360-degree feedback is a feedback process where not just your superior but your peers and direct reports and sometimes even customers evaluate you. You receive an analysis of how you perceive yourself and how others perceive you.

360-degree feedback generates two types of reactions:

  • Positive (Strengths):
    • “Catch people doing something right.”
    • –Identifies and reinforces behaviours that should be continued
  • Constructive (Opportunities):
    • –Not negative
    • –Points out behaviours that need to change, also known as opportunities


Positive feedback follows a recognised loop as follows:

  1. Involvement
  2. Commitment
  3. Achievement
  4. Recognition
  5. Motivation

Positive feedback is…

  • Descriptive—not evaluative
  • Specific rather than general
  • Aware of the needs of the giver AND receiver
  • Identifies strengths of the individual
  • Timely
  • Checked to ensure communication

To minimise resistance and conflict, constructive feedback is…

  • Is motivated by an honest attempt to help both the individual
  • Is based on dialogue, not monologue – talk to the individual, not at him/her
  • Is given at time/place individual is ready to receive
  • Results in a consensus about the problem
  • Focuses on behaviour/performance not personality
  • Offers suggestions for improvement and concludes with specific action plans