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In some cases, the evaluation is expanded to everyone that an employee comes into contact with through 360-degree feedback.
In some cases, the evaluation is expanded to everyone that an employee comes into contact with through 360-degree feedback. The 360-degree evaluation analyzes individuals’ performance from all sides—from their supervisor’s viewpoint, from their subordinates’ viewpoint, from their customers (if applicable), from their peers, and from their own self-evaluation.

The 360-degree evaluation would generally give us the most accurate analysis of the individual and their performance within the company. However, It takes a significant amount of time for a group of individuals to evaluate one person if we use a 360-degree format.

The 360-degree evaluation format tends to be most valuable if it is used for purposes of individual development, rather than to make administrative evaluative decisions. A good 360-degree feedback system can provide specific suggestions about how to improve individual competencies. It can also go a long way toward minimizing some of the most common problems with the performance appraisal process.