The term 360 is a reference to the 360 degrees of a circle, with the employees being measured as the focal point of the circle. It includes the feedback from the workers as self-evaluation, their managers, their superiors, their colleagues, as well as internal and external clients, stakeholders and affiliates. The foremost implementation of 360 degree evaluation survey dates back to the Second World War, after the German Armed Force decided to assess performance through feedbacks obtained from various sources. However, it was not before the 90’s that 360 degree feedback was widely understood and executed by HR departments worldwide. Now, as an entrepreneur or business head, you can conduct 360 degree evaluation survey to defensively plan the training and coaching required for your employee’s growth, with regards to the benefits they will provide to your company. Some critical administrative decisions and actions that you make, such as employee’s compensation and bonuses are also influenced by the feedback gained.

The research regarding the precision of the feedback proves that the relationship between the employee being appraised and the HR manager who conducts such survey as in the period of time have both known each other and it can have most significant impact on the accuracy of the results obtained. The accuracy of the results of 360 degree evaluation surveys can yield decisive endings. By conducting such surveys, you are able to witness an overall improvement in your employees’ performance within a short period of time, if not instantly.