What is 360-degree feedback?

360-degree feedback is a feedback process in which an individual’s performance is assessed, feedback is specific to the employee, and the individual receives feedback on all performance dimensions. 360-degree feedback is typically provided by a supervisor and subordinates, as well as other people outside or outside the organization.

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360-degree feedback can be used by both individual contributors and managers. Individual contributors may utilize 360-degree feedback to help them to set goals, improve job performance, or address specific performance problems. Managers may utilize 360-degree feedback to understand an employee’s performance and how the employee measures up to the organization’s standards.

How to execute the 360-degree feedback?

360-degree feedback sometimes referred to as employee feedback, is an employee assessment method that includes input from colleagues (peers), superiors, and subordinates, and describes an employee’s strengths and weaknesses.

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360-degree feedback is a structured employee feedback process that focuses on describing an employee’s strengths and weaknesses rather than his or her qualities. 360-degree feedback is valuable to company leaders because it provides employees with an opportunity to work on their weaknesses and garner information on their strengths and weaknesses from colleagues, superiors, and subordinates. 360-degree feedback also gives employees the opportunity to receive feedback on how they view others around them.

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360-degree feedback is necessary because it allows employees to receive feedback from multiple sources. This type of feedback can help employees improve their performance and identify areas where they need to make changes. Additionally, 360-degree feedback can help to create a more positive work environment by promoting communication and collaboration between employees and their managers.

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