Apples, Oranges, and the Orchard of Growth

Comparing 360-degree feedback to traditional performance or development reviews is like comparing an orchard to a single tree. Both aim to nourish growth, but the richness, complexity, and sustainability they offer are worlds apart.

Let’s step into the orchard.

Traditional Performance or Development Reviews: A Narrow Lens

The traditional performance review typically flows one way: manager to employee. It often happens annually and focuses heavily on past performance against set goals.

While it serves important administrative functions (like promotions and pay decisions), it tends to be limited by:

• Bias: One person’s view can never be fully objective.

• Timing: Once-a-year conversations can feel outdated or irrelevant.

• Scope: Missing peer and team perspectives.

360 Feedback: A Symphony of Perspectives

In contrast, 360-degree feedback gathers input from multiple sources. It measures not just “what” people achieve, but “how” they achieve it — their collaboration, influence, empathy, and leadership behaviors.

Benefits include:

• Broader Insight: Multiple views paint a richer picture.

• Behavioral Focus: Not just outcomes, but the journey.

• Continuous Development: Often integrated into leadership programs and coaching.

Example: Jordan’s Leap

Jordan’s traditional reviews praised his technical brilliance. But his 360 feedback revealed gaps in listening skills and emotional intelligence. Working with a coach, he transformed from a lone genius into a team catalyst — a shift that propelled him into executive leadership.

Key Differences at a Glance