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360 Feedback Examples [All Business Sizes]

Table of Contents:

What are 360 feedback examples, benefits of 360 feedback examples, 360 feedback examples for small businesses, 360 feedback examples for organizations, 360 feedback examples for remote teams.

• Learning from 360 feedback examples

360 feedback examples are case studies from multi-rater feedback surveys that can be used to guide your own evaluations. 360 feedback examples can be useful for organizations or management groups that are still developing their 360 feedback process, as well as those who have already implemented 360 feedback in a performance review.

360 feedback examples can give you an idea of how to make 360 feedback work for your team and what the benefits and challenges might be . 360 feedback examples may also provide insight on adapting 360 feedback practices to meet your unique needs.

It is important to remember that 360 degrees reviews should be customized for each organization, as they are so closely linked with your company culture. 360 feedback examples may help you to plan what types of questions should be included in your 360 degree review process .

360 feedback examples can also help as a handy reference guide for key points and best practices as you develop and implement 360 feedback evaluations. They may also be helpful to share with your raters so they are aware of what type of constructive feedback is expected.

360 feedback examples can provide insight into the following areas: 

• Appropriate areas to cover in a performance appraisal feedback 
• Appropriate rating scales for 360 degree evaluation questions
• Appropriate responses to 360 degree questions

360 feedback examples for small businesses can be helpful if your company is relatively new to 360 degree reviews and you don't have a large set of previous evaluations to draw on. While they may not represent the exact same organizational culture as your own, 360 feedback examples from other companies can be a good start to developing 360 feedback practices. 360 feedback examples for small businesses may not cover all of the points and questions suggested by organizational and management experts, but they can provide important answers for fundamental 360 degree evaluation questions such as: 

• What questions best elucidate employee performance and employee's strengths? 
• How much detail should I include in the questionnaire? 
• How can negative feedback be presented as constructive criticism?
• What should be included in a direct report to the individual being rated?

Here is an example of 360 feedback for a small business. The individual being rated was in a managerial role, and raters included subordinates as well as the company leadership. At the close of the survey, the manager received a summary of feedback. This included ratings on his 360 feedback questions and comments from raters. His feedback on leadership is shown below:

‍ Leadership Skills: Very Strong (5)

• "This individual is inspiring and brings out the best in people."
• "A lot of new ideas and approaches, great vision for the company. Gives workers the freedom to complete tasks on our own." 

For another example of 360 for an individual who serves as manager in a small company, consider this feedback which includes mixed ratings on communication:

Communication Skills: Not Developed (2)

• "This individual communicates effectively to employees and stakeholders." 
• "Communications could be improved. Sometimes it is hard to understand where this person is going with a project." 
• "Difficult to figure out where I stand when working with XXX. Would have appreciated more guidance."

360 feedback examples for organizations are different than those of small businesses only in that the scope of 360 evaluation scales is usually larger. They also tend to be more involved than 360 feedback examples for small businesses, because large organizations have the resources necessary to devote significant time and energy to 360 degree reviews. There’s a reason for the big budget, upward feedback leads to an improved employee experience, and not just for the individual being rated! 

Take this example of positive employee feedback received by an employee in a large organization. This individual was rated on a scale from 1-5 on 360 feedback questions. Here are his 360 feedback results:

Management Skills: Very Strong (5)  

• "This individual sets a high standard for management and has the organizational skills to meet these standards."
• "This person is trusted by all employees. In fact, many of us would follow him into battle!"
• "XXX is a great manager and has excellent business skills. He always knows what needs to be done and works hard to get it done." 

Leadership Skills: Strong (4)

• "This individual sets high expectations for leadership and does not shy away from holding people accountable."
• "This person inspires us to make positive changes and to work harder. There are many people who would be willing to follow this person into battle."
• "Leadership is very strong! This individual helps us remember that there are some things more important than profit -- having fun, treating each other with respect, etc."

This 360 degree feedback example from an average size organization shows both the strengths and areas which could be improved using 360 feedback.

Rater Comments:

• "I know that I can trust you to do what is in the best interest of the company and our clients, and that you will support me when I need it." 
• "You are very good at building relationships with your team members and also with upper management." 
• "I would like to see you establish more short-term goals and objectives for yourself. It sometimes feels like we are just floating along without much direction."

