicating that no further action is possible for the review cycle.

**Revoke review:** Admins can revoke the employees’ review, allowing them to edit and resubmit it again.

**Overall status:** The available overall statuses in the review process are:

- **Not started:** The reviewee or reviewer have not started the review.

- **Ongoing:**

- The reviewee started self-review but has not submitted.
- The reviewee has submitted self-review, but the respondent's review is pending.
- **Completed:** The employee, manager, skip level reviewer (if involved), and respondents complete their review. If participants want to modify their submissions, they can request the HR/admins to revoke their review. The status then changes from *Completed* to *On Going*.
- **Locked:** The feedback cycle gets auto-locked after the cycle end date or when the admins lock the feedback cycle.

### **Report configuration terms**

**Spider chart:** A radar-style chart in the individual feedback report that plots average ratings across feedback areas on separate axes, with distinct lines for Self, Manager, and All (Excluding Self) ratings, making it easy to spot gaps between self-perception and others' feedback.

**Potential blindspot:** When the All rating is less than 70% of the rating scale, and the difference between All and Self-rating is less than or equal to -1.

**Hidden strength:** When the All rating is greater than or equal to 70% of the rating scale and the difference between All and Self-rating is greater than or equal to 1.

For example, consider a 5-point rating scale:

- 70% of this scale would be a rating of 3.5
- If your self-rating is 4, higher than the average rating of 3 that others gave you, creating a difference of -1, it indicates a potential blind spot.
- If others gave you an average rating of 4 and you self-rated a 3, creating a difference of 1, it indicates a hidden strength.

**Report sharing:** Controls how final 360 feedback reports are released to participants.

- **Manual:** Admins release reports from the cycle dashboard after the cycle closes.
- **Automatic:** The system releases reports on the configured report access dates.

**Report access date:** The date when employees, managers or both can view the final 360 feedback reports. It must be on or after the cycle end date. It applies only when report sharing is set to Automatic.

**How do I read the report:** A built-in guide in the report that explains its sections, ratings and feedback summaries.

**Spider chart:** A radar-style chart that compares ratings across competencies, with self-ratings shown against others’ ratings.

**Bar chart:** A chart that shows ratings for each competency or question, broken down by respondent group.

**Strengths:** The competencies or questions where the reviewee received the highest ratings from others.

**Growth opportunities:** The competencies or questions where the reviewee received the lowest ratings from others.

**Open-end comments:** Written feedback that respondents provide in response to open-ended questions.

**Calculation type:** A 360 feedback report uses different methods to calculate scores from individual ratings and rater groups. For more information, refer to the [Calculation approaches guide](https://help.engagedly.com/calculation-approaches-guide?hsLang=en).

**Importance rating:** A rating that shows how important respondents consider a competency or behavior for the reviewee’s role. It’s collected alongside the performance rating. For more information, refer to Understand importance rating in 360 feedback report. For more information, refer to Understand importance rating in 360 feedback report.

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