For proactive professionals
You don't need permission to ask for feedback
Don't ask if you can do a 360. Tell your manager why it's a win for everyone.
Reframe the conversation
This isn't about getting permission. It's about taking ownership of your career development.
The old way
"Hey, is it okay if I do a 360 feedback cycle? I know it's extra work, but I think it could be helpful..."
The new way
"I'm doing a 360 feedback cycle to level up. Here's how it benefits both of us and what you can expect."
Why it's a win for your manager
They look good without having to do any work.
Less work on their plate
Gathering feedback is hard. You do the heavy lifting for them, but they look good because they're investing in you.
More signal, less noise
Work Coach collects feedback from 10+ people (Leadership, peers, direct reports). A fuller picture than any manager has time for.
You come prepared
You'll bring strengths, growth areas, and your own plan to start a conversation of what to work on next.
Key insight
"The best employees don't wait for their manager to hand them a development plan. They show up with a first draft."
Copy this message
Here's a template you can customize and send to your manager via Slack, email, or whatever works.
Hi [Manager name],
I want to run a 360 feedback cycle and wanted to ask you first.
I'd use a service that would reach out to folks across leadership, peers, and direct reports to gather their candid perspectives (quick 5 minute voice call per person). For peers and direct reports the feedback would be anonymized, and it would generate a full report with themes I can act on.
Once I have the results, I'd review them against our career ladder to identify specific strengths and areas for improvement. Then I'd set up time to walk you through what I learned and discuss which areas make the most sense to focus on.
I know gathering this kind of feedback typically falls on managers during review cycles, so I'm hoping this would take some of that work off your plate while also giving me more ownership over my own development. It should be a win-win for both of us.
Would you be open to me moving forward with this? Let me know if you have any questions.
Pro tip: Customize this to match your voice and your relationship with your manager. The key points are: you're being proactive, you'll do the work, and you'll come back with something concrete to discuss.
What happens next
You gather feedback
Work Coach reaches out to the people you select with structured questions designed to surface honest, useful input.
Responses get synthesized
Feedback is anonymized where appropriate and organized into clear themes about your strengths and growth areas.
You analyze against your ladder
Compare the feedback to your career ladder or role expectations. Identify what to keep doing and what to work on.
You bring a plan to your manager
Show up with insights, priorities, and ideas. Turn a vague check-in into a focused development conversation.
Common questions
What if my manager says no?
This feedback is for you to improve. Ask them why they're concerned and remind them that you want to invest in yourself without burdening them. It saves them time, gives them better information than they would gather on their own, and shows initiative. Most managers appreciate employees who take ownership of their growth.
Will my manager see the raw feedback?
Only if you share it with them. The feedback is yours and yours alone to act on. You control what you share.
What if my company already does 360s?
Company 360s are usually annual, surface-level, and designed for HR. This is different: it will survey more people and go deeper. This is your chance to take ownership of your own development.
How is this different from just asking for feedback myself?
When you ask directly, people filter. They don't want to hurt your feelings or damage the relationship. Work Coach creates the psychological safety of a third party—plus structured questions that go deeper than "how am I doing?" It also handles anonymization, reminders, and synthesis for you.
How much time does this take?
About 5 minutes to set up. It takes 5-10 minutes per person in a voice conversation. It's incredibly lightweight for the people giving feedback, and lets you focus on the synthesis and your manager conversation.
Is this safe for my company?
Work Coach only collects feedback on your performance—not company information. The questions focus on how you work, communicate, and collaborate. No proprietary data, no business strategy, no sensitive details. Just honest input on how you're doing.
Take charge of your development
Don't wait for your next review cycle. Start gathering feedback today.