top of page

Secret #7: Continuous 360-Degree Feedback

Today I want to share with you secret number 7 of autonomous teams: continuous 360-degree feedback. Continuous 360-degree feedback is a relatively new approach to employee performance evaluation. Unlike traditional annual or biannual feedback, it provides a continuous cycle of collecting and providing feedback from multiple sources.

Here are the advantages of continuous 360-degree feedback:

  • Faster individual development: Employees receive feedback more frequently, allowing them to identify areas for improvement and adjust their behavior more quickly.

  • Increased employee engagement: Continuous feedback makes employees feel more connected to their goals and overall organizational performance.

  • Greater transparency: The continuous feedback cycle provides a more comprehensive picture of an employee's performance, eliminating potential biases from traditional evaluations.

  • Adaptability to change: Continuous feedback allows evaluation to adapt to changing circumstances or new goals.

There are also some disadvantages:

  • Overwhelming: Too frequent feedback can be overwhelming for employees.

  • Feedback quality: It is important for feedback to be constructive, specific, and focused on behavior rather than personality.

  • Costs: Implementing a continuous feedback system may require investments in technology and training.

Here's how continuous 360-degree feedback can be implemented:

  • Use of digital tools: Online platforms can facilitate the collection and analysis of feedback from multiple sources.

  • Focus on objectives: Feedback should be connected to individual and team objectives.

  • Setting expectations: It is important to clarify to employees the frequency of feedback and how the collected information will be used.

  • Feedback training: Both managers and colleagues should be trained on how to provide constructive feedback.

In conclusion, continuous 360-degree feedback can be a valuable tool for employee development and improving organizational performance. However, for it to be effective, it requires strategic implementation and a culture of open and constructive feedback.


Recent Posts

See All


bottom of page