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.
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.
Note, however, that 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.
What Makes A Good 360-Degree Review Question?
Adapted for participant
360-degree review questions should be tailored to the relationship the participant has with the employee.
This is because managers, peers, subordinates, and customers will view and assess the employee’s performance from different angles.
Customizing questions ensures relevant feedback based on direct experience.
Example:
- How effectively does [Name] provide clear direction and support for your professional development?”
- “How satisfied are you with the quality of service provided by [Name]?” (This would be asked of a customer).
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:
- How effectively does [Name] deliver high-quality code that meets project requirements and deadlines?
- Describe a situation where [Name] worked collaboratively with others to resolve a critical issue.
Open-ended vs closed questions
Combining open-ended and closed questions allows for both qualitative and quantitative feedback.
Closed questions are useful for easier analysis and open-ended questions for deeper insights and examples.
Examples:
- Closed (Likert Scale): “On a scale of 1-5, how effectively does [Employee Name] collaborate with team members?
- Open-ended: “Can you provide an example of how [Employee Name] contributed to a team project?”
Neutral and unbiased
Questions should be non-leading and use neutral language to encourage honest and constructive feedback.
Example:
- Biased: “How well does [Employee Name] avoid making mistakes?”
- Neutral: “How accurately does [Employee Name] complete tasks according to established standards?”
10 Closed-Ended 360-Degree Feedback Questions
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
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
Communication skills
How effectively does [Name] communicate with team members and stakeholders, ensuring clarity and understanding?
Teamwork and collaboration
How well does [Employee] contribute to and support team efforts? Are they effective in building positive working relationships?
Problem-solving ability
How proficient is [Name] at identifying issues and developing effective solutions? Can they think critically under pressure?
Adaptability and flexibility
How effectively does [Name] adapt to changes in their work environment or new challenges? Are they open to new ideas?
Accountability and reliability
How dependable is [Name] in meeting their responsibilities and delivering on commitments? Are they accountable for their actions?
How To Write 360-Degree Feedback Questions
Writing effective 360-degree feedback questions involves focusing on specific behaviors, competencies, and roles to gather actionable and unbiased insights.
Here are some steps and best practices to guide you:
Identify core competencies
Start by identifying the key competencies or behaviors you want to assess relevant to the employee’s role and organizational goals.
These might include leadership, teamwork, communication, adaptability, and problem-solving.
Focus on observable behaviors
Frame questions around behaviors that others can observe directly, rather than assumptions about personality or motivations.
For instance, ask, “Does [Name] actively listen to team members’ concerns?” instead of “Does [Name] care about the team?”
Use clear, objective language
Avoid vague terms or subjective language. Be specific about what you’re assessing. For example, instead of asking, “Is [Name] a good leader?” ask, “How effectively does [Name] provide guidance to team members?”
Encourage specificity in responses
When writing open-ended questions, prompt respondents to provide examples, which can clarify feedback.
For instance, ask, “Can you provide an example of a time when [Name] helped you to solve a problem?”
Ensure anonymity and neutral tone
To promote honesty, craft questions in a neutral, non-judgmental tone. Avoid loaded language that may bias responses and remind participants that their feedback is confidential.
Align questions with development goals
Design questions that align with the individual’s development needs and organizational values.
For instance, if adaptability is a value, include a question like, “How well does [Name] adapt to changes in project requirements?”
Use a consistent rating scale
If using a rating scale like the Likert scale (e.g., 1–5), keep it consistent throughout the survey to reduce confusion and make it easier to analyze the data. A consistent scale also allows for easier comparisons across questions.
Limit the number of questions
Keep surveys concise, ideally with 7-10 well-crafted questions. This encourages thoughtful participation while respecting respondents' time.
Begin with general, high-level questions
Start with broader questions that ease respondents into the survey. For example, ask general questions about the employee’s overall performance or contributions to the team. This provides a foundation before moving into more specific competencies.
