25 Powerful 360 Review Questions And How To Write Them
Want to conduct a 360-degree survey but never created one before? Maybe you have but yours aren’t eliciting the quality of feedback you’d hoped. Perhaps you’re just hungry for extra tips and tricks.
Either way, use this article as inspiration and guidance to help you develop great 360 review questions. I’ve included A LOT of examples, maybe too many, but hopefully you find it useful.
What Is 360 Feedback?
360-degree feedback is a performance evaluation method where an employee receives feedback from multiple sources, providing a comprehensive view of their performance.
It’s typically used to evaluate a range of competencies and behaviors, particularly those that impact teamwork, communication, leadership, and interpersonal relationships.
The feedback typically comes from various stakeholders, including:
- Managers: Direct supervisors who assess the person’s performance from a leadership perspective.
- Peers: Colleagues who work closely with the person offering insights into teamwork, communication, and collaboration.
- Direct reports: Subordinates (if applicable) who can comment on leadership and management skills.
- Self-assessment: The person’s own evaluation, allowing them to reflect on their strengths and areas for improvement.
- Customers or clients: In some cases, external feedback may be collected, especially for roles that involve client interaction.
This feedback method aims to provide a balanced and objective view of an employee’s performance, highlighting strengths and areas for development from different perspectives, which is useful when conducting a performance appraisal, for example.
This part is important: 360-degree feedback is best used for learning and development purposes because people are more likely to be honest when they know feedback won’t impede someone’s career development.
360-degree feedback is not a good tool to use when an individual’s performance is stumbling or the person is at risk of disciplinary action.
What Makes A Good 360-Degree Review Question?
Crafting effective 360-degree review questions is crucial to gathering feedback that’s meaningful and actionable—but poorly designed questions can lead to frustrating results.
Questions like “Is [Name] a good communicator?” are too vague to provide useful insights, while negatively phrased ones like “Does [Name] fail to meet deadlines?” can feel accusatory and biased.
These types of questions not only frustrate respondents but also risk derailing the feedback process, making it harder to identify real strengths and opportunities for growth.
Good news, these pitfalls are avoidable! The following section provides a detailed guide to design questions that elicit clear, constructive feedback while driving meaningful development.
Reflective of the relationship
360-degree review questions should be tailored to the relationship the participant has with the employee.
This is because managers, peers, reports, and customers will view and assess the employee’s performance from different angles.
Customizing questions ensures relevant feedback based on direct experience. Here are some sample questions across the different types of relationships between the employee and the reviewer.
Managers
Managers evaluate employees based on task execution, team contributions, and overall performance within their role.
Sample questions:
- How effectively does [Employee Name] prioritize and complete their tasks?
- In what ways does [Employee Name] contribute to the team’s overall success?
- Can you provide examples of [Employee Name] taking initiative or solving complex problems?
- How would you rate [Employee Name]'s ability to meet deadlines and deliver quality work?
Peers
Peers provide insights into teamwork, communication, and collaboration, drawing from shared projects or day-to-day interactions.
Sample questions:
- How well does [Employee Name] collaborate with team members on shared tasks or goals?
- In what ways does [Employee Name] foster open and respectful communication?
- Does [Employee Name] contribute positively to the team culture? Please provide examples.
- How effective is [Employee Name] at providing and receiving constructive feedback?
Direct reports
Direct reports evaluate leadership, management, and the ability to create a supportive and motivating environment.
Sample questions:
- How effectively does [Employee Name] provide clear direction and set expectations?
- In what ways does [Employee Name] encourage and support professional development within the team?
- How approachable is [Employee Name] when you need guidance or feedback?
- Does [Employee Name] create an inclusive and collaborative environment? Please explain.
Self-assessment
Self-assessments allow employees to reflect on their own performance, areas for growth, and alignment with team and organizational goals.
Sample questions:
- What are your key strengths, and how have you applied them to your role in the past year?
- Which areas do you believe need improvement, and what steps are you taking to address them?
- Can you provide examples of contributions you’ve made to your team’s success?
- How do you assess your communication and collaboration with peers and managers?
Customers or clients
For client-facing roles, feedback from customers can shed light on professionalism, problem-solving, and customer satisfaction.
