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Frequently Asked Questions About Performance Management, Performance Appraisals, Employee Reviews, Appraisal Forms and More

360 Degree Feedback, The Balanced Scorecard & Upwards Feedback

360 degree feedback, balanced scorecard and upwards feedback (providing feedback to the manager, from the employee) are more recent arrivals on the appraisal / performance management scene. On this page we'll help you understand them, what and how to use them, and the strengths and weaknesses of these various more comprehensive methods for improving performance. (note: some links are not yet active, but will be shortly).

Important Tip: If you are considering the use of 360 degree feedback in your organization, we suggest you read as many of the items on this page. While 360 degree feedback has potential to improve performance, it's also has some serious flaws and issues connected with its use. Often, what should work in theory does not work in practice.

• What Is 360 degree feedback?
• Is 360 degree feedback the same process as "multi-rater feedback" or multi-rater assessment?
• Is "multi-source feedback the same as 360 degree feedback?
• What is the theoretical ultimate purpose or point of 360 degree feedback?
• What principles underlie the practice of 360 degree feedback?
• Are there legal risks associated with the use of 360? Are they legally defensible?
• Is there a problem if we use "anonymous feedback" in 360?
• Is there a problem if we use non-anonymous feedback in 360?
• Is forced or mandatory participation in 360 degree feedback a problem?
• Can 360 degree feedback be used to replace traditional performance appraisal systems?
• Does 360 degree feedback really work in practice?
• How do I determine if our organization is ready for 360 feedback?
• Do you have any comments about automating the 360 degree feedback process?
• We're looking at buying 360 degree feedback software. Is there anything we should know?
• Is there an alternative to forced 360 that does the same thing?