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Answer Posted / dadasaheb akkole
360-degree feedback, also known as "multi-rater feedback,"
"multisource feedback," or "multisource assessment," is
feedback that comes from all around an employee. "360"
refers to the 360 degrees in a circle, with an individual
figuratively in the center of the circle. Feedback is
provided by subordinates, peers, and supervisors. It also
includes a self-assessment and, in some cases, feedback from
external sources such as customers and suppliers or other
interested stakeholders. It may be contrasted with "upward
feedback," where managers are given feedback by their direct
reports, or a "traditional performance appraisal,"
where the employees are most often reviewed only by their
managers. The results from 360-degree feedback are often
used by the person receiving the feedback to plan their
training and development. Results are also used by some
organizations in making administrative decisions, such as
pay or promotion. When this is the case, the 360 assessment
is for evaluation purposes, and is sometimes called a
"360-degree review." However, there is a great deal of
controversy as to whether 360-degree feedback should be used
exclusively for development purposes, or should be used for
appraisal purposes as well. There is also controversy
regarding whether 360-degree feedback improves employee
performance, and it has even been suggested that it may
decrease shareholder value.
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