Abstract
The 360-degree feedback is one of the standard feedback formats in corporations these days; it enables complementing the feedback provided through the performance with a feedback provided by the people who get in contact with the person evaluated. An alternative, even if less commonly used feedback method is the Sociomapping, a format which started being used in the 1900s with the exposed army garrisons and with crews simulating long spaceflights; later on, professional working teams started using it as well.
Comparison of both methods implies that, whilst the key indication for the use of the 360-degree feedback is the planning of competency development, Sociomapping is better suited for improvement of mutual communication and cooperation.