Sample questions:
- How effectively does [Employee Name] address your needs and concerns?
- Can you provide examples of [Employee Name] delivering exceptional customer service?
- How would you rate [Employee Name]’s responsiveness and communication during interactions?
- Does [Employee Name] demonstrate a strong understanding of your goals or challenges?
Role-specific
Questions should reflect the specific skills, competencies, and responsibilities outlined in the employee’s job description.
Align questions with organizational values and leadership expectations to assess how well the employee fulfills their role.
For example, check out these role-specific questions across different types of relationships between the person being evaluated and the evaluator:
Engineering and technical roles
Focus areas: Problem-solving, code quality, technical expertise, collaboration in development teams.
- [Manager Question]: How effectively does [Name] deliver high-quality code that meets project requirements and deadlines?
- [Peer Question]: Can you provide an example of how [Name] contributed to troubleshooting and resolving a technical issue?
- [Manager/Peer Question]: How well does [Name] communicate technical concepts to non-technical stakeholders?
- [Self-Assessment Question]: In what ways do you contribute to process improvements or innovation within the team?
Sales and business development
Focus areas: Relationship management, revenue generation, negotiation skills, customer engagement.
- [Manager Question]: How effectively does [Name] build and maintain strong relationships with clients?
- [Customer/Client Question]: Can you provide an example of a time [Name] successfully overcame an objection or closed a complex deal?
- [Manager Question] How well does [Name] align their sales strategies with customer needs and company objectives?
- [Self-Assessment Question] How proactive are you in identifying new business opportunities or market trends?
Customer support and client services
Focus areas: Problem resolution, responsiveness, customer satisfaction, empathy.
- [Customer/Client Question] How effectively does [Name] handle customer inquiries and resolve issues in a timely manner?
- [Peer/Manager Question] Can you share an example of a time [Name] went above and beyond to assist a customer?
- [Manager Question] How well does [Name] balance efficiency with a customer-centric approach in their interactions?
- [Self-Assessment Question] How do you contribute to improving support processes or team knowledge sharing?
Leadership and management
Focus areas: Decision-making, team development, strategic thinking, organizational impact.
- [Direct Report Question] How effectively does [Name] inspire and motivate their team to achieve goals?
- [Manager Question] Can you provide an example of a time [Name] navigated a difficult leadership challenge?
- [Manager/Peer Question] How well does [Name] align their decisions with company vision and long-term strategy?
- [Direct Report Question] In what ways does [Name] mentor or develop others within the organization?
Human resources and people operations
Focus areas: Talent development, employee engagement, compliance, culture building.
- [Manager Question] How effectively does [Name] support employee development and performance management?
- [Peer/Manager Question] Can you share an example of a time [Name] implemented an HR initiative that improved workplace culture?
- [Direct Report Question] How well does [Name] handle sensitive employee matters with discretion and fairness?
- [Self-Assessment Question] How proactive are you in identifying and addressing organizational talent needs?
Open-ended and closed questions
While the majority of questions will be closed, e.g. 1-5 or yes/no, a mix of closed and open-ended questions allows for both quantitative measurement and qualitative insights into leadership effectiveness.
Below are some examples tailored specifically for leadership and management roles:
Closed-ended questions (Likert Scale or Yes/No)
- [Manager Question] On a scale of 1-5, how effectively does [Name] make informed decisions under pressure?
- [Peer Question] Does [Name] seek input before making major decisions? (Yes/No)
- [Manager Question] How well does [Name] align decisions with company strategy? (1 = Not at all, 5 = Always)
- [Direct Report Question] How consistently does [Name] provide useful feedback? (1-5)
- [Manager Question] Does [Name] manage their team fairly? (Yes/No)
- [Direct Report Question] To what extent does [Name] recognize and reward contributions? (1-5)
- [Peer Question] How effectively does [Name] communicate expectations? (1-5)
- [Direct Report Question] Does [Name] foster an open and inclusive environment? (Yes/No)
- [Peer Question] How well does [Name] collaborate across teams? (1-5)
Open-ended questions
- [Manager Question] Share an example of a strategic decision [Name] made that had a significant impact.
