360-Degree Feedback – An efficient tool for individual performance assessment?

- Employees get a broader perspective of how they are perceived by people they interact with at work;
- It gives workers a more rounded view of their performance;
- Feedback is perceived as being more valid and objective, thus leading to results acceptance and required actions.
- Employees do not always give honest feedback;
- Lack of action following feedback;
- Poor implementation of the 360-degree tool will negatively affect employees motivation;
- Employees might be put under stress when receiving or giving feedback.
- Linman, T. (n.d.), 360-degree feedback: Weighing the pros and cons
- Armstrong, M. (2009), Armstrong’s handbook of human resources management practice, Eleventh Edition. India: Replika Press
- Toegel, G. and Conger, J. A. (2003), 360-degree assessment: Time for reinvention, Center for Effective Organizations Publication
