How Do You Explain the 360-Degree Approach in an Interview Without Confusion?

Hi, I am confused with the term 360 degrees, although there is a lot of information available on this site related to this term. A 360-degree approach is not specifically related to performance appraisal. There are various applications of the concept such as 360-degree branding, 360-degree advertising, 360-degree campaigns, etc. So, if an interviewer asks what a 360-degree approach entails, what should be the appropriate answer?

Then, tell the interviewer about the various contexts in which 360 degrees is used and explain the one that is relevant to the field of the job for which you are being interviewed.

Have a nice day.

Regards,
Simhan
A retired academic in the UK

Hi Deepti,

Generally, when we talk about a 360-degree HR context, it means a 360-degree feedback survey or a 360-degree appraisal system.

Traditionally, an appraisal is done on a top-down system, which means a superior appraises his or her subordinate. However, in a 360-degree appraisal system, an appraisee is rated or appraised from 5 different points or angles. He or she will be appraised by the superior, by the subordinates, by the peers who are at the same level in the organization hierarchy, and by themselves.

That's why it is called a 360-degree appraisal system. It makes a full circle from the top, down, and both sides.

I hope that gives you an idea about the 360-degree appraisal system.

Thanks with warm regards,

Vinod Kumar