360 evaluation scales tend to more detailed when 360 feedback examples come from organizations. 360 feedback examples for large businesses are also more likely to include a detailed writeup on 360 evaluation scales. Here is an example of 360 feedback results for a manager who is well-loved by his subordinates, who nonetheless wanted to share some constructive feedback:

Leadership Skills: Very Strong (5)

• "XXX holds others accountable for adhering to deadlines and expectations." 
• "Overall, XXX is a strong leader and good role model for those he manages." 
• "I would like to see XXX do more work with employee retention. His efforts have been positive but I feel he could be more proactive in this area." 

Management Skills: Very Strong (5)

• "XXX sets a high standard for management and has the organizational skills to meet these standards." 
• "I enjoy reporting directly to X. He not only has excellent business skills, but he also has a sense of humor!" 

360 feedback questions used in 360 degree reviews can also be applied to remote workers. This 360 feedback example for a software company show that 360 evaluation scales work just as well for teams working remotely:

• "Creates effective communication with team members on a regular basis. Will answer all questions from employees quickly and thoroughly. Makes sure his direct reports have everything they need to succeed." 
• "Takes an active role in understanding the career goals of his direct reports and provides appropriate support." 
• "I would like to see XXX put more energy into marketing our products. His continued efforts toward marketing will ensure that we are growing at a faster rate than competitors."

Note that honest feedback is easier to come by if your organization introduces a policy of anonymous feedback in your 360 degree feedback survey.

Learning from 360 feedback examples 

Understanding 360 review feedback examples can help you create 360 questions that will allow you to get the most out of your 360 degree feedback system by evaluating your employees based on specific metrics. Performance feedback may focus on an employee's behavior, but should also highlight any interpersonal skills. 360 degree survey examples can also help you identify areas for improvement for your direct reports, so your employees are able to continually improve their performance within their given role.

360 feedback works best when it is used as a coaching tool, not as a negative evaluation. Consider delivering results in person . Positive feedback is important, as is constructive criticism. 360 feedback, when used correctly, can be an extremely effective tool for learning and improving performance, and has been shown to improve employee engagement and leadership development. Employee feedback and recognition is so important you may want to consider making it an integral part of your company culture using the free Slack app Matter , which makes constructive feedback almost instinctive, is one easy way. 

360 feedback examples are just one of many ways to learn from a 360 assessment. For full feedback examples see this blog on 360 degree feedback samples or check out this article on the process of 360 feedback !

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360 Degree Feedback Examples - How to provide constructive feedback

What is 360-degree feedback?

This type of feedback, also known as multi-rater feedback, is typically collected on behalf of an employee to recognise their efforts and to provide constructive feedback. Running a performance review can be challenging given the time constraints and different biases involved.

This feedback is typically collected from the manager, peers and direct reports of an employee to get more objective feedback on how that employee is performing in the workplace. This type of review works well because it prevents the bias from one person from influencing the performance review.

When all the reviewers in such a review align on the feedback provided, the manager and employee can rely more heavily on that feedback. 

The key to collecting good feedback using a suitable peer review template . You also need to facilitate the process in a way that promotes psychological safety and employee development as outcomes.

3 Tips on Giving Constructive Feedback

• Be Specific: When giving constructive feedback, it's important to be specific about what the issue is and provide examples to illustrate your point. This will help the person understand what they need to work on and how to improve.
• Be Timely: Giving feedback as soon as possible after the event or situation has occurred will make it more relevant and actionable. Delaying feedback can lead to confusion and misunderstandings.
• Be Balanced: Constructive feedback should be balanced and include both positive and negative points. This will help the person understand their strengths and how to build on them, as well as areas where they need to improve. This will help to maintain motivation and engagement. Also, make sure to give feedback in private, so the employee can be honest and open without feeling judged.

Examples of 360 Feedback

Leadership skills feedback.

"This person is very confident in their role as group leader. They can get the most out of everyone on the team."

"This person is highly effective at leading work groups and able to resolve conflicts among participants."

"This person is fair and treats every employee in the team equally and respectfully."

Needs Improvement

"This person is biased and favours some employees more than others in the team."

"This person provides no recognition to a team member's effort and hard work."

