4minutes 768 words
Performance management is the backbone of a thriving organization. Whether you’re a startup scaling fast or an established enterprise refining internal processes, how you assess your people shapes your culture
In today’s evolving workplace, performance management is no longer about checking boxes – it’s about unlocking potential. And if you’re an Oracle Fusion HCM customer still relying on traditional performance reviews, you may be missing out on a major shift that’s already transforming how organizations grow their people.
Many of our customers have already embraced this change by moving to 360 feedback – a more dynamic, inclusive, and forward-thinking approach to employee development. So the question is: Why not you?
🔁 The Shift from Traditional Reviews to 360 Feedback
In the past, performance reviews typically happened once or twice a year. A manager would evaluate an employee’s progress against a set of predetermined objectives. While this model brought structure, it often felt one-sided and rigid, especially in complex, team-driven environments. As such the normalization or standardization or bell curve is often criticized for negatively impacting morale by creating an unhealthy competitive environment.
But today’s organizations need more than just static reviews. They need insight from all directions. Enter: 360 feedback—a multi-source evaluation process built for the modern workforce.
“Several Oracle Fusion HCM customers have already transitioned to 360 feedback models and are seeing improved employee engagement, stronger leadership pipelines, and higher retention as a result.”
📊 What’s Included in Oracle Fusion HCM’s 360 Feedback?
Oracle Fusion HCM makes it simple to roll out 360 reviews with powerful, configurable tools. Here’s how it works:
📌 Self-Evaluation
Employees begin by rating themselves, reflecting on strengths and areas for growth. This builds awareness and ownership of development.
📌 Manager Evaluation
Managers assess performance using a structured template, considering both output and behavioural competencies.
📌 Peer & Subordinate Feedback (Optional)
Colleagues who work closely with the employee contribute anonymous feedback, enriching the perspective with real-world insights.
📌 Manager Final Rating
Managers review all inputs, finalize the overall rating, and create a development plan with the employee.
📌 Complete Feedback Loop
All contributors play a role in shaping a fair, transparent, and well-rounded performance picture.
🧩 Why Customers Are Moving from Traditional Reviews to 360 Feedback
🛠 Traditional Reviews – Benefits That Still Matter:
- Simple to implement.
- Clear alignment with job goals and KPIs.
- Well-suited for compliance and compensation decisions.
But they’re no longer enough on their own.
🔄 360 Feedback – Key Advantages:
- Holistic View: Includes self, manager, and peer input.
- Reduces Bias: Diversified feedback reduces reliance on a single opinion.
- Supports Leadership Development: Ideal for building soft skills like collaboration, emotional intelligence, and influence.
- Promotes Continuous Growth: More frequent and constructive input helps guide ongoing development—not just yearly evaluation.
- Boosts Engagement: Employees feel heard, seen, and supported.
🚀 Real Trends, Real Results
Oracle Fusion HCM customers across industries, retail, healthcare, energy, and financial services are adopting 360 feedback as part of their talent strategy. We had an opportunity to be in the journey of transitioning from traditional Performance Evaluation cycle to 360 Evaluation for few of our prestigious clients. Here’s why:
- One client replaced annual reviews with quarterly 360 cycles, leading to a 22% boost in employee satisfaction.
- Another added peer reviews for managers, identifying hidden leadership potential and reducing attrition by 18%.
- Multiple organizations integrated 360 feedback into leadership development tracks, tying it directly to succession planning and mentorship.
🧠 From Evaluation to Empowerment
Traditional reviews evaluate what someone achieved. 360 feedback explores how they work with others, lead, communicate, and grow.
When these two methods work together inside Oracle Fusion HCM you gain a performance management process that doesn’t just score people; it develops them.
⚖️ Comparing the Two: What Really Matters?
| Feature | Traditional Review | 360 Feedback |
| Feedback Source | Manager only | Multiple stakeholders |
| Focus Area | Task completion, performance | Skills, behaviour, relationships |
| Outcome | Promotions, raises, HR actions | Personal growth, development plans |
| Process Transparency | Open discussion | Anonymous, broader input |
| Use Case | Performance management | Leadership & skill development |
✅ Ready to Transform Your Feedback Culture?
Oracle Fusion HCM has everything you need to modernize your performance strategy—from goal setting and continuous feedback to full-cycle 360 evaluations.
Already, many customers are making the shift. If you’re looking to:
- Empower your people,
- Build a high-feedback culture,
- Identify future leaders,
- And make smarter, data-driven talent decisions.
Then it’s time to explore 360 feedback inside Oracle Fusion HCM.
💬 Want to see how it works in action?
📞 Reach out to us for a live demo — and take your performance process from tradition to transformation. We would be glad to share our knowledge and key take aways with you.