Organize by competency areas
Group questions by key competencies, such as communication, teamwork, leadership, problem-solving, and adaptability.
Keeping questions on similar topics together prevents respondents from switching mental gears frequently and makes it easier for them to stay focused.
Progress from positive to constructive
To keep the survey experience positive, start with questions that highlight the employee’s strengths. Then, transition to questions about areas for improvement. For example:
- Positive: “In what ways does [Employee] excel in supporting team goals?”
- Constructive: “What could [Employee] improve in their approach to team collaboration?”
Alternate between closed-ended and open-ended questions
After a series of closed-ended questions (e.g., rating scales), include an open-ended question to gather additional context. For example:
- Closed-ended: “Does [Employee] consistently meet deadlines?” (Yes/No)
- Open-ended follow-up: “Can you share an example of when [Employee] demonstrated reliability or could improve in this area?”
Move from observable behaviors to developmental questions
Once respondents have answered questions about the employee’s current performance and behaviors, shift the focus to questions on professional development.
This flow encourages respondents to think first about what the employee currently does, then about how they can grow.
Use a consistent structure within each section
For each competency area, use a similar question format, like starting with a closed-ended
rating followed by an open-ended question.
This structure helps respondents know what to expect, reducing mental load and improving completion accuracy.
Include a section for overall feedback at the end
End with general feedback questions that allow respondents to summarize their overall perception and recommendations for the employee’s growth. Examples include:
- “What are [Name]'s greatest strengths?”
- “What one area should [Name] focus on to improve their performance?”
Include clear instructions
Provide guidance at the beginning, explaining the purpose of the survey, how responses will be used, and ensuring confidentiality. This helps set expectations and encourages thoughtful responses.
Consider survey timing and frequency
Avoid scheduling surveys during high-stress times (like year-end or major project deadlines). Also, determine the optimal frequency—most organizations find annual or biannual surveys work well.
Plan for follow-up
A well-designed 360 survey includes a process for discussing the results. Outline how feedback will be shared with employees and incorporated into their development plans.
Things brings us onto:
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 a 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 (e.g., ratings) to get an overall score or average per competency. Look for patterns, like 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 competencies where the employee received high ratings or positive comments from multiple respondents.
Conversely, identify areas where the feedback suggests room for improvement. Look out for feedback that appears across multiple sources or is particularly specific, as this may indicate 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 employee thoughtfully
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, use specific examples and aggregate themes rather than focusing on isolated comments.
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 employee 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 monthly updates to the team 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, organizations 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
1. General performance (High-Level Questions)
- How would you describe [Employee's] overall performance in their role? (Open-ended)
- To what extent does [Employee] contribute to the success of the team? (Likert Scale: 1 - Not at All | 5 - Very Significantly)
2. Core skills and competencies
2.1 Leadership and decision-making
3. How effectively does [Employee] lead projects or initiatives within their role? (Likert Scale)
4. Can you provide an example of a time when [Employee] demonstrated strong leadership skills? (Open-ended)
2.2 Communication
5. How clearly does [Employee] communicate expectations and project updates? (Likert Scale)
6. How approachable is [Employee] when questions or concerns arise? (Yes / No / Sometimes)
3. Teamwork
How well does [Employee] collaborate with team members to achieve common goals? (Likert Scale)
Can you describe a time when [Employee] effectively supported team success? (Open-ended)
4. Problem-solving and adaptability
How proactive is [Employee] in identifying and solving work-related issues? (Likert Scale)
Describe how [Employee] responded to a recent unexpected challenge. (Open-ended)
5. Professional development and growth
To what extent does [Employee] seek feedback and apply it for improvement? (Likert Scale)
Can you share an instance where [Employee] took initiative to improve their skills or knowledge? (Open-ended)
6. Closing (Summary Question)
What are [Employee's] top strengths that positively impact the team or organization? (Open-ended)
What one area of development would most benefit [Employee's] professional growth? (Open-ended)
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