The key steps in a 360 degree evaluation include design of questionnaire, choosing the raters, to distribute questionnaire, give time for persons to complete questionnaire, generate final report from the feedback collected and finally discuss the report with the employee being evaluated. As compared to traditional methods of appraisal, there are more number of respondents involved in 360 degree appraisal. The key benefits of this greater involvement may include powerful insights into performance of an individual, and an idea of what other persons think about that person. Usually, eight to ten people are involved in the process.

If you are planning to implement this feedback system in your company, then you should proceed only if you find positive answers to some questions. The questions are, Does your company has a setting of trust which will backup 360 degree feedback, why do you wish to use the feedback system, what are expected results, how will the users be taught in receiving and giving feedback, and will the feedback received be put into use for development purpose only or complied with appraisal system.

Learning should be the focal point of 360 degree evaluation, but not punishment or rewards. Use of this feedback system is suitable in both organizational and personal performance development. It is most helpful when HR professionals are involved in and when responses support employee development in relation to company’s core values, vision and mission.