What does 360-degree feedback primarily identify?

What does 360-degree feedback primarily identify?

• A. Salary adjustments
• B. Strengths and gaps from multiple perspectives
• C. Compliance issues
• D. Hiring decisions

Answer: (B)

360-degree feedback collects performance information from multiple sources—supervisors, peers, direct reports, and self-assessment—to provide a comprehensive view of how someone performs across key competencies. This broad input makes strengths and development gaps visible that a single evaluator might miss, which is why it’s primarily used for development and targeted improvement plans. It is not about determining salary adjustments, compliance issues, or hiring decisions, which are handled through separate processes.

360-degree feedback collects performance information from multiple sources—supervisors, peers, direct reports, and self-assessment—to provide a comprehensive view of how someone performs across key competencies. This broad input makes strengths and development gaps visible that a single evaluator might miss, which is why it’s primarily used for development and targeted improvement plans. It is not about determining salary adjustments, compliance issues, or hiring decisions, which are handled through separate processes.