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Employee Performance
What to Ask in 360 Feedback: Example Questions and Template
360 Feedback is a useful tool for employee development, usually run during employee review periods. However, when it comes time to create feedback questions to ask in your 360 Degree Feedback assessments, many people draw a blank.
Here’s a 360 Feedback survey template for asking someone about a colleague, manager or subordinate’s performance at work. These best practice examples can help you get started on your survey, or benchmark what you’re currently doing.
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.
Many managers agree that 360 feedback is a useful tool for employee engagement programs, mentoring, employee review periods, and adds to the employee experience; 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”
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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 bottom 10% | Among the bottom third | Typical | Among the leading third | Among the leading 10% | |
| Keeps control of their emotions and behavior, even when involved in high-pressure situations | |||||
| Is highly ethical | |||||
| Acts professionally | |||||
| Learns from their 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 bottom 10% | Among the bottom 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 bottom 10% | Among the bottom 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 bottom 10% | Among the bottom 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 bottom 10% | Among the bottom 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?:
Want all these 360 Feedback questions in a PDF, along with more best practices and program tips? Download our 360 Feedback best practices guide
Best practices: 360° feedback eBook
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