.360 Degree Feedback And Employee Performance Improvement Factors

360-degree feedback is one of the new management ideas in the 1990's . It makesits possible that the employees can get performance feedback from his subordinates,colleagues and customers inside and outside. The direct objective of the 360-degreefeedback is enhancing person's self-knowledge, which can help person improve hisperformance and get along well with people around him. Many enterprises carry out thisnew performance appraisal tool now. But some enterprises which carried out it couldn'tmake its employees' performance improving. The article study the possible factors whichpossibly affect performance improvement according to the precondition that carrying out360-degree feedback can make employees' performance improve. In the first paragraph,introducing the essential condition of 360-degree feedback, it's definition and how to carryout 360-degree feedback in an ordinary situation. Then simply evaluating it. Next,introducing factors affecting employees' performance improvement. The article mainlyanalysis the possible factors which affect employees' attitude for 360-degree feedback andthese factors affect employees' intention simultaneously. It can be decided by these factorswhether employees will take actual actions to improve themselves performance or not.These factors include self-other agreement, perceived process' fairness, (perceived)organizational support,personal character,etc. In the third paragraph, citing a case analysisthese factors further, and drawing a conclusion that these factors affect employees'performance improvement after carrying out 360-degree feedback in the enterprise. Atlast, given the advise for performing 360-degree feedback in enterprises.