360-DEGREE FEEDBACK AS A COMPETITIVE ADVANTAGE

This article examines the status of 360-degree feedback in organization. How to optimally use feedback from multiple constituencies as a competitive advantage is discussed. Differences between traditional performance appraisal and 360-degree feedback are elucidated. Elements of designing and implementing an effective 360-degree feedback program are explored: content, employee involvement, item type, format, relevance, implementation, using results for evaluation and/or development, including managers self-assessment, and the form and content of the feedback. A research agenda on 360-degree programs is charted. (C) 1993 by John Wiley and Sons, Inc.