"This person can't explain the goals and objectives of a task clearly to an employee."

Communication Skills Feedback

"This person's communication skills are great, and they can make others understand the point clearly."

"This person is adept at communicating difficult messages and decisions skillfully."

"This person is precise in giving directions and effectively communicates what they expect from their team members."

"This person fails to communicate with their peers effectively, causing a lot of misunderstanding within the team."

"This person's direct and impersonal approach to handling discussions is ineffective in boosting the morale of those around them."

"This person needs improvement in replying to emails promptly."

Teamwork Feedback

"This person can be relied upon by team members."

"This person respects others and gives everyone equal opportunities to express their opinions."

"This person is a great team player. Their team members respect and appreciate them."

"This person is inconsiderate towards' others' opinions and ideas."

"This person tries to take credit for the work done by their team."

"This person tries to use their seniority to dominate their team members."

Productivity Feedback

"This person delivers urgent work without compromising on the details."

"This person always meets deadlines and makes the best time use."

"This person exceeds expectations by delivering more than assigned work despite the tight schedule."

"This person constantly pushes deadlines and fails to deliver on time."

"This person lacks a sense of urgency."

"This person has started delivering low-quality work to finish their work on time."

Attendance Feedback

"This person always comes in on time, follows the schedule and adheres to their lunch break time."

"This person replies to emails and calls in time."

"This person schedules their time off in advance and can be relied upon for completing your tasks on time."

"This person takes too many personal calls in a day."

"This person repeatedly exceeds their  lunch break time that interferes with their work schedule."

"This person often comes to the office late, causing scheduled meetings to start late. It also affects others' schedules. They need to keep up with the schedule so coworkers can keep up with theirs too."

Interpersonal Skills Feedback

"Even when disagreeing with others, this person does it gracefully and respectfully."

"This person can adapt easily to various situations and different people."

"This person is equal in their treatment of everyone and communicates with their peers respectfully."

"This person seems to find it difficult to express their emotions and feelings, which often causes misunderstandings."

"When given any kind of feedback, This person doesn't take it positively."

"This person does not take the time to develop and sustain positive and beneficial relationships."

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The 360 Degree Feedback Model: A Simple Summary

The 360 Degree Feedback Model is the process by which an individual receives feedback from a large and varied population of stakeholders. These stakeholders include their leadership, their peers and those working for them. Summary by The World of Work Project

The 360 Degree Feedback Model

The concept of 360 degree feedback is simply that people should seek feedback from those all around them. From 360 degrees around them. The argument is that this helps to ensure they get a clear reflection on how they are performing. This model also helps people understand how they are being perceived.

Practically, 360 degree feedback usually means asking for feedback not just from the person you work for, but from a wide range of stakeholders. This might include your peer group, the people that work for you and perhaps your customers and your suppliers. In some instances, the individual seeking feedback may ask for it directly themselves. In other instances their line-manager or similar may ask for it.

360 degree feedback is usually completed as part of a performance management cycle. These are typically in line with half and full year appraisals. In some instances, feedback may also be obtained from a range of wider parties including internal customers and suppliers.

The 360 Feedback Process

Feedback may be requested by the individual or by their line manager. Similarly, it may be provided back either directly to the individual or their manager. In larger organizations there are often bespoke feedback tools (digital forms) that help coordinate this type of feedback. Smaller organizations can find similar tools that they too can use through a range of suppliers. That said, it’s not too complicated to create your own tools for smaller populations.

Regardless of whether you’re in a large or small organization, the 360 feedback process is usually fairly simple. Most 360 feedback requests have a limited number of questions are are easy to use. Questions will typically be along the line of: please provide feedback on one thing the individual should start doing, on they should stop doing and one they should continue doing ( the Stop, Start, Continue model ). Of course, any form of question can be used for this process.

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Learning More

Those of you who have spoken to us will know we have pretty strong views on feedback . We understand that receiving feedback well can be difficult and that feedback can feel like a social threat . We also know that receiving feedback can be triggering , causing our amygdala responses (fight or flight) to kick in. Given this, we think it’s good to focus on learning to receive feedback well before focusing on giving feedback well .

