‘Why do I need feedback system?’
‘Isn’t traditional method good enough to seek feedback?’
‘I have an open door policy. I know a lot about them.’
‘I am fine with the current feedback system.’

We have heard it all many a time.
All of it is being said, perhaps because of resistance towards change. Sometimes, organizations think the modern way of taking feedback, that is 360-degree feedback, is not that good.

What is 360-degree feedback?
360-degree feedback is a system where employees receive feedback not only from their superiors but even from peers and in the form of direct reports as well. That’s not it, employees are also evaluated by customers at times.
The feedback received is confidential. An anonymous online feedback form is filled online by people working around employees. The question bank consists of points associated with the performance of employees. This isn’t a subjective or objective type feedback form. Questions come with a rating scale and comment section.
A self-rating survey is also conducted where employee rates himself or herself. So, under 360 degree feedback system, an analysis is done where employees get to know what they think of themselves and how others perceive them.

Why 360-degree feedback?
It raises or increases self awareness. Employees come to know about their strengths, weakness, thoughts, beliefs, etc. Self awareness becomes more important in case of leadership as leaders have to strike a balance between competing priorities.
As per one of the research, employees generally score themselves lower than what they get the score from their superiors, peers or direct reports.
Isn’t it motivating to now that people think of you higher than what you think of yourself?
360 degree feedback form can open new avenues of opportunities. Feedback is received from different people and they might have uncovered a different area altogether which needs improvement. This could be something which an employee might not have thought of ever. However, due to feedback, it could be incorporated by the organization in employee development plans.
It promotes dialogue between survey administrators and survey leaders. Dialogue is the stepping stone towards improvement. 360 survey provides a natural opportunity for dialogue where strength is given focus and weakness is explored. Also, improvement goals and plans to achieve them are discussed. If required, dialogue may also include employees.
 Leaders must not have reached their respective position by hit and trial. They are the epitome of self awareness. They know their strengths and weaknesses. They push themselves harder to bring out the best in them. And if they are provided with an honest feedback that will be cherry on the cake, as it will make things easier for them.
It makes employees more accountable. Ambiguity is the biggest enemy of accountability. However, if the job responsibilities are soundly supported by facts, no one will try shed his or her responsibility. Similarly, in case of 360-degree feedback, behaviours of the employees are supported by legitimate judgements. Therefore, making them accountable. Eventually, they will be able to take more responsibilities.

What’s between 360-degree and performance appraisal?
360-degree feedback system has many a time been related to performance appraisal. However, the question under consideration is, should two be linked?
Well, as per prevailing thoughts, the answer is ‘no’.
These two are here to serve a different purpose. On one hand, former is a development tool and on another hand, latter is linked to compensation decisions. It is believed where compensation is the result, individuals will favour each other by giving only positive feedback. Whereas, the 360-degree motto is to improve employees’ performance on the basis of honest feedback. Therefore, even if negative feedback is given against anyone, he or she should take it as constructive suggestion.

The 360-degree feedback system is not easy to apply. However, if applied in the right manner, there is a high probability for an organization to receive a positive outcome.