Ways of using 360 degree feedback

How does 360 degree feedback compare to other organisational interventions?
360 degree feedback fits neatly into a number of areas of staff appraisal and development - it does not replace any of them but it does add a new dimension to each of them:

Assessment and Development
360 degree feedback is normally structured  around defined competency frameworks so it provides a clear focus to the assessment and identification of development.

Employee Surveys
The wider involvement and consultation used for individual 360 degree feedback draws on the principles of wider involvement and consultation evident in employee attitude and opinion surveys, but with a focus on individual performance rather than organisational culture and climate.

Performance Appraisals
360 degree feedback builds on the principle of regular feedback on performance evident in performance appraisals, but because a wider range of people are involved can be seen as fairer and more credible.

Coaching, Counselling and Career Development Interventions
Fundamental to 360 degree feedback is the objective of increasing self-awareness, which is one of the key objectives of coaching, counselling and career development activities. 

Training Needs Assessments
The advantage of 360 degree feedback when assessing training needs is that it is based on the observations of the real life behaviour of the individual and is based around a structured competency framework.

Teamwork and Cultural Change
The advantage of 360 degree feedback when assessing training needs is that it is based on the observations of the real life behaviour of the individual and is based around a structured competency framework.

Diversity Policy
Even the best diversity policy document cannot make sure that people's individual behaviour is in line with the desired best practice. 360 feedback uses real life observation of the individual's behaviour and assesses it against both the best practice framework and the individual's self perception.