There are several posts in this site on various feedback tools and models which might be helpful. These include the stop, start continue framework and the CEDAR model . There are also some tools we think you should avoid, including the feedback sandwich .

Our second podcast on feedback might also be helpful. In it we have a conversation with a feedback specialist, Joe Hirsch. You can listen to it below.

The World of Work Project View

360 degree feedback model is great in theory. It makes perfect sense for individuals to gather feedback from all around. Doing so helps them develop an accurate sense of their performance, understand their relationships with their stakeholders and identify both strengths and development areas to work on.

In practice, though, most organizations don’t have high enough levels of trust to use 360 degree feedback effectively. It’s often the case that everyone is simply too nice to each other. In addition, development and performance management are almost always conflated. This means that 360 degree feedback ceases to be used for development, where it’s actually helpful. Instead it becomes used by individuals and leaders as a way to evidence performance. There is a risk that 360 degree feedback simply becomes an administrative burden for teams and organizations and that it provides little real value.

So our summary is, this is nice in theory if it’s driven for personal development, but it often falls down in practice.

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This post is based on our experiences in the world of work. We have no specific references to direct readers towards, though we are aware there are many articles available on this topic. Please let us know if you think this topic should be attributed to someone specific. 

The World of Work Project: The 360 Degree Feedback Model: A Simple Summary

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What Is 360-Degree Feedback?

See the Good, the Bad, and the Ugly

• What Is 360 Feedback?

Pros and Cons of 360-Degree Feedback

Frequently asked questions (faqs).

Image by Theresa Chiechi © The Balance 2019 

360-degree feedback is a method of employee review that provides each employee the opportunity to receive performance feedback from their supervisor or manager and four to eight peers, reporting staff members, coworkers, and, in some cases, customers.

Key Takeaways

• Unlike standard feedback from a single source, 360-degree feedback takes in comments from peers and reporting staff members in addition to supervisors and managers.
• This strategy helps workers understand their strengths and weaknesses from a variety of perspectives.
• The advantages of 360-degree feedback include drawing on many different sources, strengthening teamwork, and uncovering procedural issues that might otherwise go unnoticed.

How 360-Degree Feedback Works

Successful organizations strive to evaluate and guide their employees toward constant improvement, but a standard performance review system is often found wanting. 360-degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor or manager and four to eight peers, reporting staff members, coworkers, and customers. Most 360-degree feedback tools are also responded to by each individual in a self-assessment.

Organizations can do a poor job of introducing and using this type of multi-rater feedback process. But, it is possible, with the right steps, to do a good job of introducing and maximizing the value of 360-degree feedback . This matters because nothing raises hackles as fiercely as a change in performance feedback methods, especially when they may affect decisions about an employee's compensation.

360-degree feedback allows each individual to understand how his effectiveness as an employee, coworker, or staff member is viewed by others. The most effective 360-degree feedback processes provide feedback that is based on behaviors that other employees can see.

The feedback provides insight into the skills and behaviors desired in the organization to accomplish the mission, vision, and goals and live the values . The feedback is firmly planted in behaviors needed to exceed customer expectations.

People who are chosen as raters or feedback providers are often selected in a shared process by both the organization and the employee. These are people who generally interact routinely with the person who is receiving feedback .

Examples of 360-Degree Feedback

Feedback provided for this review process can be as detailed or brief as the person giving it chooses to be. For example, a manager may give a detailed breakdown of goals they had discussed with the employee, the progress toward those goals, and the way the employee dealt with unexpected challenges along the way. A peer review might be much more basic, such as a note about what it's like to work with them. For example, a coworker could say something like "this worker is friendly and always completes their portion of the project by the deadline."

Provides feedback to employees from a variety of sources

Develops and strengthens teamwork and accountability

Uncovers procedural issues that can hinder employee growth

Reveals specific career development areas

Reduces rater bias and discrimination tendencies

Offers constructive feedback to improve employee outputs

Supplies insight on training needs

Serves as only part of overall performance measurement system

Causes organizational issues if implemented in hasty or incomplete fashion

Can fail to add value if not effectively woven into existing performance plans

Prevents recipients from getting more information because the process is anonymous

Focuses on employee weaknesses and shortcomings instead of strengths

Provides feedback from inexperienced raters, and groups can "game" the process

Requires large degree of data collection and processing in some cases

Pros Explained

360-degree feedback has many positive aspects and many proponents.

