First and foremost, it is important to highlight that 360° feedback evaluates a person’s performance from both an individual and a collective perspective. It gathers perceptions from a group of people who work with the feedback recipient, at a given time and in a given context. It is more than
just a personal development tool as it can also help to promote change by outlining and communicating expected behaviors. Which means that 360° feedback can be regarded as a vehicle for the cultural transformation of a company. When individual data is consolidated, 360° feedback can be used as a strategic HR tool for managing competencies, including, but not limited to, those relating to management and leadership. In fact, more and more companies are using 360° feedback to develop the competencies of their specialists or project managers, for example.