Understanding The 360 Degree Performance Appraisal: Enhance Review About Performance & Prospective Of The Future Leader


The 360 degree performance appraisal policy is very complicated and difficult to implement. One may ask why organization should invest in 360 degree performance appraisal system? Here the answer, is for long term development of employee and to create a strong leadership front. The 360 degree performance appraisal method provides a holistic approach towards the performance of employee. It includes very important factors such as collaboration, teamwork and leadership. Development plan based on the 360 degree performance appraisal system, effectively improve the overall performance of employee and productivity of organization. There are different steps which we follow in order to implement the 360 degree assessment. Clarity and effectiveness of the system is very important for an organization.

The 360 degree performance appraisal system is advanced kind of appraisal which is used by  many organizations where performance of employee is judged using the review of around 7 to 12 people. These people are working with the employee and they share some of their work environment. The feedback is gathered in the form of reviews in terms of competencies of the employee. The employee himself or herself also takes part in this appraisal with the help of self assessment. The 360 degree performance appraisal system is a way to improve the understanding of strength and weaknesses of employee with the help of creative feedback forms.

There exist 3 prime reasons due to which organization prefer to go for a 360 degree performance appraisal.

  • In order to get a enhance review about performance and prospective of the future leader.
  • To broaden the insight of manpower development and its needs.
  • In order to collect feedback from all the employees and to ensure the organizational justice.

Usually under 360 degree appraisal system the feedback is collected from peers subordinates customers managers and the team members of the employee. The feedback is collected using on job survey based on the performance of employees there exist four stages of a 360 degree appraisal. The first stages self appraisal followed by superior’s appraisal then subordinates appraisal and lastly the peer appraisal.


  • To be aware of the traditional PA methods available
  • To acquaint participants of the 360 Degree Performance Appraisal tools – its good, bad and ugly.
  • The how’s of 360-degree PAs
  • Multimedia Presentation
  • Interactive Lectures
  • Role Play
  • Q & A

Managers, Senior Managers, Top Management