360度反馈系统是一个过程，员工可以收到匿名的匿名工作人员的机密反馈。这些包括与员工一起工作的人员。这种混合是大约8至12人，他们填写了与他们一起工作的人的匿名反馈。这涵盖了一系列主题和匿名反馈。收到反馈意见的人填写表格，其中包含表格中包含的某些调查问题（Williams，2002）。公司内的经理和领导使用360反馈调查来更好地理解实力和弱点。 360反馈系统用于自动列表结果，并以一种能够使接受者创建最终开发计划的格式呈现（Hutchinson，2013）。将每项行动的个人反应结合在一起以确保匿名（Armstrong，2006）。这将使员工清楚地了解整体优势和劣势。 360反馈用于不属于管理角色的人员的开发工具。 360为非管理人员整理的反馈用于帮助人们在各自的角色中变得更有效（Espinilla等，2013）。这些将有助于他们理解他们需要关注的领域，如果他们想在管理角色中前进的话。
The 360 Degree feedback system is a process where the employees receive confidential feedback that is anonymous from the people they work with. These include the people who work with the employees. This mixture is around 8 to 12 people who fill out anonymous feedback from the people who work with them. This covers a range of topics and anonymous feedback. The person who receives the feedback fills out a form that includes certain survey questions which are included in the forms (Williams, 2002). The managers and the leaders within the companies use the 360 feedback surveys to gain better comprehension of the strength and weakness. The 360-feedback system is used to automatically tabulate the results and present them in a format that would enable the recipient to create a final development plan (Hutchinson, 2013). The individual responses for each action are combined to ensure that there is anonymity (Armstrong, 2006). This would give the employee a clear picture of the overall strengths and weaknesses. The 360 feedback is used for the development tool for the people who are not a part in the management role. 360 Feedback that is collated for the non-managers is used to help the people to become more effective in their respective roles (Espinilla et al., 2013). These would assist them understand the areas where they need to focus on if they want to move ahead in the management role.