Best 360 Feedback Tools for Smarter Performance Reviews
Key Takeaways
- brioHR is the best 360 feedback tool for growing SMEs in Malaysia and Singapore that want performance management connected to payroll, leave, and HR in one system, without enterprise-level complexity or cost.
- OmniHR is the best fit for multi-country teams across Asia that need 360 feedback, OKRs (Objectives and Key Results), and regional payroll in one platform.
- HiBob is the strongest standalone choice for companies that prioritize employee engagement, peer recognition, and modern performance workflows, though it lacks local MY/SG payroll.
- Workday is best reserved for large enterprises (10,000+ employees) that can absorb its implementation cost and timeline.
Running performance reviews without the right 360 feedback software is like navigating without a map. You're guessing at blind spots, relying on one manager's opinion, and leaving real development on the table.
The best 360 feedback tools in 2026 are brioHR (best all-in-one for MY/SG teams), OmniHR (best for multi-country Asia), HiBob (best for engagement-first cultures), Employment Hero (best for broad HR ecosystems), and Workday (best for large global enterprises).
Research shows organizations using structured multi-rater feedback see stronger self-awareness and performance outcomes than those relying on manager-only reviews, according to this research.
Below, we compare features, pricing, and real user reviews so you can find the right fit.
Best 360 Feedback Tools in 2026: A Quick Look
| Tool | Best For | Standout Feature | Price |
|---|---|---|---|
| brioHR | All-in-one HR + 360 feedback (MY/SG) | Payroll, performance, and 360 connected in one system | From RM3 per employee per month |
| OmniHR | Multi-country Asia teams | Native MY + SG payroll with OKRs and 360 built in | From S$3 per employee per month |
| HiBob | Modern engagement-first orgs | Peer reviews, eNPS, and performance dashboards | From $5 per employee per month |
| Employment Hero | Broad HR ecosystems (AU/MY) | Wide feature breadth with employee self-service | From $10 per employee per month. Min monthly fee: USD $100 |
| Workday HCM | Global enterprise (10,000+ employees) | End-to-end HCM with succession and calibration | Premium enterprise pricing |
If you want smarter performance reviews without adding another disconnected tool, brioHR is worth a look.
brioHR: Best for All-in-One Performance Management and 360° Feedback
brioHR is an all-in-one human resource management system (HRMS) built for SMEs and growing companies in Malaysia and Singapore.
What sets it apart: 360° feedback isn't a bolt-on. It sits inside a fully connected HR system that also handles payroll, leave, claims, attendance, onboarding, and reporting. That means performance data is actually useful, because it's connected to everything else HR does.
Key Features
Here's where brioHR stands out for 360 feedback and performance management specifically.
360-Degree Feedback and Review Cycles
brioHR's performance management module supports full 360-degree feedback cycles: self-assessments, peer reviews, manager reviews, and upward feedback all in one workflow.
HR teams can customize review cycles, set competency frameworks, and run calibration sessions.
Continuous feedback is also supported, not just annual reviews. Which means employees and managers can exchange real-time feedback throughout the year, not just during review season.
Connected to the Full Employee Record
One of brioHR's strongest advantages over standalone 360 tools is the connection to the digital employee file.
Performance ratings, feedback history, and review notes sit alongside payroll history, attendance records, leave data, and claims, all under one employee profile.
That means when it's time for a merit review, managers aren't pulling data from three different systems. Everything they need is already there.
Further reading: How payroll system integration can help your business
People Analytics and Reporting
brioHR's HR reporting software includes people analytics dashboards covering headcount, attrition, and performance trends. Custom report builders let HR teams slice data by department, grade, or tenure. Scheduled report emails keep stakeholders updated without manual exports.
brioHR Pricing
| Plan | Details |
|---|---|
| Payroll module | Starts from RM3 per employee per month |
| Model | Modular pricing tailored to your business needs, based on team size and modules |
Where brioHR Shines
- One system, no stitching: Payroll, leave, claims, attendance, onboarding, and performance are all connected. 360 feedback results flow into the same employee record as everything else.
- Built for MY and SG compliance: Central Provident Fund (CPF), Skills Development Levy (SDL), IR8A, Employees Provident Fund (EPF), Social Security Organization (SOCSO), Employment Insurance System (EIS), and Potongan Cukai Bulanan (PCB) are all handled natively. Statutory updates roll out automatically.
- Fast to implement: Average implementation is around two months, compared to six or more for global alternatives.
- Support that actually responds: Sub-three-minute response times and a 96% positive feedback rate. That matters during review season.
Where brioHR Falls Short
- Not built for short-term use: brioHR is designed as a long-term system. Teams looking for a quick standalone 360 tool for a single review cycle may find it more than they need.