- [Peer Question] How does [Name] incorporate peer feedback into decisions?
- [Direct Report Question] What’s one way [Name] has helped you grow professionally?
- [Manager Question] What leadership strengths and areas for growth do you see in [Name]?
- [Direct Report Question] Describe a time [Name] clearly communicated a difficult message.
- [Peer Question] How does [Name] contribute to a collaborative work environment?
- [Manager Question] Give an example of when [Name] implemented an idea that improved performance.
- [Peer Question] How does [Name] respond to unexpected challenges?
Neutral and unbiased
To encourage honest and constructive feedback, questions should be non-leading and neutral in tone.
Biased questions may assume negativity or push the evaluator toward a certain response, whereas neutral questions allow for a balanced assessment based on observed behavior.
Unbiased questions help reviewers focus on observable behavior rather than leading them toward a negative or positive judgment.
Below are examples of biased vs. neutral questions, categorized by evaluator type.
Manager questions
❌ Biased: Does [Name] struggle to make decisions under pressure?
✅ Neutral: How effectively does [Name] make timely and informed decisions in high-pressure situations?
❌ Biased: Is [Name] a weak leader who avoids difficult conversations?
✅ Neutral: How well does [Name] handle difficult conversations and provide clear guidance to their team?
❌ Biased: Is [Name] resistant to change and unwilling to try new approaches?
✅ Neutral: How open is [Name] to trying new approaches and adapting to change?
Peer questions
❌ Biased: Does [Name] often ignore input from colleagues when making decisions?
✅ Neutral: How well does [Name] consider input from colleagues when making decisions?
❌ Biased: Does [Name] frequently miscommunicate with others?
✅ Neutral: How clearly and effectively does [Name] communicate information with colleagues?
❌ Biased: Does [Name] lack creativity when solving problems?
✅ Neutral: How effectively does [Name] contribute creative solutions to challenges?
Direct report questions
❌ Biased: Does [Name] fail to provide helpful feedback to their team?
✅ Neutral: How effectively does [Name] provide feedback that helps you improve performance?
❌ Biased: Does [Name] fail to create a supportive team environment?
✅ Neutral: How effectively does [Name] foster a supportive and inclusive team environment?
10 Closed-Ended 360-Degree Feedback Questions
Close ended questions are easier to measure and compare and can focus on specific behaviors, skills, or competencies. They’re quick to answer, easy to compare, and laser-focused on specific skills or behaviors.
Think of them as the backbone of your feedback—they give you clear data points that help highlight patterns, track progress, and spot areas that might need a little extra attention.
Leadership and decision-making
Q: To what extent does [Name] make decisions that positively impact the team and organization?
A: 1 - Never | 2 - Rarely | 3 - Sometimes | 4 - Often | 5 - Always
Communication
Q: How effectively does [Name] communicate their ideas and expectations clearly?
A: 1 - Very Ineffectively | 2 - Ineffectively | 3 - Neutral | 4 - Effectively | 5 - Very Effectively
Teamwork and collaboration
Q: How well does [Name] work with others and contribute to the team dynamic?
A: 1 - Strongly Disagree | 2 - Disagree | 3 - Neutral | 4 - Agree | 5 - Strongly Agree
Adaptability
Q: How effectively does [Name] handle changes in work assignments or processes?
A: 1 - Not at All | 2 - Rarely | 3 - Sometimes | 4 - Often | 5 - Always
Problem-solving
Q: How constructive and solution-oriented is [Name] when approaching challenges?
A: 1 - Strongly Disagree | 2 - Disagree | 3 - Neutral | 4 - Agree | 5 - Strongly Agree
Reliability and accountability
Q: How consistently can [Name] be relied upon to complete tasks and fulfill responsibilities?
A: 1 - Never | 2 - Rarely | 3 - Sometimes | 4 - Often | 5 - Always
Customer/client focus
Q: How well does [Name] demonstrate understanding and commitment to meeting customer/client needs?
A: 1 - Strongly Disagree | 2 - Disagree | 3 - Neutral | 4 - Agree | 5 - Strongly Agree
Professional growth
Q: How actively does [Name] seek feedback and work to improve their skills and performance?