According to Jack Zenger, a highly-regarded global expert on organizational behavior, he has come to recognize "...the value of 360 feedback as a central part of leadership development programs. It’s a practical way to get a large group of leaders in an organization to be comfortable with receiving feedback from direct reports, peers, bosses and other groups. Once leaders begin to see the huge value to be gained, in fact, we see them add other groups to their raters such as suppliers, customers, or those two levels below them in the organization."

And later, Zenger adds: "More than 85% of all the Fortune 500 companies use the 360-degree feedback process as a cornerstone of their overall leadership development process. If you are not a current user, we encourage you to take a fresh look."

Organizations that are happy with the 360-degree feedback component of their performance management systems identify these positive features of the process that manifest in a well-managed, well-integrated 360-degree feedback process.

• Improved feedback from more sources : This method provides well-rounded feedback from peers, reporting staff, coworkers, and managers and can be a definite improvement over feedback from just a single individual. 360 feedback can also save managers time in that they can spend less energy providing feedback as more people participate in the process. Coworker perception is important and the process helps people understand how other employees view their work.
• Team development : This feedback approach helps team members learn to work more effectively together. (Teams know more about how team members are performing than their manager.) Multi-rater feedback makes team members more accountable to each other as they share the knowledge that they will provide input on each member’s performance. A well-planned process can improve communication and team development.
• Personal and organizational performance development : 360-degree feedback is one of the best methods for understanding personal and organizational developmental needs in your organization. You may discover what keeps employees from working successfully together and how your organization's policies, procedures, and approaches affect employee success. In many organizations that use 360-degree feedback, the focus has switched to identifying strengths. That makes sense for employee performance development.
• Responsibility for career development : For many reasons, organizations are no longer responsible for developing the careers of their employees—if they ever were. While the bulk of the responsibility falls on the employee, employers are responsible for providing an environment in which employees are encouraged and supported in their growth and development needs. Multi-rater feedback can provide excellent information to an individual about what he or she needs to do to enhance their career. Additionally, many employees feel 360-degree feedback is more accurate, more reflective of their performance, and more validating than feedback from a supervisor alone who rarely sees them working. This makes the information more useful for both career and personal development.
• Reduced discrimination risk : When feedback comes from a number of individuals in various job functions, the possibility of discrimination because of race, age, gender, and so forth is reduced. The "horns and halo" effect, in which a supervisor rates performance based on his or her most recent interactions with the employee, is also minimized.
• Improved customer service : Each person receives valuable feedback about the quality of their product or services, especially in feedback processes that involve the internal or external customer. This feedback should enable the individual to improve the quality, reliability, promptness, and comprehensiveness of these products and services they supply to their customer.
• Training needs assessment : 360-degree feedback provides comprehensive information about organization training needs and thus allows planning for classes, online learning, cross-functional responsibilities, and cross-training.

A 360-degree feedback system does have a good side. However, 360-degree feedback also has a bad side—even an ugly side.

Cons Explained

For every positive point made about 360-degree feedback systems, detractors can offer the downside. The downside is important because it gives you a road map of what to avoid when you implement a 360-degree feedback process.

The following are potential problems with 360-degree feedback processes and a recommended solution for each one.

