Home Top New Follow Journal Login
Friends, I have query ! Mathematically, a circle comes to cessation at 360 degree. When we mention a 720 degree are we talking of any overlapping of two systems where one involves one aspect and another deals with a separate? Since i have not come across any 720 degree appraisal i am bit intrigued in knowing the same
Rajesh B
Valuelanes, Bangalore
From India, Bangalore
Doing a 360 annually is not anything new. The 360 we use has a report that compares the current 360 to the previous 360 so that we can see the changes over time. Does that sound like a 720? We also have an Organizational Management Analysis report that presents a compilation of the information obtained from the individual 360 results of a group of managers. Delivered via the Internet, the report provides a factual summary of the perceptions of a management group with input from the managers’ bosses, peers, and direct reports.
From United States, Chelsea
that's true... There is a very slight improvement over 360 degree..
But the fact is, you don't see major break through in HR so often...
so even small enhancement to current tools are beneficial....
Ajmal Mirza
From India, Ahmadabad
Hello Ajmal:
>that's true... There is a very slight improvement over 360 degree.<
Some 360 providers don't want employers to see what has improved--all too often the improvement is marginal at best.
>But the fact is, you don't see major break through in HR so often...<
I agree, but the book "First break all the rules, what the world's greatest managers do differently" could be a break through if readers were to ask for help in putting its insights to work. We have been doing it for a long time.
>so even small enhancement to current tools are beneficial...<
I agree, but is a 720 anything more than two 360s?
From United States, Chelsea
hi robert...
my remarks were of what is happening in the general industry....
Even I need to read a lot more on 720 degree... I think that the concept is
still developing...
And yes i believe that it is going to be more than two 360s... as it would have direct relations between to appraisals and not just comparing...
with this, i mean to emphasis that we should accept even small enhancement to our current tools if it is going to improve our work..
I agree that your consultancy might be using similar techniques before somebody else gave it a fancy name... none the less the technique, even you would agree is beneficial for the HR community
Ajmal Mirza
From India, Ahmadabad
Hello Ajmal: A 720 is still two 360s but as you say with a different name. Since we have already developed a 720 what makes the one you described different?
From United States, Chelsea
First let me clarify.... I not an authority on the subject as I stated earlier... That I still am reading the subject
Some of the points of difference I came across are [actual quote for the document]
720 degree does not propose to be of only two assessment but a continuous assessment...
Further, I belive that preparing of the tool has to be done keeping in mind that the outcome is going to be evaluated again after some specified period.... So the assessment sheets and forms are to be prepared accordingly....
The more I read it... I come to believe that it is different from traditional 360 degree...
Would be able to comment further only once I have read the subject thoroughly
Ajmal Mirza
From India, Ahmadabad
i am raaj doing a project in720 degree appraisal , my project title is 720 degree scan correlated across leading organization in an experience band of 2 - 10 years , this appraisal system includes all the personal relationships and peer group of tyhe employee to appraise him/her as i believe that the climate in which performance is generated is off the work and hence a mother would be a person to appraise as she knows the individual better than anybody else , my project includes 8 organizations of 10 employees in each organization and 11 respondents for each employee , i am doing this in hyderabad and i need industry contacts in carrying out the project in ease.
with regards
From India, Hyderabad
Hello Ajmal:
Anyone who uses a 360 can include external raters so that isn't new either. It appears you may be overly impressed with the words used to describe the 360 process. A 360 can use all internal raters, all external raters or a combination of both. We even have a two boss 360 which makes no sense to me but some employers want it. A 360 is a 360 and it doesn't matter who does the rating, internal and/or external raters. Be aware that providing feedback to the subject of the 360 is seldom enough to get the subject to improve his behavior.
From United States, Chelsea

>i believe that the climate in which performance is generated is off the work <

Is this the binding philosophy of your research and analysis ?

performance can never be generated out of work - this is my belief. There are definitely deviations in the behavioural aspects of an individual within and outside of an organization - which is true and that is the reason for finding variations in the assessment tests taken at various places (rather environment)

Enviornment can play a vital role in shaping the values/personality etc during the formative years which will have an impact on the individual from the performance perspective too, but the theory of performance related to environment outside the work - sounds a bit inriguing to me !!

