Most organizations that implement 360-degree appraisal start with an exclusive focus on development.

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This is because 360-degree appraisal is primarily used as a tool for employee development and career growth. It provides a comprehensive view of an employee's performance by gathering feedback from multiple sources, including supervisors, peers, subordinates, and sometimes even external stakeholders. This feedback can be used to identify areas of strength and weakness, set goals for improvement, and develop strategies for professional growth. Over time, some organizations may also use 360-degree appraisal for performance evaluation or compensation decisions, but the primary focus is typically on development.

Most Organizations That Implement 360-Degree Appraisal Start with an Exclusive