The 360 degree feedback is a latest technique for measuring performance and achievement of employees. In this 360 feedback tool, the superiors are the ones who have the authority to evaluate you. However, this blazon of evaluation involves a great level of subjectivity.

Over the last couple of years, more and more people are interested in using 360 degree feedback system as part of their performance evaluation process. Most of the business organizations opt for 360 feedback appraisal for development to utilizing them for performance appraisals, talent reviews, and progression planning. The ladder to success is the result of how you execute the process in your organization.

It is always better to start using 360 evaluations for development and then migrating towards performance evaluations over time, if evaluation is the way you want to traverse. This would help the organization to adopt the process and clear any doubts that people might have about 360 degree feedbacks. It all depends on the ethics of the organization. If you are having a progressive culture that looks forward for a change, this process can be completed over a short period of time.

However, 360 degree feedback system should not be considered as an alternative to formal evaluation process, but it should serve as an extra source of input. 360 appraisals are great tool for performance evaluations, development planning and talent reviews. So, make sure that you implement the system in the best possible manner that match well with ethics of your organization.