• Exceptional expectations for the process : 360-degree feedback is not the same as a performance management system. It is merely a part of the feedback and development that a performance management system offers within an organization. Additionally, proponents of the system may lead participants to expect too much from this feedback system in their efforts to obtain organizational support for its implementation. Make sure that the 360 feedback is integrated into a complete performance management system and not used as a stand-alone venture.
• Design process downfalls : Often, a 360-degree feedback process arrives as a recommendation from the HR department or is shepherded in by a senior leader who learned about the process at a seminar or in a book. Just as an organization implements any planned change, the implementation of360-degree feedback should follow effective change management guidelines. A cross-section of the people who will have to live with and utilize the process should explore and develop the process for your organization.
• Failure to connect the process : For a 360 feedback process to work, it must be connected with the overall strategic aims of your organization. If you have identified competencies or have comprehensive job descriptions, give people feedback on their performance of the expected competencies and job duties. The system will fail if it is an add-on rather than a supporter of your organization’s fundamental direction and requirements. It must function as a measure of the accomplishment of your organization’s big and long-term picture.
• Insufficient information : Since 360-degree feedback processes are currently usually anonymous, people receiving feedback have no recourse if they want to further understand the feedback. They have no one to ask for clarification about unclear comments or for more information about particular ratings and their basis. Thus, developing 360 process coaches is important. Supervisors, HR staff people, interested managers, and others are taught to assist people to understand their feedback and trained to help people develop action plans based on the feedback.
• Focus on negatives and weaknesses : At least one book, " First Break All the Rules: What The World's Greatest Managers Do Differently ," advises that great managers focus on employee strengths, not weaknesses. The authors said, "People don't change that much. Don't waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough." These are apt words when you consider a 360-degree feedback methodology. Focus on strengths for best success.
• Rater inexperience and ineffectiveness : In addition to the insufficient training organizations provide both people receiving feedback and people providing feedback, there are numerous ways raters go wrong. They may inflate ratings to make an employee look good. They may deflate ratings to make an individual look bad. They may informally band together to make the system artificially inflate everyone’s performance. Checks and balances must exist to prevent these pitfalls as well as training for the people who are providing the ratings.
• Overload on paperwork and data entry : In traditional 360 evaluations, multi-rater feedback upped the sheer number of people participating in the process and the subsequent time invested. Fortunately, most multi-rater feedback systems now have online entry and reporting systems. This has almost eliminated this former downside.

360-degree feedback is a positive addition to your performance management system when implemented with care and training to enable people to better serve customers and develop their own careers.

However, if you approach it haphazardly just because everyone else is using it, 360 feedback could create a disaster requiring months and possibly years for you to recover.

There are negatives with the 360-degree feedback processes, but with any performance feedback process, it can increase positive, powerful problem solving and provide you with a profoundly supportive, organization-affirming method for promoting employee growth and development.

However, in the worst case, it saps morale, destroys motivation, and enables disenfranchised employees to go for the jugular or plot revenge scenarios against people who rated their performance less than perfect.

What is the meaning of 360-degree feedback?

Feedback becomes "360-degree feedback" when it takes in comments from many different sources. Traditional feedback in the workspace comes from managers and supervisors, but 360-degree feedback also takes into account reviews from peers and employees who answer to the person being reviewed.

What is an example of 360-degree feedback?

Any feedback can be an example of 360-degree feedback, but workplaces will specify the types of comments they're seeking from employees. These comments can be as simple as "this worker has shown up late a few times this quarter," or they can be much more detailed.

What is the importance of 360-degree feedback?

The purpose of the 360-degree feedback is to assist each individual to understand their strengths and weaknesses and to contribute insights into aspects of their work that need professional development.

Forbes. " How Effective Are Your 360-Degree Feedback Assessments? "

Gallup. " First, Break All The Rules: What the World's Greatest Managers Do Differently ." Gallup Press, 2016.

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What is 360 Degree Performance Appraisal? Methods, Advantages & Disadvantages

You must have already heard about performance management system at enterprises for effective employee management . But do you know the benefits and best methods? Do you know what is 360 degree appraisal?

This blog will help you learn definition of 360 appraisal management and unique methods to perform. Let’s start with definition of 360 degree performance appraisal.

What is 360 Degree Performance Appraisal?

In its simplest, 360 degree performance appraisal is an advanced form of providing appraisals to employees at organisation. It involves feedbacks from different associated groups of organisation and outside (clients). The group of people or reviewers may include manager, HR, colleagues, and client they worked with.

The feedback is collected in the form of reviews from people and provides data for appraisals accordingly based on reviews. In other words, 360 degree appraisal method includes multi source feedbacks for the employees affected by their performance throughout the period.

Also Read: 11 Key Objectives of Performance Appraisal in 2023

Importance of 360 Degree Performance Appraisal

When we talk about business performance and growth, what most important? Definitely your employees, their well-being and what else?

Now, what could be better than feedback appraisal for employees based on their performance? The activity helps motivate your employees to perform better every time. An accurate and fair 360 appraisal system makes employees an important asset in terms of effective employee management at an organization.

