Definition
360-degree feedback gathers performance input from multiple sources—managers, peers, subordinates, and sometimes customers—for a holistic view.

Introduction
One boss’s view can’t define performance. Multi-source feedback uncovers blind spots and promotes balanced development.

Explanation
1️⃣ Multiple perspectives — Peers and reports offer behavioral insights.
2️⃣ Anonymous inputs — Encourages honest feedback.
3️⃣ Balanced metrics — Combine qualitative and quantitative scores.
4️⃣ Action plans — Focus feedback into development goals.
5️⃣ Confidentiality — Protect identities to ensure trust.

Key Takeaways

Feedback diversity reduces bias.

Train raters to ensure reliability.

Use data for growth, not punishment.

Real-World Case
IBM: Uses “Checkpoint” 360 feedback system integrated into its cognitive HR platform, personalizing development plans.