360 best practice guidelines state that as a tool, 360 degree feedback sits alongside a number of other processes used in organisations to harness the potential of individuals.
360 degree feedback builds on the principles of structured and rigorous assessment against competencies, which is the core of assessment and development centres.
360 degree feedback draws on the principles of wider involvement and consultation evident in employee attitude and opinion surveys, but with a focus centred on individual performance rather than organisational culture and climate.
360 degree feedback builds on the principle of regular feedback on performance evident in performance appraisals, but because a wider range of people are involved can be seen as fairer and more credible.
Fundamental to 360 degree feedback is the objective of increasing self-awareness, which is one of the key objectives of coaching, counselling and career development activities.
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