The document discusses 360 degree feedback, which involves obtaining performance feedback on an employee from their manager, subordinates, peers, customers, and suppliers. It provides details on why 360 degree feedback is better than traditional methods, allowing for a more accurate and impartial perspective. Some shortcomings are that it can be time consuming and intimidating for employees. The document then outlines a 9 step process for implementing 360 degree feedback successfully, including determining readiness, developing surveys, and conducting interviews. It also discusses what 360 degree feedback typically measures, such as skills, effectiveness, and how others perceive the employee. Finally, it lists some major companies that use 360 degree feedback programs.