A: 1 - Not at All | 2 - Rarely | 3 - Sometimes | 4 - Often | 5 - Consistently
Conflict resolution
Q: How effective is [Name] at resolving conflicts in a fair and constructive manner?
A: 1 - Strongly Disagree | 2 - Disagree | 3 - Neutral | 4 - Agree | 5 - Strongly Agree
Time management
Q: How effectively does [Name] manage time and prioritize tasks?
A: 1 - Never | 2 - Rarely | 3 - Sometimes | 4 - Often | 5 - Always
These questions can help gather focused, quantifiable data from multiple perspectives to build a well-rounded evaluation of an employee's performance.
10 Open-Ended 360-Degree Feedback Questions
Open-ended questions allow respondents to provide specific examples, explanations, or context, offering richer and more nuanced insights.
Unlike closed-ended questions that give you a quick snapshot, open-ended questions invite people to share real stories, examples, and details that bring feedback to life.
Leadership and decision-making
In what ways does [Name] demonstrate effective leadership or decision-making skills? Can you provide an example?
Communication
How would you describe [Name]'s communication style? Are there any areas where they could improve?
Teamwork and collaboration
Can you share an example of how [Name] contributes to a positive team environment?
Adaptability
How does [Name] handle change or unexpected challenges? Can you provide a specific example?
Problem-solving
Describe a time when [Name] approached a challenge creatively or effectively. What impact did it have?
Reliability and accountability
How dependable is [Name] in meeting deadlines and following through on commitments? Can you share any specific experiences?
Customer/client focus
In what ways does [Name] demonstrate commitment to customer/client satisfaction? Are there any areas for improvement?
Professional growth
What steps has [Name] taken to develop professionally? How do they respond to feedback?
Conflict resolution
How does [Name] handle conflict within the team or with others? Can you provide an example of a time they managed a disagreement?
Time management
How effectively does [Employee] prioritize tasks and manage their workload? Are there areas where they could improve?
5 Core Competency 360-Degree Feedback Questions
Core competencies like communication, teamwork, problem-solving, adaptability, and accountability are essential to success in any role.
Focusing on these areas in a 360-degree review can serve as a great start to creating a well-rounded view of an employee’s performance and impact.
The questions below are designed to keep feedback clear, actionable, and relevant, helping uncover strengths and opportunities for growth in the areas that matter most.Writing effective 360-degree feedback questions means focusing on specific behaviors, competencies, and roles to gather actionable, unbiased insights.
Below are key steps and best practices for crafting effective 360 feedback questions:
1. Identify core competencies
Start by identifying the key competencies or behaviors relevant to the employee’s role and organizational goals. These might include:
✔ Leadership (for managers and senior leaders)
✔ Teamwork and collaboration (for cross-functional roles)
✔ Communication (for roles requiring stakeholder engagement)
✔ Adaptability and problem-solving (for fast-paced work environments)
✔ Customer focus (for client-facing roles).
Aligning competencies with the employee’s responsibilities and evaluator’s perspective ensures you’ll collect more relevant and meaningful feedback.
2. Tailor questions based on evaluator relationships
Feedback from managers, peers, direct reports, and clients provides different insights. Each question should be structured to match the evaluator’s role in relation to the employee.
Example:
🚫 Biased & generic: Does [Name] lead the team effectively?
✅ Refined for relationship:
- Manager question: How well does [Name] provide guidance and direction to their team?
- Direct report question: How effectively does [Name] support your professional growth and success?
- Peer question: How well does [Name] collaborate with colleagues across teams?
- Customer/client question: How effectively does [Name] address client needs and concerns?
By refining the question for each relationship, evaluators provide feedback on behaviors they can directly observe, leading to more accurate and useful insights.
3. Focus on observable behaviors, not assumptions
Following on from the above, questions should be based on what evaluators can view directly, avoiding speculation about intentions or personality traits.
Example:
🚫 Does [Name] care about their team’s success? (Subjective & Assumes Intent)
✅ How does [Name] actively support team success? (Focuses on Actions & Outcomes)
4. Use clear, objective language
Avoid vague terms and ensure questions are focused on what’s being assessed.
