A 360 degree feedback process can be very insightful but it comes with a high degree of risk if not handled correctly. We differ from other companies in that we believe such a sensitive process needs to be conducted by a suitably qualified individual. We would not recommend using a lower level instrument or purchasing any 360 test on - line.
Organisations commonly use 360-degree feedback for developmental purposes, providing it to employees to assist them in developing work skills and or behavioural traits. However, organisations are increasingly using 360-degree feedback in performance evaluations and employment decisions (e.g. Internal advancement and assessing Talent Pipeline suitability). When 360-degree feedback is used for performance evaluation purposes, it is sometimes called a "360-degree review”.