360 degree feedback is the feedback received through multiple sources and sources include peers, direct reports, managers and the supervisors. These also include employees, vendors and customers. The 360 feedback was originally developed for using repeated number of times as the need for improvement does not end in an organisation. Everyone is the company wants to know how much they have improved or what is their progress and what is the next target. Follow up evaluation is a tool for the participants looking for the solution. The necessity of doing follow up comes to light because without this, staff would start thinking that the process was just wastage of time.

If a follow up is done it would send a signal to the employees that they are expected to improve their performance. Before the initiation of the 360 degree feedback, make sure to confirm it through decision makers that follow ups are necessary for the company. Inform everyone that at what interval they would be conducted. Follow-up is the way to keep a track of the individual improvement. If the evaluation goals and development plans are focused tightly, then the improvements made would be fast. The interval time must not extend more than a year. These are necessary to keep the process of development active.

An assessment just before the training and a follow up after that is necessary for the benefit of employees and company as well. It can be done after 3-6 months of the training. The evaluations done earlier, lets employees know the work area where they have to develop and put more efforts. A follow up program later on helps to practise new skills during the training program. It, therefore, increases the probability of improvements made and enhances success of the 360 degree feedback process which is the ultimate goal of the company. The follow-up is basically an approach to emphasize new behaviours in the organisation and highlight their need and benefits for the company.