180 Feedback is a performance review system where employees receive feedback from their supervisor and self-assessment. It does not include feedback from peers, subordinates, or external sources.

This type of feedback is crucial in the HR field as it provides a focused evaluation of employee performance from both personal and managerial perspectives. It helps in understanding an employee's strengths and areas for improvement directly related to their job responsibilities and goals outlined by the supervisor.

Why 180 Feedback is important is due to its direct line of communication between the employee and the manager. For HR specialists, it provides a structured framework to assess and guide employee performance improvement. Employers benefit by gaining insights into employee work habits and job satisfaction, which can inform decisions on training and promotions.

What is the key difference between 180 Feedback and 360 Feedback?

While 180 Feedback involves evaluations from a supervisor and self-assessment, 360 Feedback includes additional perspectives from peers, subordinates, and sometimes customers. This broader approach provides a more comprehensive view of an employee's performance.

How can employees benefit from 180 Feedback?

Employees can use insights gained from 180 Feedback to improve their performance, align their goals with company expectations, and enhance their career development by focusing on key competencies.

How does 180 Feedback support managerial effectiveness?

Managers can leverage 180 Feedback to establish a clearer communication channel with their team members, identify training needs, and develop individualized coaching plans to facilitate employee growth and improve overall team performance.