In that case, the Org Climate will never have any relevance or prominence in the HRM

I am just furnishing my views - and please understand that am not an authority to speak about this and am never questioninig your theory as well - just trying to explore and understand


Rajesh B


From India, Bangalore
Dear All, 720 Degree Appraisal is a Biannual 360 Degree feedback process followed typically in the Retail sector pre-dominant in the Western world. best regards
From India, Bangalore
Hi sankalp
I have been reading on this subject for some days now[not from very reliable sources though]... but the point you have mentioned has not figured in the readings till now
could you please guide me as to where i can get more information on this subject, If you could post the article or link to it.. it would be really helpful to me..
with regards
From India, Ahmadabad
Hi Ajmal,
One of the few links available is http://boothco.com <link updated to site home>
This however does say that typically re-assessment is after a year. but I am aware that in where there is a contingent workforce it happens in faster cycles. Especially when feedback is on contingent/temp workforce and typically in the retail sector.
The comments are based on what we read at B-School. I dont have the text, but will ask my prof who is still there for some material on 720 Deg.
In the retail sector - I had been to an retail software and technology exhibition in birmingham on 2003 June where there were 5 vendors who were also exhibiting HR Software for the retail sector. Couple of them were also offering 720 Degree Survey Feedback. I unfortunately dont have those brochures with me. If I do come across I will share it with you. Is this something you are trying to implement or is it just an area of academic interest?
From India, Bangalore
As promised - I checked with some sources and the following information is what I got. Hope it helps...

A. the understanding about 720 degree feedback is very very murky.

different people define it in different ways.

1. Dave Ulrich (who is a major HR guru in the US) says when you gather

feedback from people outside the company, it is 720 degree feedback. his

article in which he makes this point is attached.

2. Clark Wilson (who is a consultant and has copyrighted the term '720

degree feedback') uses it to mean repeating the 360 degree process more

than once so that you can measure progress.

3. TV Rao (Indian HR guru) says 360 degree is assessing a person as he/she

is, using multiple raters. 720 degree feedback is when you assess potential

as well, again using multiple raters.

B. as far as organisational use of it goes, i dont know the answer to that.

but i guess there will be organisations using it, since there are a lot of

consultants who offer this service. and the consultants are mostly offering

Wilson's process as that is copyrighted.

C. i dont think it will be very relevant for a contingent or a temp

workforce. if you look at it from Ulrich's viewpoint (pt. 1) then it is

relevant in an org that is affected to a large extent by people outside the

org, who could be customers, suppliers, etc. From Wilson's and Rao's

viewpoint, it is relevant when you are thinking in terms of developing

people. and these people have to be people who you will retain for some

time. because the activity would require a lot of time and effort.
From India, Bangalore
Thanks Sankalp...
That was really useful in getting better perspective...
I had gone through the material available on Clark Wilson Group website, and have just read PDF file of "Capitalizing on Capabilities By Dave Ulrich and Norm Smallwood" [after your mentioning Dave Ulrich] and material you wrote about T.V.Rao [I was not able to get that on net-may be i will look for his opinion in my library]
All this is cleared some of the doubts but I think to understand it better, if somebody could come up with a book/paper titled 720 Degrees Feedback that would be an excellent thing for us..
From India, Ahmadabad
This doesnt make sense.....every time we have a 360 feedback/appraisal its still a 360 feedback/appraisal rather than.....1st feedback=360, 2nd feedback=720, 3rd feedback=1080 and so on.
One could call it a 720 feedback if there was another dimension added to it i.e.
1st dimension = subordinate, peer, boss
2nd dimension = customer, impacted function (e.g Finance), vendor
Analysis Paralysis..........

What all i have been able to gauge about 720 degree appraisal is as under;
360 deg app is restricted only to the internal stakeholders like peers, superiors & subordinates.
In 720 degree appraisal, feedback is taken from external stakeholders also like immediate clients with whomsaid appraisee is working in direct contact, surveyors or company outbound partners. This can broaden spectrum of assessment.
This is one area what i have been able to trace through readings & own perception. I can't comment very surely.
Would request everyone to keep everyone posted on this with any latest updates coming to their knowledge.
Pls apprise with ur opinions.
Good Day!!
From India, Chandigarh
Hello Monica: A 360 can include internal and external raters. Calling a 360 a 720 is just changing its name.
From United States, Chelsea
Hello Everybody,

Before i comment on the topic, let me say somethings that are to be said to avoid any confusions:

1. I'm not the authority on the subject and so any thing you dont agree to, we can discuss.

2. I was just searching for some information on 720 and came across citehr in one of the search results. I read ALL the replies from the beginning and thought i should also contribute whatever little i know of the topic from academic point of view.

360 degree method:

In this method a person is rated by the following people:

- Topdown Boss

- Crossfunctional Colleagues and Internal Customers

- Peers - Immediate & Functional Colleagues

- Bottom up Direct reporters

Now, this is what is Traditional 360-degrees. What happenned overtime is that more and more people wrote articles (which we read on internet) and each of them has given/added what they felt would be a part of 360-degrees. and thats why the confusion. we now think customers / suppliers / Stake holders / family etc are a part of 360-degrees (which is not true)

Later people talked about

540-degree Appraisal

Now this, in addition to the ones mentioned above, takes into consideration, the feedback from External Customers and Suppliers

720-degree appraisal

this would also take the feedback from Stakeholders & Family.

Many and many more articles on the web say a 360-degree done twice is 720-degree. Well atleast to me it doesnt make so much sense. if we are talking of using same parameters time and again.