Example:
🚫 Is [Name] a good communicator? (Too vague—“good” is subjective)
✅ How effectively does [Name] communicate expectations to their team? (Clear and measurable)
Using role-specific language ensures evaluators understand the criteria and provide relevant responses.
5. Align questions with development goals
Feedback should contribute to ongoing employee growth, helping people improve in key areas.
Example:
🚫 Does [Name] handle change well? (General and unclear focus)
✅ How well does [Name] adapt to shifting priorities and unexpected challenges? (Encourages actionable feedback for adaptability)
This ensures responses provide insights that contribute to performance improvement and development planning.
6. Use a consistent rating scale for quantitative questions
If using a Likert scale (e.g., 1–5), keep it consistent across all questions for clarity and easy data analysis.
✔ Example of a strong rating scale:
1 - Never | 2 - Rarely | 3 - Sometimes | 4 - Often | 5 - Always
This avoids confusion and makes it easier to compare feedback across different competencies.
7. Balance closed-ended and open-ended questions
Closed-ended questions quantify feedback, while open-ended questions capture context and insights.
Example:
✔ Closed-ended question:
How effectively does [Name] communicate expectations? (1-5 scale)
✔ Open-ended follow-up:
Can you provide an example of a time when [Name] clearly communicated a difficult message?
A mix of both ensures depth in feedback without overwhelming respondents.
8. Group questions by competency areas
Keeping similar topics together improves flow and comprehension for evaluators.
✔ Example structure:
Communication
- How effectively does [Name] communicate with stakeholders? (Closed-ended)
- Can you provide an example of a time [Name] communicated clearly? (Open-ended)
Leadership and decision-making
- How well does [Name] provide guidance to their team?
- Describe a situation where [Name] demonstrated strong decision-making.
This format reduces cognitive load and keeps respondents engaged.
9. Progress from positive to constructive feedback
Start with strengths, then transition to areas for improvement to maintain a balanced and constructive tone.
✔ Example order:
✅ What are [Name]’s greatest strengths in leadership?
✅ What one area should [Name] focus on to improve their leadership effectiveness?
This encourages more thoughtful, well-rounded feedback.
10. Include clear instructions and ensure confidentiality
Providing guidance at the beginning of the survey increases response quality.
✔ Example Instruction:
"This survey is designed to gather constructive feedback on [Name]’s leadership and performance. Responses are confidential, and specific examples are encouraged to provide helpful insights."
Setting clear expectations improves the quality of responses while ensuring psychological safety for evaluators.
11. Consider timing and frequency of surveys
✔ Avoid peak workload times (e.g., year-end or major project deadlines).
✔ Annual or biannual surveys are common, but consider quarterly pulse surveys for real-time feedback.
This ensures responses are thoughtful rather than rushed.
12. Plan for follow-up and development discussions
The most valuable feedback comes when employees act on it. Ensure that:
✔ Managers discuss results in 1:1 meetings.
✔ Employees have a development plan based on insights.
✔ Follow-ups occur to track progress and improvement.
When you craft a 360-degree feedback assessment with these tips, you can drive meaningful development. However, once you collect the data, it’s time to analyze it. Good news, I have some tips for that, too!
How To Analyze And Use 360 Feedback
Analyzing and using feedback from a 360-degree survey effectively involves careful interpretation, synthesis of feedback themes, and a structured approach to sharing and applying insights.
Here’s my step-by-step guide:
Organize and categorize the feedback
Start by organizing responses according to core competencies, such as communication, teamwork, and problem-solving. This helps identify strengths and areas for improvement within each competency.
- Quantitative data: Aggregate closed-ended responses (i.e. ratings) to get an overall score or average per competency. Look for patterns such as consistently high or low scores in specific areas.
- Qualitative data: Review open-ended comments to identify recurring themes. Note specific examples or constructive feedback as these often provide deeper insights.
Identify key strengths and improvement areas
Look for areas where someone received high ratings or positive comments from multiple respondents.
Conversely, identify areas where the feedback suggests room for improvement. Feedback that appears across multiple sources, or is particularly specific, likely indicates more significant or impactful growth opportunities.
You should also break down the feedback by respondent type (e.g., manager, peer, direct report) to see if perceptions vary by role.
