360-Degree Feedback (360 Performance Review)

360-degree feedback (also referred to as 360 feedback or 360 review) is a performance evaluation method in which an employee is assessed by multiple reviewers in addition to their direct manager—such as peers, clients, and the employee themselves.

Beyond the traditional manager-led evaluation, this process gathers feedback from colleagues, customers, partners, and sometimes suppliers, as well as a self-assessment completed by the employee.

How 360-degree feedback works

Implementing 360-degree feedback requires a structured and well-organized process, including the following steps:

• Selection of participants involved in the process (manager, peers, clients when applicable)
• Definition of evaluation criteria and conditions (rating scales, competencies assessed, participant anonymity, etc.)
• Distribution of evaluation forms and communication of deadlines for each assessment phase
• Completion of a self-assessment by the employee to encourage reflection on skills, areas for improvement, and career goals
• Completion of evaluation forms by peers, the direct manager, and other contributors
• Collection and consolidation of feedback by the evaluator
• Performance review meeting between the employee and the evaluator to discuss key insights highlighted through the 360-degree feedback process

As with any performance evaluation method, 360-degree feedback is most effective when combined with performance indicators and ongoing documentation from regular check-ins with the employee.

Pros and cons of 360-degree feedback

Like any performance management approach, 360-degree feedback comes with both advantages and limitations that should be considered before implementation.

Advantages of 360-degree feedback

• A comprehensive view of performance through input from multiple stakeholders
• Emphasis on collaboration and essential soft skills for teamwork
• A more modern approach to performance management compared to traditional manager-only evaluations
• Greater employee involvement and engagement
• Self-assessment as a critical driver of employee development and growth

Disadvantages of 360-degree feedback

• Complexity of implementation depending on company size, resources, and industry
• Potential risks of tension or biased feedback within certain teams
• Need for proper training to ensure a fair, strategic, and effective process
• Challenges in applying a consistent evaluation scale across all participants

To ensure a successful 360-degree performance review, it is essential to properly train participants, communicate clearly about process steps and timelines, and track relevant performance indicators to support objective and balanced outcomes.