Perception Differences in 360-Degree Feedback

Written by Bahar Sen, Co-Founder | Jan 12, 2026 4:43:58 PM

If you have ever used the London Underground, you know the recorded announcement that plays every time the doors open: "Mind the gap..." This is a useful warning to watch where you step when getting on and off, and it is also good advice when it comes to 360-degree feedback.The most useful 360-degree feedback comes when there are significant differences (gaps) between how we see ourselves and how others see us. If we choose to ignore these differences, we are turning down an important gift that others offer us. Our success in our work environment often depends on our ability to accurately perceive how we are seen by those we work with at different levels. Understanding how our behavior affects others and therefore how they work with us can be essential to our success.

In 360-degree feedback, when do differences in your perceptions and other people's perceptions matter?

There is consistent variation across many questions
The difference is at least two points or more (on a seven-point scale)
If there is a difference in something that is decisive for your success

Interpret 360 degree feedback differences

We all spend our time and energy satisfying competing needs. Where we focus our attention determines our priorities. A 360-degree feedback report reveals where your priorities lie. The following examples describe five common feedback behavior patterns:

1. Overconfident: Some people give themselves very high ratings but get low ratings from everyone else. Some people may think that these people are "legends in their own minds", while others may think that they simply lack the skills they think they have. In this case, accepting 360-degree feedback can be an embarrassing experience.

2. Overly Critical: Some people may consistently receive high ratings from others while giving themselves low ratings. These people are either too modest or unaware of their own abilities. Either way, they may not be fulfilling their potential.

3. Out of favor with the boss: Sometimes an employee gets good ratings from everyone except their manager. This feedback pattern is a frustrating situation that needs to be addressed with the manager. The person being given feedback may be personable and easy to get along with, but may not be performing as well as expected. Fortunately, the ratings of coworkers and subordinates offer additional perspectives to assess the person's contribution to the job.

4. Managing the Boss: If a person consistently gets good ratings from his/her manager when everyone else gives him/her low ratings, he/she may be considered to be spending too much time and energy "managing the manager". This pattern can be explained by two possible factors: The main focus of the person is to please the manager and/or the manager cares more about what the person does than other people.

5. Neglecting Subordinates: Sometimes a person may receive high ratings from the manager and peer colleagues but low ratings from subordinates. Even if those below the person have difficulty working with them, the needs of those above them and peers may be met.

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