My organisation has a process of doing an appraisal once every quarter - and we follow 360-degree. now does that mean my organisation has discovered a new appraisal system? THE ALL-NEW 1440-DEGREE APPRAISAL METHOD????

Being a learner... i would still like comments from the group.


Manish Modani

Polaris Management Services Pvt. Ltd.



As an organisation directly involved in implementing Global 360 programme's, I'd be interested in finding out what a 720 exactly contains. We recommmend running a checkpoint survey after 6 months to see how the individual is progressing with his Personal Development Programme.......we normally only use the particular questions which identified his strengths and weaknesses (in other words a scaled down survey)
One of my colleagues said she'd also heard of a 900 degree survey.....
I wonder if HR create new systems just to make themselves look productive!!
From United Kingdom, London
hai i would like to know about 720 appraisal methode how does it works in the organisation differently than the 360 degree? please help me
From India, Madras
Can anyone please guide me in understanding all the performance appraisal types.............like
# 90 degree
# 180 degree
# 270 degree
# 360 degree
# 540 degree
# 720 degree
i want to know what is the difference between all this types.
From India
Hi all, I have heard that for 720 degree performance appraisal the family members and the stake holders will also rate the employees. Can any one tell who all will rate the employees?

Hi Bob
I had been reading some posts on 720 degree apraisal in citehr recently and I was intrigued, I made searches and came across with these posts in citehr in 2005.
I have no clue as to who has given a fancy name to this process.360 degree mathematically converged and it refers to feedback mecahnism. Whatever improvement we think of, need to be within this circle. The employee is at the centre and he gets rated. 720 degree, if my little knowledge in maths is acceptable, does not make two circles. Two 360 degrees will make two circles.
I am also reading postings on 270 degree 360, 540,720, and I really do not know why they have left out 450 and 630!
I think it is just some fancy name given by someone not understanding the mathematical phenomenon.
From India, Chennai
Dear All:with my pleasure to join this page with you alli am looking for all information related with degree feedbaack appraisal 720
From Egypt, Cairo

I think this site has the tendency to be repetitive with many of its discussion topics. I don't know whether this is something good or bad for HR practitioners/ professionals, but if you look at the way our membership has increased from where we are since Sid created this site in 2004 (from a few hundreds to hundreds of thousands with several hundreds of new members joining every day), we can say that our peers in HR seem NOT to mind repetitive discussions of a particular topic like 360 and 720 Degrees appraisal methodologies.

I remember responding once on this topic, but I can't remember all that I wrote in that post. But anyway, just like some discussants now, I also have strong negative views about the attempt to re-invent/ re-package the "360 Degrees" methodology into the so-called "720 Degrees".

To me this attempt by some people to simply rename an existing methodology or system just because of a "repeat of its implementation" within the same period is not a positive development for human knowledge and advancement of HR ---- both as a field of study and profession.

I believe HR professionals would do well to focus on the further improvement of the 360 Degree method rather than repackage it and give it another name ---- and, consequently claim recognition. At this point in time, the 360 Degree method is still a very doubtful performance appraisal methodology because of the reasons enumerated below. Hence, simply repackaging it would still make these issues unresolved:

1. It is not an appraisal tool but simply a framework on how to implement an appraisal tool or system;

2. Its proponents cannot identify and justify the appropriate weights of the each contact's ratings to make the ratings credible and acceptable to both the employee, the immediate superior, and the organization;

3. Because of the vagueness on the acceptability of the weights of each contact's ratings, the end result of this appraisal method is open to legal challenge, esp when such result is used as basis for both promotion and/ or disciplinary action, e.g. dismissal.

By the way, those who are trying to professionalize their organizations (thru manualization of their operating procedures) can now have the chance of doing it cheaply because my company is offering a very special sale of all policies and manuals being sold by its sister company --- The Corporate Policy Center. This sale gives our clients as much as 50% discount on the regular prices posted in its website. For those interested, please feel fre to visit our site for the list of Available Manuals and their prices at: http://www.freewebs.com/emillaconsulting

Best wishes.

Ed Llarena, Jr.
Managing Partner
Emilla Consulting


From Philippines, Parañaque
hi all,
its a long confusion i have seen on this topic.the simplest thing i can say on 720 degree appraisal is that it adds up your behaviour beyond office campus.it means your 15 haours behaviour(24 hours- 9 office hours=15 hours)

the special thing about it is...
we are able to monitor employees progress in different aspects, like,...
how much is he improving with.....1. himself, 2. peers, 3. boss, 4.subords, 5.clients, etc.
Again, how much he is responsible for his own development, improvement and growth.
And what I feel, we are also able to minimise errors in appraisal by an automatic cross check of our own 360 assessment.
So, its something more than just two 360s.
Waiting for response......
From India, Mumbai

To ask a question or write a reply on this discussion you will need to create an account and login.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2017 Cite.Co™