What are the best uses of 360-degree feedback?

The best use of 360 is to identify priority areas for improvement of individual performance. Some newer software platforms are sufficiently flexible to accommodate a variety of mainstream uses:

Measuring hard-to-quantify aspects of performance. Many aspects of work, especially business, technical and administrative activities, are relatively easy to quantify and measure, so it doesn't make sense to go to the trouble of surveying a lot of opinions about them. Other key areas of performance are hard to quantify. Typically, these involve the interpersonal aspects of work, such as leadership, communication, sales, service, negotiation and instruction. 360 supports:
• Performance improvement validation
• Executive coaching
• Leadership development
• Employee development

Needs assessment. Most 360 systems will aggregate individual data at group and organization levels, providing the best possible performance-based needs assessment data. Organizations can easily identify areas of skill strength and deficiency.

Organizational surveys. Survey software can be also be used to gather feedback for any kind of group, department or other organizational entity:
• Climate/engagement surveys
• Customer satisfaction surveys
• Team effectiveness surveys