How is 360-degree feedback typically structured?

360-degree feedback is typically structured to include a comprehensive range of perspectives on an individual's performance by gathering input from various sources. This approach includes feedback not only from supervisors and managers but also encompasses insights from peers, subordinates, and often clients. The diversity of feedback sources helps to provide a well-rounded view of the individual’s strengths and areas for improvement, making it a valuable tool for personal and professional development.

Incorporating feedback from multiple stakeholders allows the evaluation to be more balanced and comprehensive, as different groups may observe different aspects of a person's work and behavior. For example, peers might provide insight into teamwork and collaboration, while subordinates can speak to leadership effectiveness and support.

This structured feedback mechanism contrasts with options that limit the scope of feedback, such as feedback only from supervisors or peer reviews without client input. These narrower approaches do not capture the full range of an individual's impact and may overlook valuable perspectives that contribute to a complete understanding of their performance. Self-assessment, while important for personal reflection, does not provide the multi-faceted insights that 360-degree feedback aims to achieve. Thus, the inclusion of feedback from various sources makes option C the most accurate representation of how 360-degree feedback is typically structured.