Why Choose 360 Degree Feedback?

Many organisations understand that their success depends, in very large part, on the performance of their people. Therefore, there is an increasing emphasis on performance management, and on developing competency frameworks, and effective appraisal systems. It is in that context that 360 degree feedback has an increasingly wide currency as the preferred approach to appraising individual performance and identifying development priorities.

Its popularity is due partly to the fact that the feedback is considered to be fuller, more objective, and more reliable than if it were from a single source, such as from a line manager, and partly because it can be properly measured against competencies. When individual feedback is aggregated it can provide valuable input into many HR initiatives, such as coaching, training, or leadership development.

A well designed and managed 360 degree feedback programme helps managers to understand how their behaviour is seen by colleagues and how perceptions vary between different categories of people. Its objectivity usually encourages a high level of acceptance and motivation to change.