In an era of economic and technological change, organizations are increasing their efforts to develop their employees by providing them several training opportunities. Due to the need for making employees get the most out of these trainings and using budgets more efficiently, training evaluations have become extremely important. Training evaluation is a systematic process of comparing the level of performance of attendants before and after the training activity and assessing the results of the program by linking the outputs obtained to the targets of the organization. This study discusses the use of 360-degree feedback method for evaluating training performance and suggests that this method may yield more objective and participative results by taking not only the supervisor’s but also the other parts’(customers, colleagues, and subordinates) views into consideration. The study was carried out with the cooperation of a private bank during one of their training organizations in which 50 employees from different branches participated. As the 360-degree feedback method requires direct feedback from an employee’s subordinates, peers, supervisors, and customers as well as a self-evaluation, participants’ supervisors were contacted before the training and requested to state who would take place in this process. For each employee, the contact lists included the first-line manager, the second-line manager, one of the peers, and five direct customers. The review of these parts were received before the training and one month after the training by survey method. A total of 900 surveys were obtained at the end of these two steps. The obtained data were subjected to one-sample t-test and Kolmogorov-Smirnov test using SPSS software. According to the analyses, it was found out that the results of the 360-degree feedback method was positive and, in turn, significant. As a result, the method has been found suitable for evaluating training performance. Although, receiving feedback from many different parts requires relatively more time and effort than conventional ways of training evaluation, the method can be used as a valuable tool in organizations and help employee development.