Imagine you have come to audition for a reality show. You are on the stage all set to give your best. The music begins and you start your performance. While you perform, you see the reaction of the audience. They seem happy and appreciative. You finish your performance and turn to the judges for their comments and feedback. Now, a performance will have to be judged on several criteria. Therefore, the process of assessment will only be complete only when you receive a 360 degree feedback by the panel of judges.


What does 360 degree feedback mean?

In a 360 degree feedback process, an employee receives feedback from his immediate work circle. It includes direct feedback from subordinates, peers and superiors, and in some cases even from the external sources like the customers, suppliers or other important stakeholders. 360 degree feedback is also termed as "multi-rater feedback" for it holds different perspectives of a group of concerned people. 

It’s a common misunderstanding that 360 degree feedbacks are beneficial only for the management and it makes the evaluation process rigid and difficult. However this statement can be true to some extent, this is not exactly true. Looking from an optimistic perspective, we would be able to observe that 360 degree feedback can give more benefits to the employees as well than what we actually think.

Why there is a need for 360 degree feedback?

What we gain doing 360 degree feedback?

360 degree feedback is a positive element for an organization's performance management.

360 degree feedback is an overall performance rater for an employee. However, for an effective 360 degree feedback, it is very essential to have a properly designed performance management system. Having a better performance management system completes the process of 360 degree feedback.

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