360 degree feedback for India's HR leaders, powered by Lens360 AI™
360 degree feedback only works when raters feel safe and leaders act on what they read. That is why Lens360 AI™ exists: Seven's AI-read 360 for CHROs, HRBPs and HR professionals in India. Then it collects confidential ratings from every direction. After that, AI finds the patterns, and a practitioner debriefs each leader. As a result, your 360 degree feedback cycle ends in a development plan, not a report that nobody opens.
19+ years · 600+ organisations · 23 sectors
What is 360 degree feedback, and what does AI add?
Because no leader sees their full impact, 360 degree feedback gathers structured, confidential ratings on observable behaviours from every direction, that is, the leader, the manager, peers and direct reports. However, each group sees a different slice of the truth. For example, peers see collaboration, direct reports feel the leadership, and the manager sees delivery. As a result, the full picture needs all four.
Lens360 AI™ is a multi-rater feedback assessment, while AI does the reading. Every rater is a lens, and AI brings them into focus. Then it compares the rater groups, flags blind spots and hidden strengths, and sorts open comments into themes. However, AI never has the last word. A certified practitioner reviews each report and debriefs the leader, so the findings leave the room as a development plan. In other words, it is AI 360 degree feedback with people in the loop.
Every angle Self, manager, peers and direct reports are scored separately, so agreement and gaps both stay visible.
Behaviour, not opinion Raters score specific, observable behaviours, so the data stays fair and usable.
Development, not verdict Raters answer honestly because nothing feeds ratings or pay, and growth conversations stay safe.
Three HR roles that need 360 degree feedback to hold up
The aim stays the same, so every role gets 360 degree feedback for leaders that people trust and act on.
The CHRO building a bench Annual ratings rarely show how leaders behave. Therefore, 360 degree feedback for CHROs gives you a bench view across business units, so you can defend it in the boardroom.
The HRBP who rarely gets feedback HR business partners give feedback all year, but few receive a structured 360 of their own. For that reason, we offer 360 degree feedback for HRBPs, built around the competencies of a trusted partner.
The HR head running the cycle You may run 360 reviews for development programmes, but chasing raters and building reports takes weeks. Lens360 AI™ takes that load off your team, so 360 degree feedback for HR teams becomes a managed cycle.
Where most 360 degree feedback cycles stall, and what changes
Many Indian companies still run a 360 degree appraisal for managers inside the rating cycle. Raters then protect themselves, so scores drift towards politeness. Instead, Lens360 AI™ keeps development feedback apart from appraisal. Meanwhile, if you are redesigning the appraisal itself, see our PMS Redesign programme. Also, when HR teams compare a 360 feedback tool India offers, most options stop at the survey.
What a Lens360 AI™ cycle includes
Framework alignment We map the survey to DNA-25 or to a framework built for your roles, so every question links to a behaviour you care about.
Rater nomination Each leader proposes raters, and their manager signs off the list, so HR does not chase survey links.
Confidential survey Raters spend 15–20 minutes online, while peer and direct-report answers are grouped and never shown one by one.
AI-read report The interactive report compares every rater group and, in addition, surfaces blind spots, hidden strengths and comment themes.
Practitioner debrief A certified practitioner debriefs each leader in 60 to 90 minutes, after the leader reads the report alone.
Plan and cohort view Each leader commits to a development plan within two weeks, while HR receives an anonymised cohort view of strengths and gaps.
How 360 degree feedback runs in three to four weeks
Rater numbers and collection windows set the pace, but the sequence stays the same for every cohort.
Before week one Scope We agree the framework, the leader list and the confidentiality rules with HR before anything else.
Week one Nominate Leaders propose raters, and managers approve them, then the invitations go out.
Weeks one to three Collect Raters respond online, while we send the reminders so your team does not.
Week three Read AI builds the report, and then a practitioner reviews it before any leader sees it.
Week four Debrief Each leader meets a practitioner, then a development plan follows within two weeks.
Day ninety Review We check progress together, so the next cycle can re-measure against this baseline.
What HR gets from 360 degree feedback that people trust
Honest data Raters know that comments stay anonymous, so they write what they mean and the report reflects it.
Less admin for HR Nomination, reminders, reports and debriefs run to one managed schedule, so your team spends its time on the conversations.
A fairer read for each leader Rater groups sit side by side, so one loud voice cannot define a leader. Moreover, 360 degree feedback for leaders at every level stays comparable.