- Not suited for micro-teams: The platform is built for companies with real HR and payroll complexity. Very small teams (under 30 employees) may not use enough of it to justify the setup.
Customer Reviews
brioHR holds a 4.7/5 on G2 from 31 verified reviews and 4.9 on Capterra out of 57 verified reviews.
Who brioHR Is Best For
- Growing SMEs (50-500 employees): Teams replacing spreadsheets or fragmented tools who want one connected HR system.
- Mid-sized companies in MY and SG: Organizations that need local compliance plus strong reporting and performance tools.
- HR teams moving toward strategic HR: Those who want to automate admin and focus on performance, engagement, and retention.
Further reading: A guide to choosing HR software in Singapore | HR software for high-growth companies
OmniHR: Best for Multi-Country Asia Teams
OmniHR is a Singapore-founded HR platform built for companies operating across multiple Asian markets. It covers recruitment, onboarding, payroll, leave, claims, attendance, performance, and analytics in one system, including peer reviews, self-assessments, OKR tracking, Key Performance Indicator (KPI) dashboards, and continuous feedback workflows.
Key Features
- 360-degree feedback and OKR tracking built into the performance module
- Native payroll for both Malaysia and Singapore with CPF, SDL, IR8A, EPF, SOCSO, EIS, and PCB support
- Multi-entity and multi-currency management for regional operations
- Productivity Standard Grant (PSG) grant eligibility for Singapore SMEs
Pricing
| Plan | Details |
|---|---|
| Core platform | Starts from S$3 per employee per month |
| Model | Per-employee subscription with optional feature bundles and localized add-ons tailored to regional operations |
Where OmniHR Shines
- True all-in-one for Asia: Recruitment, Applicant Tracking System (ATS), onboarding, performance, leave, claims, payroll, and analytics. All connected.
- Strong performance tools: OKRs, 360 feedback, calibration, and continuous feedback are all built in.
Where OmniHR Falls Short
- No managed payroll outsourcing: Companies that want software plus outsourced payroll need an additional vendor.
- No biometric or hardware attendance support: No integrations for fingerprint readers or facial recognition hardware.
- No native learning and development module: Missing e-learning, course catalogs, and certification tracking.
Customer Reviews
Who OmniHR Is Best For
- Regional teams across Singapore, Malaysia, and other Asian markets who need one platform for multi-country HR.
- HR-led organizations where performance management and engagement are the priority, not just payroll.
HiBob: Best for Modern Engagement-First Cultures
HiBob is a mid-market HR platform built for fast-growing, people-first companies. Its performance and engagement tools are among the strongest on this list, but it has no native MY or SG payroll, so local teams need a separate solution for statutory compliance.
Key Features
- 360-degree feedback, peer reviews, and continuous feedback workflows
- Employee Net Promoter Score (eNPS) and pulse surveys built into the engagement module
- Performance dashboards, OKRs, and calibration tools
- Recognition and kudos system for peer-to-peer appreciation
Pricing
| Plan | Details |
|---|---|
| Core platform | Starts from $5 per employee per month |
| Model | Custom global contracts based on baseline headcount, with tiered implementation fees and separate specialized module licensing |
Where HiBob Shines
- Engagement and performance depth: eNPS, recognition, peer feedback, and continuous check-ins are natively connected.
- Modern UX: Clean interface that drives adoption and response rates on 360 surveys.
Where HiBob Falls Short
- No native MY or SG payroll: Teams still need a separate payroll system for local statutory compliance.
- Higher price point: Harder to justify for SMEs that don't need the full engagement suite.
Customer Reviews
Who HiBob Is Best For
- Mid-market companies with a strong people culture that prioritize engagement, recognition, and continuous feedback.
- Teams already using a separate payroll tool who want a dedicated performance platform to complement it.
Employment Hero: Best for Broader HR and Payroll Breadth
Employment Hero is an HR and payroll platform built around a broad employee engagement ecosystem. It's best suited for companies that want payroll as part of a wider HR stack rather than a tightly integrated payroll-first system.
Key Features
- 360-degree feedback included in the performance module
- Payroll, timesheets, leave, claims, and reporting in one platform
- Employee self-service portal to reduce routine admin
Employment Hero Pricing
| Plan | Details |
|---|---|
| HR Premium | Starts from USD $10 per employee per month (Subject to a USD $100 minimum monthly contract floor) |
| Model | Tiered base packages (Standard vs. Premium) with multi-tiered modular options to separately connect managed payroll, legal advisory, or learning suites |
Where Employment Hero Shines
- Wide HR feature breadth: Covers recruitment, onboarding, performance, payroll, and engagement. That's more horizontal coverage than most SME-focused platforms.
- Modern employee experience: Self-service and engagement features are a strong point.
