360-Degree Feedback is a performance evaluation method where employees receive confidential, anonymous feedback from multiple sources, including peers, subordinates, managers, and sometimes external stakeholders. It provides a holistic view of an employee’s strengths, weaknesses, and behaviors at work.
Unlike traditional top-down reviews, 360 feedback gives employees a broader perspective on how their work and behavior are perceived by others. It helps identify blind spots, supports professional development, and fosters a culture of continuous feedback and growth. Organizations benefit from more balanced evaluations and improved leadership development.
360-Degree Feedback sits in the performance management and employee development layer of the HR stack. It often integrates with performance management systems, learning platforms (to address development needs), and engagement tools (to track cultural impact).
Traditional reviews are top-down (manager to employee), while 360 feedback includes input from peers, subordinates, and sometimes external stakeholders, offering a more complete perspective.
Yes, feedback is typically anonymous to encourage honesty, though managers or HR may aggregate results for reporting.
Not entirely. It’s best used as a complement to formal reviews, providing additional insights into behaviors, collaboration, and leadership.
Challenges include potential bias, feedback overload, and lack of follow-up. Success depends on strong facilitation and actionable development plans.
It highlights strengths and improvement areas across multiple perspectives, guiding coaching, training, and career pathing.