Setting up contributor feedback (also known as 360 feedback) in Performance Leader allows you to gather valuable insights from colleagues and stakeholders and then bring that into a review form. This guide will walk you through the entire process—from enabling the feature and configuring settings to building your feedback form using the drag-and-drop editor. By the end, you'll have a fully functional contributor feedback form ready to launch as part of your review cycle.
Enabling contributor feedback
Before you can create a contributor feedback form, you'll need to enable the feature for your review cycle.
Navigate to your review dashboard and locate the review you want to edit (e.g., annual review)
Check the current review settings to confirm contributor feedback is currently disabled
Scroll down to the timeline view where you'll see your review steps
Click into the review settings
Find the contributor feedback option (currently set to 'No')
Switch the setting from 'No' to 'Yes' and save
You'll see a green tick appear confirming contributor feedback is now enabled
A new 'Edit' option will appear for the contributor feedback form
Configuring contributor feedback settings
Once enabled, you'll need to configure how contributor feedback works in your review cycle. These settings control who can nominate, how many responses are required, and how feedback is displayed.
Setting respondent numbers
Set the minimum number of respondents (e.g., 3)
Set the maximum number of respondents (e.g., 10)
This ensures you gather sufficient feedback whilst managing response burden
Choosing who can nominate
Decide who will nominate contributors: employees, supervisors, admins, or a combination
The default setting is employees and supervisors
You can also allow employees to nominate themselves, or enable firm-wide nomination where anyone can give feedback on anyone else
Managing PDF access
Configure who can download the contributor feedback PDF
Options include: no access (default), employees and supervisors, supervisors only, or employees only
This PDF becomes available during the nomination process
Setting up relationships
Decide whether to require relationships (e.g., peer, direct report, team member)
To use this feature, first create a relationship group in the Attributes section under contributor relationship sets
Select your pre-configured relationship group from the dropdown
Set a minimum threshold for responses within each relationship group to protect anonymity
This allows you to group ratings and comments by relationship type for more nuanced analysis
Protecting anonymity
Set a minimum threshold for responses before displaying any feedback
For example, if you set the threshold to 3, no responses will be displayed until at least 3 people have responded
Once the threshold is met, all responses will be displayed (assuming feedback is anonymous)
This protects the identity of individual feedback providers
Building your contributor feedback form
Now you're ready to build the actual feedback form using Performance Leader's drag-and-drop editor. If you've built review forms before, this interface will be familiar.
Adding instructions and guidance
Click 'Edit' on the contributor feedback form to open the form builder
Add instructions at the top of the form by clicking in the instruction area
Paste or type your guidance text
Format the text as needed (bold, bullets, etc.)
You can also change the heading of the form if desired
Creating sections
Drag and drop section elements from the left panel to organise your form
For example, create one section for 'Rating against competencies' and another for 'Open feedback'
Name each section clearly so contributors understand what's expected
Adding rating grids
Within your rating section, add a display text element if you want to include rating definitions or guidance
Paste your guidance text and format it (e.g., as bullet points)
Scroll down in the left panel to find the rating grid options
Choose the type of rating grid you need:
Standard grid: fully customisable rows and columns
Custom rating grid: uses a pre-defined rating scale with custom rows
Competency rating grid: pulls competencies from an individual's framework
Make the rating grid required if needed
Choose whether to include responses in contributor summaries
Adding open-ended questions
Drag text area elements into your open feedback section
Paste your question text (e.g., 'What does this person do well that you would like to see them continue?')
Format any text that should be bold or emphasised
Set whether the question is required or optional
To add more questions, either drag new text areas or duplicate existing ones and update the text
Duplication maintains your formatting settings, which saves time
Adding the submit button
This is a critical step—without a submit button, contributors won't be able to submit their feedback
Create a new page and add final instructions (for example "Your feedback will go to ..."). Drag the submit button element to this new page.
Important: The confirm step button must sit on it's own page
Save your completed form
Testing your contributor feedback form
Before launching your form to the wider organisation, it's important to test the end-to-end experience.
Add yourself to the contributor feedback form as a test participant
Navigate to the nomination screen
Review the form from a contributor's perspective
Check that all sections display correctly:
Instructions appear at the top
Rating sections show with the correct competencies
Open feedback questions are clear and properly formatted
Submit button is visible and functional
Make any necessary adjustments and save
AI-powered summaries
If you've enabled AI tools in your review settings, contributors and reviewers can generate intelligent summaries of feedback. This powerful add-on feature helps identify patterns and key themes across multiple responses, making it easier to digest and act on feedback. The AI summary button can be configured in your form settings.
Tips for creating effective contributor feedback forms
Keep it concise: Aim for 3-5 minutes completion time. Shorter forms get higher response rates
Use clear rating definitions: Provide guidance on what each rating level means to ensure consistency
Balance structure with flexibility: Include both ratings (for quantitative analysis) and open questions (for qualitative insights)
Consider your audience: Tailor questions to what contributors can realistically comment on based on their working relationship
Set appropriate thresholds: Protect anonymity in small teams by requiring sufficient responses before displaying feedback
Test thoroughly: Walk through the entire process—nomination, completion, and viewing results—before launch
Communicate clearly: Let people know how feedback will be used, who will see it, and how anonymity is protected
You're now ready to launch contributor feedback as part of your review cycle!