How Do 360 Performance Review Cycles Work?

A WorkStory 360-degree performance review cycle collects structured feedback about an employee from their manager, selected peers, eligible direct reports, and the employee’s self-review. WorkStory uses the organization structure to suggest reviewers, then lets the designated peer picker confirm the list before requests are sent.

Who can create a 360 review cycle?

Only WorkStory administrators can create and launch performance review cycles. Managers and employees may be asked to select or confirm reviewers, depending on how the administrator configures the cycle.

How to create a 360 review cycle

1. Open Performance Review Cycles and create a new cycle.
2. Select 360 as the review type.
3. Choose the review period, reviewees, schedule, questions, competencies, and any optional calibration settings.
4. Choose who will select reviewers: the reviewee or the review manager.
5. Review the suggested peers and direct reports for each reviewee.
6. Confirm the reviewer lists and complete the cycle preview before starting the cycle.

Before launch, confirm that reporting relationships in WorkStory are current. The 360 reviewer suggestions are based on the organization structure, so outdated manager or direct-report assignments can produce an incorrect suggested list.

Who provides feedback in a 360 review?

• Reviewee: Completes a self review.
• Peers: Provide feedback from a colleague or cross-functional perspective.
• Direct reports: Provide upward feedback about the reviewee as a manager or leader.
• Review manager: Completes the manager review and moves the review toward release.

A direct-report reviewer must actually report to the reviewee in WorkStory. A person cannot be both the review manager and another reviewer on the same performance review.

How reviewer confirmation works

WorkStory pre-populates a suggested reviewer list from the organization structure. The selected peer picker can add or remove eligible reviewers before confirming the list.

• If the reviewee selects reviewers, their manager confirms the selections before requests are sent.
• If the review manager selects reviewers, the manager confirms the list directly.

The confirmation step lets administrators and managers verify who will review each person before the cycle begins collecting feedback.

What steps are included?

1. Peer and direct-report selection
2. Reviewer confirmation, when the reviewee selected the reviewers
3. Self, peer, and direct-report reviews
4. Manager review
5. Release review
6. Optional calibration
7. Employee signature

The exact sequence may differ based on whether reviews run sequentially or in parallel and whether calibration is enabled.

Can reviewers be changed after the cycle starts?

Yes. While the cycle is In Progress, administrators and the review manager can edit eligible peer and direct-report reviewers from the performance review.

• In a sequential review, reviewer changes are available until the Manager Review step begins.
• In a parallel review, reviewer changes are available until Release Review—or until Calibration when calibration is enabled.
• New reviewers receive their request immediately when the review is in the self-and-peer feedback stage.
• Reviewers who already submitted cannot be removed.

Important: Removing a reviewer removes that person’s comments and scores from the review. Administrators should verify the correct review and reviewer before proceeding.

Administrator checklist before launch

• Confirm the organization chart and direct-report relationships.
• Confirm which employees are included as reviewees.
• Confirm who will select and validate reviewers.
• Review suggested peers and direct reports for every reviewee.
• Check the sequence and deadlines for each stage.
• Preview the cycle before starting it.

Related WorkStory help

• Performance Review Cycles
• Admin Guide to Managing Performance Review Cycles
• Managing User Permissions