Generally, the number of employees taken into the 360 feedback system is limited. While having very few participants involved in it does not give a clear picture of the competencies of participants, too many can give way to contradictory and often confusing data. A small group comprising of a dozen participants or fewer employees is typically asked out to fill an online survey related to their peer. The employee who will ultimately receive this feedback would be asked to review himself using that same online survey. His responses are incorporated with those of “peer group.” Once the responses are collected, they are tabulated to be delivered to target employees. Ideally, the feedback system is utilized by the target employees to further pursue development in areas where weaknesses have been identified.

The 360 feedback system is helpful for the target employee or the recipient for identifying how his colleagues perceive his abilities. Often, weaknesses of an employee are not apparent to that person. By noting the perception of others, such weaknesses can easily be identified and can be resolved further with training and development. It promotes a level of everlasting improvement. This system allows the employees to deliver constructive and useful feedback confidentially. It gives a valuable opportunity to colleagues to share their perception with others without worrying about any emotional reaction.