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Purpose and benefits

A 360-degree appraisal is an appraisal based on feedback from colleagues surrounding the person being appraised (hence the 360 degrees). These colleagues generally include the direct line manager (and others senior to the person being appraised), peers, team colleagues, and direct reports. They may also, on occasions, include customers and clients. In addition, the person being appraised will often be asked to “self-rate”, so that their own feelings about their performance can be added to the mix.

As with any appraisal, there is no absolute “truth” in the reflections given in a 360-degree survey. People will always translate others’ behaviours through their own set of values and beliefs, likes and dislikes. For this reason, 360-appraisals cannot be used to measure competence. However, we can never underestimate the power of subjective reality: if we are perceived to be a poor manager, team worker, or change agent, we will be treated as if this is true.