The 360 ​​Degree Feedback System can be very delicate in nature. A person who is not well prepared could lose his balance. It can also generate some new problem in an organization. Not designed and conducted well, it carries the potential danger of a candidate developing incorrect perceptions or notions about one or more auditors and creating a new perspective on them. It is therefore inevitable and significant 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 examine whether the candidate is ready for this. For the purpose of systematic analysis and examination of the problem at hand, the studies of several researchers were examined. Baron, (2009) examines that managers who received positive feedback on their supervisory behavior significantly improved their behavior and improved subordinate ratings of managerial performance. Similarly, Baron (2009) found that employees were favorably disposed toward associate ratings. Feedback is positively correlated with satisfaction with previous peer ratings and negatively associated with perceived friendship bias and years of business experience. Subordinates' leadership ratings were significantly higher following subordinate feedback in which a highly structured session occurred in which leaders discussed the results of the feedback with subordinates (Baron, 2009). Low and mid-level performers have improved and high performers have declined over time. This is because supervisors who received an evaluation were no more likely to improve performance than managers who did not receive feedback; people who have given themselves a higher self-evaluation than that of their subordination… middle of paper… optimizations aimed at success in the 21st century know that they will operate in a changing environment. They are well aware that information, both individual and organizational, will be a key area of ​​success. In this area of ​​continuous change, 360° feedback becomes a valuable tool not only for staying current, but for continually growing the cutting-edge skills needed to thrive. 360° feedback can also be a quick and easy way to meet the requirements of your training needs. By tracking the skills needed and the proficiency levels displayed, training departments can quickly and accurately review the topic, content and frequency of their program's curriculum. 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 single, use (Martınez. 2007).