360-degree feedback can be called multi-source evaluation or multi-evaluator evaluation, which is different from the traditional way of evaluating subordinates from top to bottom.

In this model, the evaluator is not only the superior supervisor of the appraisee, but also other people who have close contact with it, such as colleagues, subordinates and customers. And the manager's self-evaluation.

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In other words, it collects evaluation information from different groups. The evaluation results will be fed back to the appraisee. On the one hand, it will encourage managers to fully understand themselves and make contributions to the personal development of employees (such as training programs)

Provide information to improve management skills and work performance, and improve team work; On the other hand, for the whole enterprise, it can improve the effect of performance appraisal and encourage employees to participate in organizational change.

Training efficiency is high, employee satisfaction is high, and a new corporate culture is established to promote enterprise development.

360-degree evaluation has the following remarkable characteristics:

All-round. The evaluators of 360-degree evaluation come from different levels of groups, so as to have a deeper and more comprehensive understanding of the evaluated people and obtain more accurate information.

Based on ability characteristics. The design basis of 360-degree evaluation elements is the competency evaluation model of each position, which avoids being directly used to evaluate performance results.

Anonymous evaluation. In order to ensure the reliability of evaluation results and reduce the concerns of evaluators, anonymity is generally adopted. At the same time, in order to enable participants to evaluate objectively, special scoring method training is needed.

Timely feedback. 360-degree evaluation emphasizes timely and objective feedback, which can promote the appraisee to know himself correctly and improve his behavior.

The main purpose is to promote development. In the feedback of the results of the 360-degree evaluation, there are special personal development plans and guidance. Once these opinions and suggestions are accepted by the evaluators, they can promote personal career development. At the same time, 360-degree feedback evaluation can also enhance the organization's competitive advantage and improve organizational performance.