This can reveal how the employee’s impact differs across the organization and help tailor development plans.
For example, if peers rate teamwork highly but direct reports indicate a need for improvement, focus on building leadership or team facilitation skills.
Summarize key insights in a feedback report
Create a summary report that includes:
- Strengths: Highlighted competencies and specific examples of positive impact.
- Development areas: Noted areas for improvement with representative quotes or examples.
- Overall themes: Key takeaways from both the quantitative and qualitative feedback.
- Development goals: Initial suggestions for growth based on the feedback.
Share feedback with the reviewee
To build trust and openness before discussing developmental feedback, it’s best practice to begin with strengths and acknowledgement of the reviewee’s achievements.
Whether feedback is positive or developmental, make sure to use specific examples and aggregate themes vs focusing on isolated comments.
For example, you, as the person sharing feedback with the reviewee could say:
"Overall, people really value how calm and collected you are under pressure—several teammates mentioned how much they rely on you during crunch time, especially during that last project deadline. One area that came up for improvement, though, is around adding more detail when you’re sharing updates—more than one person said it would help them feel clearer on next steps. Let’s talk about how we can build on that together while keeping your strengths front and center."
Lastly, ask the reviewee for their perspectives on the feedback, fostering a collaborative discussion rather than a one-sided review.
Set development goals and action plans
Work with the reviewee to set specific, measurable goals based on their feedback.
For example, if feedback highlights communication challenges, you could set a goal to improve communication through regular team updates or by taking a communication skills course.
Create an actionable plan with timelines and support resources (such as training, coaching, or mentorship) to ensure accountability.
Monitor progress and follow-up
Schedule regular check-ins to discuss progress on the development goals. This can be quarterly or more frequently, depending on the feedback’s nature and the employee’s role.
Adjust goals if necessary, based on new insights or changes in role requirements, and celebrate any progress to reinforce development.
Use aggregate data to identify organizational trends
Review feedback across employees to identify trends at a departmental or organizational level.
For instance, if multiple employees receive feedback about communication challenges, consider offering company-wide training or support in this area.
Incorporate insights into broader talent development programs
Integrate 360-degree survey insights into ongoing performance management, career development, and training initiatives.
This helps align individual development with organizational goals, creating a culture of continuous improvement.
By analyzing 360-degree feedback in a structured way and using it to set clear, actionable goals, your org can support meaningful development and enhance employee performance.
Use technology
Many performance management tools include 360-degree feedback tools to help you design effective 360-degree surveys as well as administer them and analyze and deliver the feedback.
Example 360-Degree Feedback Survey
The following example survey is designed to ensure constructive, role-specific, and actionable feedback by:
✔ Tailoring questions to evaluator relationships (e.g., managers assess leadership, peers assess collaboration)
✔ Focusing on observable behaviors to minimize bias and encourage clear, specific feedback
✔ Balancing quantitative (Likert-scale) and qualitative (open-ended) responses to provide both measurable insights and deeper context
✔ Emphasizing professional growth by prompting respondents to suggest development opportunities.
1. General Performance (High-Level Questions)
This section provides an overall assessment of the employee’s contributions and effectiveness.
- [Manager Question] How would you describe [Employee’s] overall performance in their role? (Open-ended, provide examples if possible.)
- [Peer Question] To what extent does [Employee] contribute to the team’s success? (Likert Scale: 1 - Not at All | 5 - Very Significantly)
- [Self-Assessment Question] What do you consider your greatest contributions to the team or organization? (Open-ended, highlight impact.)
2. Core Skills and Competencies
2.1 Leadership and decision-making (for employees leading teams or projects)
- [Manager Question] How effectively does [Employee] lead projects or initiatives within their role? (Likert Scale: 1 - Not Effectively | 5 - Highly Effectively)
- [Direct Report Question] Can you provide an example of a time when [Employee] demonstrated strong leadership skills? (Open-ended, describe the outcome.)
- [Peer Question] When working with others, how does [Employee] influence decision-making and drive positive outcomes? (Open-ended, provide a scenario.)
- [Self-Assessment Question] How would you assess your ability to make decisions and lead initiatives? What areas do you think you can improve? (Open-ended, self-reflection.)
