Effective feedback is an essential part of a company's internal communication process. The primary goal of a feedback is to increase information flow, improve relations between managers and employees and offer people additional relevant information. Therefore, feedback helps fulfill the goals of individuals and ultimately the company.
It is clear what the purpose of a feedback is. However, what are its main principles and characteristics is yet to be determined. A research on a company feedback mechanism needs to be conducted to better understand the process of creating feedbacks. Comparing various types of feedbacks used in widely known and respected companies might prove as a useful tool in solving this issue as well. Another area where research needs to be done is concerning the concrete rules and characteristics that are to be considered when giving feedback. When is it appropriate to give feedback? How should its main scope be defined? Further, are there any length and question formulation specifics that are to be followed? As a result of this research, it will be possible to make conclusions on how an effective feedback should look like and what characteristics should it have.
In view of the fact that a 360-degree feedback is widely preferred type of a feedback it is appropriate to concentrate the remainder of this paper on its particular characteristics. The 360-degree feedback is a widespread type of a feedback that provides comprehensive information on every person that is in contact with a particular employee. Its main goal is to increase attentiveness and responsiveness of employees in order to improve their work performance. Nevertheless, it is characteristic that a 360-degree feedback is a time-consuming procedure that requires a considerable amount of attention by managers as well as employees. In a variety of cases it might not be an adequate solution. One of the goals of this paper is to analyze its advantages and disadvantages and compare it to other feedback types.