360 Voice - FAQs & Best Practice

Using Open Door for 360 Voice Requests

You can create an Open Door category that allows employees to put themselves forward for a 360 Voice survey. For example, an employee might request a review ahead of a 1:1 or career conversation. This is a great way to make 360 Voice feel employee-driven and empowering.

Self-Evaluation in 360 Voice

If you’d like employees to complete a self-evaluation as part of their 360 Voice survey, the confidentiality limit needs to be adjusted. This ensures that self-evaluations can be included and filtered correctly in the results. This can be altered in Survey Builder. 

Best practice tip: Be clear with employees about how self-evaluations will be used alongside peer and manager feedback to give them confidence in the process.

Customising Surveys and Emails

You can tailor both the email text and survey introduction to set the right expectations. This might include clarifying how participants should approach giving feedback, or reminding them who they are providing feedback about.

Best practice tip: Use this space to reinforce your organisation’s feedback culture — for example, encouraging specific, constructive comments that focus on growth rather than evaluation.

Reusing 360 Survey Questions

If you have standard 360 survey questions you’d like to use repeatedly, you can save them to My Question Bank. You can also duplicate existing 360 Voice surveys, making it quick and easy to run them again in the future.

Best practice tip: Save time by scheduling surveys in advance, naming each one after the individual being reviewed, and using the “360” category label so results stay organised.

Admin Control of the Survey Process

360 Voice surveys are set up and managed by administrators. This ensures admins can guide who participates and how results are shared, creating a structured and safe experience. In the future, we’re developing ways for other leaders to be more directly involved in running surveys with their own teams.

Comparing Self vs Team Feedback

Heatmaps are a great way to spot differences and similarities between how individuals view themselves and how their peers or managers see them. This helps highlight blind spots, strengths, and development opportunities at a glance.

Best practice tip: Use heatmaps during facilitated conversations to guide reflection — for example, asking “What stands out most to you in these comparisons?”

Access to Survey Results

Survey results are shared with platform users based on the segments and attributes they have access to (e.g. department, location). This means that in some cases, 360 Voice results may be partially hidden if feedback comes from someone in a segment the user doesn’t normally see. We’re actively working on improving this so that access can be managed at a survey-specific level in the future.

Best practice tip: If you’re unsure who can see which results, check in with your Hive Customer Success contact to confirm access before running your survey.

Need support?

Reach out to your Hive Customer Success contact or Professional Services—we’ll help you design, launch, and facilitate 360 Voice so that feedback truly becomes growth.