On any given day, Qualtrics powers over 2,000 360 Feedback evaluations on roughly 1,400 subjects across the globe. That means we’re on track to power well over 700,000 evaluations this year.

That’s a lot of feedback.

We know every organization has unique characteristics, a distinct culture, and a wide variety of leadership needs. We wanted to take some of the basic practices in 360 Feedback survey design and package them up in a sample assessment to help you get started or benchmark your existing efforts.

If you want to download these as a PDF with additional examples and program tips, click here

Many managers agree that 360 feedback is a useful tool for employee engagement programs, mentoring, and employee review periods, but when it comes time to create questions to ask in your 360 assessments, many people draw a blank. It’s important to keep in mind that every employee needs a feedback in different areas for it to be useful. For example, you obviously wouldn’t ask coworkers of an employee in the creative department, “How well does (Subject Name) organize, analyze, and present large data sets that drive business decisions”

Sample Competencies and Statements

Hello (Evaluator Name),

You’ve been asked to provide employee feedback in this 360-degree survey for (Subject Name).
Below are 6 items about key leadership principles that apply to (Subject Name)’s development.

Please provide your anonymous feedback by answering the following questions:

Self-Awareness

Please rate (Subject’s Name/Yourself) on self-awareness relative to peers:

Among the lagging 10% Among the lagging third Typical Among the leading third Among the leading 10%
Keeps control of his/her emotions and behavior, even when involved in high-pressure situations
Is highly ethical
Acts professionally
Learns from his/her mistakes

Please provide any additional feedback you have about this competency:

 

Drive for Results

Please rate (Subject’s Name/Yourself) in terms of drive for results relative to peers:

Among the lagging 10% Among the lagging third Typical Among the leading third Among the leading 10%
Is focused on the needs of the customer
Is a problem solver

Please provide any additional feedback you have about this competency:

 

Leadership

Please rate (Subject’s Name/Yourself) proficiency in leadership relative to peers:

Among the lagging 10% Among the lagging third Typical Among the leading third Among the leading 10%
Inspires continuous growth and learning in others
Handles conflict in an appropriate manner
Takes initiative to solve problems
Motivates others to reach their goals

Please provide any additional feedback you have about this competency:

 

Communication

Please rate (Subject’s Name/Yourself) ability with interpersonal communication:

Among the lagging 10% Among the lagging third Typical Among the leading third Among the leading 10%
Communicates openly/effectively with others
Is open and receptive to feedback/seeks out feedback

Please provide any additional feedback you have about this competency:

 

Teamwork

Please rate (Subject’s Name/Yourself) ability with teamwork:

Among the lagging 10% Among the lagging third Typical Among the leading third Among the leading 10%
Works well in a team
Gives constructive and helpful feedback
Treats others with respect
Responds constructively to the mistakes of others
Is open to change and innovation

Please provide any additional feedback you have about this competency:

 

(Subject’s Name) contributes to my ability to do my job well

Strongly Disagree
Disagree
Neither Agree nor Disagree
Agree
Strongly Agree

Share a concrete example of something (Subject’s Name) does well:

Share a concrete example of something (Subject’s Name) could improve:

Are there any comments you would like to share with (Subject’s Name)’s manager?:

 

 

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