Which of the following is a benefit of 360 evaluations?

The benefit of 360 evaluations lies in their ability to give a comprehensive view of employee performance. This method gathers feedback from a variety of sources, including supervisors, peers, subordinates, and sometimes even external stakeholders, creating a well-rounded perspective on an individual's strengths and areas for improvement. By encompassing multiple viewpoints, 360 evaluations help identify patterns in feedback that may not be visible when relying on a single perspective. This holistic approach can lead to more accurate assessments of an employee's performance, support personal development, and facilitate targeted coaching and training opportunities.

In contrast, the other options do not capture the essence of what makes 360 evaluations valuable. Evaluations based solely on a single perspective, such as from a supervisor only, can miss important insights and create a biased view of performance. Suggesting that 360 evaluations require less time to complete overlooks the reality that they often involve multiple respondents and can be more time-intensive due to the coordination and analysis required. Finally, focusing solely on self-assessment does not reflect the multidimensional nature of 360 evaluations, which specifically emphasizes gathering feedback from a diverse set of evaluators rather than relying on an individual’s self-perception.