Where Employment Hero Falls Short
- Payroll and HR not fully unified: Payroll was acquired separately, which creates friction between modules.
- Weaker localization in MY and SG: Local support depth and compliance coverage can be inconsistent compared to regional alternatives.
Customer Reviews
Employment Hero holds 4.4/5 on Capterra from 239 reviews.
Who Employment Hero Is Best For
- HR-first organizations that want a broad platform with payroll included as part of the ecosystem.
- Teams in Australia or the UK, where Employment Hero's localization and support are strongest.
Workday HCM: Best for Complex Global Enterprise Systems
Workday is a full enterprise Human Capital Management (HCM) platform built for large global organizations. Its 360 feedback, succession planning, and calibration tools are mature and deeply configurable, but a typical rollout takes 12 to 24 months and can reach six or seven figures annually. It's overkill for most Southeast Asian SMEs.
Workday Pricing
| Plan | Details |
|---|---|
| Enterprise HCM | Premium enterprise pricing tailored exclusively via custom quoting (Typically maps to an entry point of around $100,000+ annually for mid-market bands) |
| Model | Annual or multi-year subscription calculated per Full-Service Equivalent (FSE) worker, requiring a 100% upfront baseline software match for custom deployment and integration engineering |
Where Workday Shines
- End-to-end enterprise coverage: HR, payroll, performance, Learning & Development (L&D), analytics, and workforce planning in one platform.
- Advanced talent suite: OKRs, 360 feedback, succession planning, calibration, and Performance Improvement Plan (PIP) workflows are all highly mature.
Where Workday Falls Short
- Extremely expensive: Far above what most Malaysian or Singaporean businesses can justify.
- Long implementation timelines: 12 to 24 months before full deployment.
- No dedicated local support: Global timezone-based support creates friction during MY and SG payroll deadlines.
Who Workday Is Best For
- Large enterprises (10,000+ employees) with dedicated Human Resource Information System (HRIS), IT, and configuration teams.
Further reading: What functions should your HRIS system have? | HRMS tools compared
"Implementing 360-degree feedback can be challenging, but the rewards far outweigh the obstacles. By addressing these barriers with thoughtful planning and the right tools, organisations can unlock the full potential of this transformative approach, fostering accountability, growth, and collaboration."
Make performance management effortless
Streamline goals, reviews, and feedback in one flow—so managers can focus on real performance conversations.
How Choose the Best 360 Feedback Tool
Not all 360 feedback software is built the same. Here are the three things that matter most.
Standalone vs. All-in-One
If your HR stack is fragmented (different systems for payroll, leave, and performance), a standalone 360 tool just adds another integration to manage.
All-in-one platforms like brioHR eliminate that entirely. Your 360 feedback results live in the same system as payroll, leave, and employee records.
brioHR's performance management module connects review outcomes directly to employee records. No exports, no manual matching.
Customization and Review Cycle Flexibility
Look for tools that let you set your own review cadence, competency frameworks, and rating scales. Rigid annual cycles don't reflect how most teams actually work. brioHR supports custom review cycles and continuous feedback, so teams can run quarterly check-ins alongside annual reviews without rebuilding the process each time.
Local Compliance and Payroll Integration
For teams in Malaysia and Singapore, this is non-negotiable. A 360 degree feedback platform that doesn't connect to local payroll, leave and time off, and time and attendance creates more reconciliation work during merit reviews and bonus cycles.
brioHR handles EPF, SOCSO, EIS, CPF, SDL, and IR8A natively. Performance decisions and compensation sit in the same system.
Further reading: Key HR software features | HRIS features guide | HR digitalization for SMEs
Everything HR.
One login
From payroll to onboarding, brioHR gives you everything you need in one place. Built for busy teams. Backed by people who care.
Build a Fairer, Faster Performance Culture With brioHR
360-degree feedback works best when it's part of a system, not a standalone 360 degree survey tool disconnected from everything else HR does.
brioHR gives growing companies in Malaysia and Singapore one platform to run performance reviews, 360 feedback, OKRs, payroll, leave, and reporting.
Ready to see it in practice? Request a demo or explore brioHR's services to find the right fit for your team.
Conclusion
- brioHR remains the premier choice for growing SMEs in Malaysia and Singapore that want 360 feedback completely unified with local compliance, payroll, and leave management.
- OmniHR is ideal for regional teams operating across multiple Asian countries who need decentralized payroll alongside built-in OKR tracking.
- HiBob stands out for modern, engagement-first cultures looking for peer recognition and sleek performance dashboards, provided they already have a standalone payroll system in place.
- Employment Hero offers broad horizontal HR features for teams tied to UK or Australian compliance ecosystems.
- Workday HCM is strictly suited for global enterprises with massive budgets and dedicated HRIS teams to handle its intensive configuration.
