360° feedback (or 360-degree evaluation) is a performance assessment method where an employee is evaluated not only by their manager, but also by colleagues, subordinates, clients, or partner organizations.
In other words, the employee receives feedback from all directions — leadership, team, and surrounding environment.
It’s called “360°” because it provides a full-circle view of the individual.
Purpose of 360° Feedback
- To better understand the employee’s strengths
- To identify areas for improvement
- To enhance teamwork and collaboration
- To encourage open, honest feedback
- To develop leadership and communication skills
Where It Is Used
- HR departments across many organizations
- Leadership and management development programs
- Team performance improvement initiatives
- Annual or periodic employee performance reviews
How It Works
A standard 360° feedback process includes several steps:
- Designing questionnaires
Usually focused on competencies such as communication, leadership, responsibility, and teamwork. - Selecting evaluators
Manager, 2–3 colleagues, subordinates (if any), and clients. - Collecting anonymous data
Ratings are commonly given on a 1–5 scale or by “often / sometimes / rarely.” - Data analysis
HR compiles all results into a consolidated report. - Providing feedback to the employee
They receive a summary of their strengths and development areas. - Creating a personal development plan
What to improve, why it matters, and how to achieve it.
Advantages
- More objective — not based on one person’s opinion
- Helps employees see themselves “through others’ eyes”
- Provides clear development directions
- Encourages openness within the team
- Reveals hidden issues or blind spots
Potential Challenges
- Results can be inaccurate if trust is low within the team
- People may evaluate emotionally rather than professionally
- The process takes time and effort to organize
- Anonymity may not always be handled correctly
When It Works Best
360° feedback is effective when:
- There is a culture of trust
- HR manages the process properly
- Feedback is shared supportively, not critically
- Real development actions follow the results — not just paperwork