2.2 Communication (for employees in roles requiring cross-team or external communication)
- [Peer Question] How clearly does [Employee] communicate expectations and project updates? (Likert Scale: 1 - Not Clearly | 5 - Very Clearly)
- [Direct Report Question] How approachable is [Employee] when questions or concerns arise? (Yes / No / Sometimes, with a follow-up for "No" responses.)
- [Customer/Client Question] How effectively does [Employee] communicate with you regarding expectations and deliverables? (Likert Scale: 1 - Not Effectively | 5 - Very Effectively)
- [Self-Assessment Question] How do you evaluate your communication skills? What strategies have you used to improve them? (Open-ended, self-reflection.)
2.3. Collaboration and teamwork (for employees in team-oriented roles)
- [Peer Question] How well does [Employee] collaborate with team members to achieve common goals? (Likert Scale: 1 - Not Well | 5 - Exceptionally Well)
- [Manager Question] Can you describe a time when [Employee] effectively supported team success? (Open-ended, provide specific behaviors.)
- [Self-Assessment Question] How would you describe your approach to collaboration? What strategies have you used to strengthen teamwork? (Open-ended, self-reflection.)
2.4. Problem-solving and adaptability (for employees in dynamic roles)
- [Manager Question] How proactive is [Employee] in identifying and solving work-related issues? (Likert Scale: 1 - Not at All | 5 - Very Proactively)
- [Peer Question] Describe how [Employee] responded to a recent unexpected challenge. (Open-ended, highlight problem-solving steps.)
- [Self-Assessment Question] How do you handle unexpected challenges? Can you describe a time when you had to quickly adapt? (Open-ended, self-reflection.)
3. Professional development and growth (for employees focused on career progression and learning)
- [Manager Question] To what extent does [Employee] seek feedback and apply it for improvement? (Likert Scale: 1 - Not at All | 5 - Consistently)
- [Self-Assessment Question] Can you share an instance where you took initiative to improve your skills or knowledge? (Open-ended, focus on learning actions.)
- [Manager Question] What development opportunities would benefit [Employee] most? (Open-ended, identify relevant training or skill-building areas.)
4. Customer/client focus (for employees in client-facing roles)
- [Customer/Client Question] How well does [Employee] demonstrate an understanding of your needs and expectations? (Likert Scale: 1 - Not Well | 5 - Exceptionally Well)
- [Customer/Client Question] Can you describe a time when [Employee] provided exceptional service or support? (Open-ended, highlight specific contributions.)
- [Manager Question] How well does [Employee] balance customer/client needs with organizational goals? (Likert Scale: 1 - Poorly | 5 - Very Effectively)
- [Self-Assessment Question] How do you ensure strong customer relationships? What could you improve? (Open-ended, self-reflection.)
5. Closing (summary & development focus)
- [All Evaluators] What are [Employee's] top strengths that positively impact the team or organization? (Open-ended, identify 2–3 strengths.)
- [Manager Question] What one area of development would most benefit [Employee’s] professional growth? (Open-ended, with suggestions for improvement.)
- [Manager Question] If you were to recommend a next step for [Employee]’s growth, what would it be? (Open-ended, action-oriented feedback.)
- [Self-Assessment Question] What are your top three strengths? What is one area you’d like to improve? (Open-ended, self-reflection.)
Use 360-Degree Questions To Drive Growth
Now let’s put this to work! Remember, crafting the perfect 360-degree feedback survey isn’t just about asking the right questions—it’s about unlocking real insights that drive professional growth.
When done well, 360-degree feedback doesn’t just provide an employee with a performance snapshot; it offers a roadmap for improvement, collaboration, and leadership development.
But here’s the real magic: feedback is only as valuable as what you do with it.
The best organizations don’t just collect responses; they analyze trends, identify development opportunities, and turn insights into action plans.
Whether it’s coaching, training, mentorship, or new growth opportunities, the power of a 360-degree review lies in its ability to create meaningful change.
So, as you refine your 360-degree review process, ask yourself—are you using feedback to truly empower your employees? Are you fostering a culture where feedback fuels progress rather than just filling out another survey?
Because when feedback becomes a tool for transformation, that’s when your team (and your organization) wins.
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