The term that we are discussing here is 360 degree feedback; this involves a quality feedback to the employee. It is also termed as a multisource assessment where the feedback is given by seniors, subordinates and peers. It also includes self assessment and direct reports where in the external sources like suppliers and customers can also contribute. It is completely different from the traditional feedback which was only based on the direct reports and the manager took their decisions. After the feedback is evaluated, the performance coach evaluates it and plans a targeted improvement chart. This is a great study to have a better understanding of the strengths and weaknesses of the employees. 360 degree feedback measures competencies and behaviours and helps you understand that how an employee is perceived by others. The best part of this kind of feedback is that a candidate is evaluated on characteristics like team work, goal setting and leadership qualities that a traditional appraisal plan would definitely miss.

Today 360 degree feedback is one of the most effective development tools as it gives an insight to an employee about hoe he or she is perceived and the best part is that it is an anonymous feedback. It gives them an opportunity to have a behavioural change and also to develop their skills which will be useful in their job.