The 360 review process is used by our organization as an integral part of the performance management process. This "multi-rater" feedback is designed to provide the supervisor with information about their employees that they would not be in a position to obtain themselves; it offers the opportunity to develop a "well-rounded" view of the employee.
We use the 360 review so that managers can see the full picture in regard to their employee(s). Our business is so complex, that most of our staff interact with many different people on a daily basis. While the supervisor may have a good understanding of the employees' quality of work, they may not have the full picture about how their employees work with others, or how their employees work affects others.
Who should you ask for feedback?
Be selective when choosing individuals to ask for a response. Think about your employee's position and typical job duties: who does he/she interact with on a regular basis? Consider colleagues, peers, subordinates, and supervisors. If your employee supervises others you should always include at least one of their direct reports.
When you ask the selected individuals for feedback about your employee(s) it's important to keep a couple of things in mind: