The 360 ​​Degree Feedback System can be very delicate in nature. A person who is not well prepared could be unbalanced. It can also create new problems in an organization. Poorly designed and poorly conducted, it presents the potential danger that a candidate will develop erroneous perceptions or notions about one or more of his or her listeners and create a new perspective toward them. It is therefore inevitable and important to manage the process well and make it foolproof. The first important step is to examine whether the organization is ready or not. The second important step is to consider whether the candidate is ready. For the purpose of systematic analysis and review of the problem at hand, studies carried out by several researchers were reviewed. Baron (2009) examines that managers who received positive feedback on their supervisory behavior significantly improved their behavior and improved subordinates' ratings of managerial performance. Similarly, Baron (2009) found that employees were favorably disposed toward associate ratings. Feedback is positively related to satisfaction with prior peer evaluations and negatively associated with perceived friendship bias and years of experience at the company. Subordinates' leadership ratings were significantly higher following subordinate feedback in which a highly structured session was held in which leaders discussed the results of the feedback with their subordinates (Baron, 2009). Low and average performers improved and high achievers declined over time. This is because supervisors who received an evaluation were no more likely to improve their performance than managers who did not receive feedback; People who have given themselves a higher self-evaluation than those of their subordinates...... middle of paper ......success-oriented 21st century achievements know they will perform in a changing environment. They are well aware that information, both individual and organizational, will be a key factor for success. In this continually changing field, 360° feedback becomes a valuable tool to not only stay current, but also to always develop the cutting-edge skills needed to thrive. 360° feedback can also be a quick and easy way to address training needs. By keeping track of required skills and displayed skill levels, training departments can quickly and accurately review the subject matter, content and frequency of their program. What used to take days can now be done in hours. Perhaps more than any other tool, 360° feedback promotes continuous learning and growth because it is designed and intended for repeated, not one-time, use (Martınez. 2007).