As performance appraisal method known as multisource feedback (MSF) or 360° feedback was popular in Western organizations for decades, it is questionable if the practice will offer similar benefits at international level. In this article, the literature on multisource feedback and comparative culture is reviewed. Based upon practices suggested by recent literature, a research was conducted at the two large-size organizations in Thailand. This research found that managers can accept the multisource feedback for development purpose. Negative cultural implications can be avoided while maintaining the merits of multisource feedback for employee development.