The balance careers reviews what it is, how it works, and how to conduct it.

A group of coworkers and managers can provide feedback about a fellow employee's performance through a professional feedback opportunity.Unlike a typical employee performance review in which an employee's work performance is evaluated by their manager, a 360 review takes into account feedback from peers and reporting staff, even customers and other people who interact with the employee.

feedback about an employee's performance, skills, and contributions is solicited and then shared with the employee.

The employee's manager, several peer staff members, reporting staff, and functional managers are some of the people who participate in the reviews.

Performance feedback is solicited from all directions in the organization, which is why the term is called a "360 review".The feedback will give the employee the chance to understand how their work is viewed by their coworkers in the total organization.

The goal of a typical performance review is to look at how the employee affects the work of other employees and whether or not that work was accomplished.Informal feedback from other employees may be sought by the manager in those reviews, but that is not the same as a formal review.

Skills and contributions are the focus of the review.The feedback is to give an employee a balanced view of how others view their work contribution and performance, in areas such as leadership, teamwork, Interpersonal communication and interaction, management, contribution, work habits, accountability, and vision, depending on the employee's job.

The review allows coworkers to assess the employee's impact on furthering their goals, objective accomplishments, and positive customer results as observed by team members.

Depending on the culture and climate of the organization, different methods are used to get feedback about employees.

The manager gets the feedback when he asks for it.The feedback is analyzed by the manager to see patterns of behavior as well as positive and constructive feedback.

The goal is to give the employee the key and important points without giving them too much feedback.The feedback is easier to organize and share if the manager asks for it in response to specific questions.

Some organizations use instruments that tally results electronically and give employees a score in each area assessed, while others use open-ended questions.It's easy to tally up and share feedback online.

External consultants can be hired to administer the surveys when managers are getting a review.In some cases, the consultants share the data with the manager and staff.The manager and staff work together to plan improvements for the department.

This process is the best way to improve the overall organization and the individual employee's performance.Sharing the feedback received as well as goals for performance improvement can help a team unite in their efforts to help the manager achieve their plan.

In more progressive organizations that have built a climate of trust, employees give feedback directly to each other, without the manager as a go-between.