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What is a 360 degree feedback? Huh?
September 08, 2009


Employee Rights News You Can Use



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Date September 8, 2009

Issue #06



What does 360 degree feedback mean to you?

Your company may not use this form of employee evaluation yet, but statistics show more employers are starting to. You know the first time I heard "360 degree feedback" my reaction was, what the heck is that? But, after doing research it I found it to be quite intriguing. The term "360" means a circle of those around you in the workplace. They are commonly co-workers, managers, internal and external customers and your immediate manage or supervisor.

These people are called "raters", meaning they give an anonymous evaluation of how well you are capable of doing your job. In 360 feedbacks, an evaluation form is used by raters to measure your competence and skill level for the position you are in. The raters are also asked to give their comments and the one being rated usually does a self evaluation.

For the most part 360 degree feedback evaluations are used either as an appraisal of job performance or as a way to expose your weaknesses and strengths in the position. When the feedback is done "secretly" our co-workers may feel more comfortable about giving an honest assessment of our skill level. You then have a point of reference to "fix" any areas of skill and behavior to become more efficient and productive.

The employee being rated is given insight into how she is perceived by her peers. Companies that use 360 degree feedback as a way to evaluate an employee’s past job performance sometimes find it hard to do this because of a lack of "trust" for the system. I don't about you but anytime a 360 appraisal involves things like promotions, demotions and compensation (money), I'm going to be really concerned about who rated me negatively and why!

Besides, the purpose of 360 feedback is to determine how skillful and competent I am for the job. The traditional appraisal reflects how well or poorly I have been doing that job over a past period of time. These evaluations are best dealt with in the one-on-one manager to employee performance review.

Upside of 360 degree feedback

  • Uncover training needs
  • Team Work
  • Self Improvement
  • Company Needs
  • More complete evaluation
  • Can be more accurate

Downside of 360 degree feedback

  • Possible discrimination
  • Inadequate rater training
  • Unrealistic expectations
  • No way to dispute rater feedback
  • Inadequate 360 feedback training

For a 360 degree feedback system to work, proper training of all involved is a must. When used correctly a 360 feedback evaluation is great for solving conflict between management and employees and increase customer satisfaction. For more info on how a 360 degree feedback can affect you follow this link.

More blessings to come!



Top Tips!


Watch what you post on social networks!

With the explosion of social media networks more employers are using them to weed out job applicants. Conducting employee background checks on the following sites...

  • Classmates
  • MySpace
  • Twitter
  • Facebook

...are becoming commonplace. Unfortunately, this has created a problem for the job applicant and employee privacy rights involving background checks. For example, an airline attendant posted "questionable" personal pictures on a website resulting in a lawsuit. Another person "tweeted" (Twitter) a complaint about being offered a job that required commuting and not liking the job.

The company saw the tweet and took back the job offer! Employers want to use the most effective and inexpensive ways to make the best hiring decisions. As of this writing there are no laws to stop employers from using internet searches to get info on applicants and employees. However, there are a few laws all career seekers should know about.

  • (FCRA) Fair Credit Reporting Act
  • (SCA) The Stored Communications Act
  • (NLRA) National Labor Relations Act
  • Discrimination Laws
  • State Laws

Employers are getting bolder in searching for potential employee info versus being concerned about respecting the job applicant’s expectation of privacy. What that means is every one expecting to work for someone else must be very careful and mindful of personal info they post on social media and other internet sites!

For more info on employee background checks;

For more info on employee privacy rights background checks;


The Next Issue of Basic Employee Rights eNews!

How to learn your employer's negative documentation tricks!



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Your Basic Employee Rights eNews is published the first week of the month, 12 weeks per year. From time to time we will publish special features that affect employees in the workplace.



Note: Any and all information provided within this Newsletter/Ezine is for educational and general information purposes only. It is NOT INTENDED as legal advice. Please review this specific disclaimer;


Written by Yancey Thomas Jr.


(c)copyright 2009


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