Despite the good intentions behind traditional 360-degree feedback tools, they often miss the mark. Why? Because they’re usually treated like performance audits rather than opportunities for reflection, development, and honest dialogue.
At Hive, we believe it’s time to rethink feedback. With 360 Voice, we’re flipping the script—making feedback feel human again by turning it into a conversation, not a critique.
Where traditional 360 feedback misses the mark
Most 360 feedback systems are built around evaluation. They gather input from managers, peers, and direct reports—but then what?
- Feedback is often delivered confidentially and without context
- The process becomes a scorecard, not a development tool
- Individuals feel judged, not supported
- There’s little room for reflection, discussion, or follow-up
The result? Feedback that sparks confusion, defensiveness, or worse—silence.
Why feedback should be a dialogue
Feedback becomes meaningful only when employees feel safe, heard, and empowered to grow. That’s why 360 Voice is designed to support feedback as a dialogue—encouraging insight, curiosity, and trust.
Here’s how Hive helps:
Facilitated conversations:
Admins can review 360 Voice results and guide a feedback session focused on self-reflection, not interpretation. Questions like:
- “What surprised you in this report?”
- “Where do you see a strength emerging?”
- “Is there anything you’d like help unpacking?”
The facilitator isn’t there to explain the results, they’re there to help individuals explore them and decide what to do next.
Bias-awareness:
Human bias, like recency bias or the halo effect, can skew feedback. Hive enables you to add bias reminders into survey intros and rater guidance, prompting raters to pause and reflect before submitting responses. The result? More balanced, fair, and useful feedback.
Safe channels for clarification:
Feedback doesn’t always land perfectly. Sometimes people need a safe space to ask questions or raise concerns.
- With Hive Messenger, facilitators can start a check-in after feedback is shared—designed for clarity and identity protection, not interrogation.
- With Open Door, employees can share concerns about their feedback experience, creating a two-way street of transparency.
Designed for continuous improvement:
360 Voice isn’t a once-a-year event. It can be used quarterly, after key projects, or as part of leadership development—giving people ongoing opportunities to listen, grow, and evolve.
Start making data-driven decisions about the future of your organisation
From feedback to growth: A mindset shift
At Hive, we believe the best kind of feedback doesn’t end with a score, it starts with a conversation.
One where employees feel seen, not judged. One where feedback is delivered with context and care. One where reflection leads to action.
When feedback shifts from evaluation to exploration, organisations see better outcomes, stronger relationships, and more meaningful growth.
With 360 Voice, you can:
- Gather multi-source feedback on individuals or leadership decisions
- Facilitate thoughtful, bias-aware conversations
- Use Hive Messenger and Open Door to ensure clarity and safety
- Embed feedback into your wider employee voice strategy
Making feedback something people look forward to, and a catalyst for growth that transforms both people and organisations can start with 360 surveys.
Want to learn more about Hive’s 360 surveys? Talk to an employee voice expert today.
