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Several studies indicate that the use of 360-degree feedback helps to improve employee performance because it helps the evaluated see different perspectives of their performance.

In a 5-year study, no improvement in overall rater scores was found between the 1st and 2nd year, but higher scores were noted between 2nd and 3rd and 3rd and 4th years.

Reilly et al.

( 1996 ) found that performance increased between the 1st and 2nd administrations, and sustained this improvement 2 years later.

Additional studies show that 360-degree feedback may be predictive of future performance.