Editing Performance appraisal (section)

====360 Degree Feedback====
360 degree feedback contains elements of self, peer and manager appraisal as it aims to incorporate feedback from multiple sources to produce a more comprehensive evaluation of the appraisee.<ref>{{cite journal |last1=González-Gil |first1=M.T. |last2=Parro-Moreno |first2=A.I. |last3=Oter-Quintana |first3=C. |last4=González-Blázquez |first4=C. |last5=Martínez-Marcos |first5=M. |last6=Casillas-Santana |first6=M. |last7=Arlandis-Casanova |first7=A. |last8=Canalejas-Pérez |first8=C. |title=360-Degree evaluation: Towards a comprehensive, integrated assessment of performance on clinical placement in nursing degrees: A descriptive observational study |journal=Nurse Education Today |date=December 2020 |volume=95 |pages=104594 |doi=10.1016/j.nedt.2020.104594 |pmid=32979748 }}</ref> The feedback is divided to reflect formative and summative domains – formative feedback is taken from peers; Summative feedback is taken from managers. Both are combined to inform development, but it is the summative feedback which counts most toward organizational performance indicators and potential rewards or punishments related to performance.<ref name="Meghdad et al 2020 Assessment of the performance">{{cite journal |last1=Meghdad |first1=Rahati |last2=Nayereh |first2=Rohollahi |last3=Zahra |first3=Sakeni |last4=Houriye |first4=Zahed |last5=Reza |first5=Nanakar |title=Assessment of the performance of nurses based on the 360-degree model and fuzzy multi-criteria decision-making method (FMCDM) and selecting qualified nurses |journal=Heliyon |date=January 2020 |volume=6 |issue=1 |pages=e03257 |doi=10.1016/j.heliyon.2020.e03257 |doi-access=free |pmid=32042978 |pmc=7002825 |bibcode=2020Heliy...603257M }}</ref>

The principal advantage of 360 degree feedback is that it is comprehensive and makes it possible for the “organization” to feed back on an individual, thus blunting potential biases that might occur in less fulsome processes, as such the 360 process promotes organizational trust, and mitigates against staff members’ intent to leave.<ref name="Meghdad et al 2020 Assessment of the performance"/>