360 feedback system is a process which is used by the human resource managers to collect data about employee from their immediate bosses, subordinates and colleagues. The information gathered can be about performance, work load, quality of work done and all his behavior towards work and people around him. The data collected is used to prepare a report and the report is discussed in the HR meeting.

To make the best out of this 360 feedback system one has to consider some essential details. The first aspect is that the information should be collected and discussed in a very confidential manner. This is the one way with which one can obtain honest and unbiased feedback. The feedback collected should be used for developing the person’s performance and not to evaluate. The person’s promotions and salary perks should not depend on such feedback. Some people may deliberately give false information and may spoil the whole purpose of the program.

The last but the most essential point one has to consider to make the best of this program respond to the information collected. 360 feedback system does not end by just gathering information, as the people who provide information expect to see results. HR managers should take utmost responsibility to use the information in a productive manner. HR managers should conduct one on one meeting with the employees. It is also important that the manager uses the feedback system that is approved by the management. The management personal should also make plans which describe in which manner the feedback has to be collected. This helps them not to deviate from the goal and also simplifies the job. The feedback system can also be called a sword with blades on both ends; if it is implemented properly it can work wonders or else can be a weapon that will destroy the pleasant work atmosphere. So, take effective steps to properly plan and implement the program.