360 Degree Performance Feedback System
A 360 degree performance feedback system collects input on a person from the people around them. Their manager, their peers, their direct reports and sometimes clients.
Everything depends on whether respondents believe they cannot be identified, and that is a design problem rather than a promise.
The mechanics that decide it are specific. Responses from a group are only reported when the group is large enough, commonly four or more. Direct manager feedback is shown separately, since it is identifiable by definition. Free-text comments are the highest risk, because writing style and specific incidents identify people even when names are stripped.
Get any of that wrong once and the next round produces only safe, positive answers from everybody. Confidence in a feedback system is very hard to rebuild once people have decided it is not really anonymous.
The Fair Work Ombudsman covers performance and workplace rights. This is general information rather than legal advice.
See Sentrient’s performance management system and performance review software.
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