No organization is infallible. The fact may be strange for some, and not possible for others, but still it remains the truth. There is no perfect workplace, no ideal management cycle, and there are always changes for development and for those who want to go beyond mediocrity, the chances should be taken always. If you do not learn from past mistakes, the errors will subsist, grow and carry on hurting you. While many may think little issues have no impact, they actually have, keeping you as well as fellow workers from making a stronger, better working environment.

A 360 degree feedback system is usually implemented within an organization or company, with the chore purpose of providing participants with feedback. The feedback is often delivered namelessly and explains the worker’s strong and weak points at work. Just like any other survey programs, the worth of this particular feedback tool depends on its pattern and final execution. If done adequately, it may provide helpful insights for workers into how they are seen by others who work around them. If done inadequately, the feedback delivered will be useless. So, it is important that you first explore the basics of feedback system, in addition to various drawbacks of using it.

Often, employees do not feel comfortable in giving helpful feedback to peers. The 360 degree feedback form will allow them to offer constructive feedback confidentially. It actually provides a useful prospect for peers and co-workers to share their insights with others, without any fear of having to face emotional reactions. Once the responses of survey are collected, they are arranged in a table form and then given to targeted workers. This feedback, ideally, is utilized by target workers to practice further improvement in aspects in which weakness has been identified.

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