A 360-questionnaire includes direct feedback from all stakeholders under your management including subordinates, peers (colleagues), and supervisor(s), as well as a self-evaluation. The results from self and others are scored and compared to look at the match between self-perception and other perception of leadership, communication, carrying the mission, values, administrative, creativity and general sense of trust and leadership. Finding the blind spots, closing the gap on the problem areas is a benefit of the 360. This can be a scary for some managers and a difficult process to risk negative or unwanted feedback. The 360 evaluation is contrasted with “upward feedback,” where managers are given feedback only by their direct reports, or a “traditional performance appraisals” where the employees are most often reviewed only by their managers for an end of the year evaluation related to meeting performance goals.