Bench evidence for the CHRO Cohort themes show where the pipeline is strong and where it needs investment, so you can feed that view into Talent Management & Succession.
See a 360 degree feedback report before you commission one
Open a full illustrative report before you commit, since each one shows exactly what a leader and their manager receive, including the raters, eight competencies, a gap analysis and a one-year development plan. Moreover, every edition is interactive, so you can read it tab by tab.
Flagship leader report The full multi-rater read includes anonymised comments, so you see what a leader sees.
HRBP edition The same engine, aimed at the competencies of a trusted partner, so business leaders and HR peers show HR its own blind spots.
EQ edition Emotional intelligence as others see it: self-regulation, empathy and resilience are scored by rater group, while the edition also pairs with TTI EQ.
Seven measures people for organisations across India
Our leadership programmes run on 360 baselines, for example in the Mid-Level Leadership Accelerator, where participants repeat the same 360 at month six. Therefore, the progress you see is measured, not remembered. Meanwhile, you can read the counted engagements on our case studies page.
Further reading: an overview of 360-degree feedback and Coates' seven recommendations on multi-source feedback.
Our 360 degree feedback India practice runs online and in person, so teams anywhere can join. For example, requests arrive as 360-degree feedback Mumbai, 360 reviews Bengaluru, 360 assessment Delhi NCR, 360 degree feedback Hyderabad or 360 degree feedback Pune. Meanwhile, some teams want a 360 degree feedback platform India-wide, an online 360 tool Mumbai or a 360 survey provider they can trust with confidential data.
Likewise, others ask for multirater feedback India for senior pipelines, a multirater assessment India for HR, a multi-source feedback tool for cohorts or a multi rater survey for leaders. In addition, leadership teams request a leadership 360 survey, a 360 survey for leadership development, a leader 360 review India or executive 360 feedback Mumbai. Finally, we handle every manager 360 feedback request, including a 360 review for managers India and a 360 evaluation for managers Bengaluru.
Plan your 360 degree feedback cycle with Seven
Tell us who the cycle is for, how many leaders take part and when you want the debriefs. Seven then replies with a scoped proposal.
Prefer to see the output first? Open the sample report before you write.
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Questions HR teams ask about 360 degree feedback
What is 360 degree feedback?
360 degree feedback collects confidential ratings on a leader's behaviour from four groups: the leader, the manager, peers and direct reports. Because each group sees different behaviours, together they show strengths and blind spots. Lens360 AI™ adds AI reading and a practitioner debrief, so the findings turn into a development plan.
How does Lens360 AI™ use AI?
AI does the reading, not the judging. For example, it compares rater groups, flags blind spots and hidden strengths, and sorts open comments into themes. Then a certified practitioner checks the report and debriefs the leader. As a result, no leader receives an AI-only report.
How is rater confidentiality protected in 360 degree feedback?
Peer and direct-report answers are grouped, so the leader sees patterns and never individual ratings. Comments are themed, so no one can trace a remark. Manager and self scores appear as themselves, because those relationships already carry open feedback. In addition, we agree minimum group sizes with HR before launch. Published overviews, such as this overview of 360-degree feedback, note that anonymous participation tends to produce more accurate feedback.
How long does a 360 degree feedback cycle take?
Each rater needs 15–20 minutes online, while the full cycle usually runs three to four weeks, from scoping to the debrief. However, the number of raters and the collection window can move that timeline.
Can HRBPs and HR teams have their own 360?
Yes, because the HRBP edition covers the competencies of a trusted, strategic partner to the business. Likewise, the EQ edition scores emotional intelligence by rater group. Both run on the same engine, so you can open the HRBP sample report and the EQ sample report before you ask.
Is the 360 linked to ratings or pay?
No, because Lens360 AI™ is a development instrument. Instead, we share results with the leader and their manager for growth planning only. That separation keeps rater answers honest, because nobody has to protect a colleague's rating.
How do you handle rater data under India's DPDP Act?
Before launch, we agree notice, purpose and retention with your legal team, in line with India's Digital Personal Data Protection Act, 2023. Moreover, we use rater data for your cycle only. Meanwhile, please raise any specific policy requirements in the enquiry form.
What does Lens360 AI™ cost?
We price per leader or per cohort, since the number of leaders, the framework and the debrief format drive the scope. Therefore, share your numbers in the enquiry form, and we reply with a proposal.
Give your leaders a 360 they will act on
Start with the sample report, or tell us about your next cycle, then we will scope it together. As a result, you will see how Lens360 AI™ turns confidential ratings into a plan.