360 Degree Appraisal Method

• Rating scale method
• Ranking method
• Free form method
• Confidential reporting method
• BARS method

1. Rating Scale Method

Rating scale is one of the most common methods of assessing an employee’s performance. This method includes a scale of 1 to 10 points. The parameters of the scale rating are delivery, attitude, attendance, regularity, and accountability, which are rated for the employee accordingly.

Many performing companies are using this method to have an effective and simple activity at place. The reviewing people are selected based on the employee’s role and nature of the job. The number of points scored for all the columns are finally added. Employees are therefore recognised and given a raise based on the performance and ratings.

This method makes the 360 degree performance appraisal management easier and fool proof.

2. Ranking Method

This traditional method includes comparison of performance of the employees with other employees at same tier and with same rank. Here a manager is allotted to provide the comparison report based on numbers and graph. A fixed percentage of employees are allotted different performance categories like excellent, good, average, below average, poor etc.

Ranking method is generally used when the manager has to make decision as to which person is the best worker for a given period of time. When someone has to be promoted or needs to be laid off, ranking methods is the best and quick way to rank.

The biggest advantage of this method is that it comes handy to HR manager and makes the complicate reviewing process easier.

3. Free Form Method

It is also called the ‘Essay appraisal method’. This is because the superior provides a detailed description of the selected employee’s performance. This includes supporting documents and examples of his/ her performance. This method could be highly biased at providing feedbacks.

The reviewer under this method also uses the rating scale method (described earlier in the blog) to rate the weaknesses and strengths of an employee to validate the essay report. This method is very time consuming as the reviewer is required to collate all the documents and submit a brief.

Free form method is considered to be one of the non-quantitative evaluations for performance appraisal .

4. Confidential Reporting Method

This method is very popular among governmental organizations. Here the superiors need to write a confidential report on the subordinates, who needs to be reviewed, with respect to his/ her behaviour and duties at organization. The report prepared here would not be exposed to anyone.

This is only referred by the top management or the human resource. In India this method is being used by most of the government organizations like the Armed Forces, Police department, CBI etc. The main factors assessed here are:

• Temperament
• Sincerity and trust-ness
• His/her behaviour with the subordinates

5. BARS Method

BARS (Behaviourally Anchored Rating Scale) method is one of the new age methods to provide accurate feedback. The method consists of a set of behavioural statements that explain the performance of an employee towards a particular job.

This method acquires a set of parameters and decided points for each. The performance parameters could include good, bad, average, must be laid off, and so on.

Also Read: How to Ensure Constructive Feedback for Managers?

360 Degree Performance Appraisal Advantages and Disadvantages

Appraisal management system could be very powerful asset for businesses. Yet, every resource has its own advantage and disadvantage.

Advantages of 360 Degree Appraisal

• Self-development
• Fair and accurate reviews
• Eliminates Biasness
• Motivated workforce
• Comprehensive view of employee performance
• Persuasive Reviews
• Boost employees morale
• Positive work environment

Let us get an insight into the advantages of 360-degree appraisal.

▸Self Development of Employees

The 360-degree appraisal system includes acquiring of 360 degree feedback from different proficient, skilled, and accomplished personnel from the organization. This will give a vivid picture of the areas of improvement for the employees and they can work on it for self-development.

In addition, it helps employees to know the expectancy and standard of performance expected from him and can work accordingly to achieve it.

▸Fair and Accurate Reviews

The 360 degree appraisal reviews are just and fair as the review system includes different departments or different personnel and not a single source.

This surges the transparency of reviews and blocks the loop holes of biasness or unfair reviews. The accuracy of reviewing also escalates.

▸Eliminates Biases

The 360 degree appraisal is bias-free as the 360 degree feedback is a multi-rater feedback system that is appropriated from different sources of an organization and is not monocentric.

The performance review of employees is acquired on the basis of their strengths and weaknesses, skills, and more are evaluated based on the feedback of employers, peers, managers, and more. Overall it is a 360-degree performance management.

so, it leaves no room for biases as biased feedback can be filtered out from the actual ones by referring to the statistics of multisource reviews.

▸Motivated Workforce

One of the vital advantages of the 360-degree appraisals is that it motivates the employees in terms of both resource and knowledge. In terms of resources, an appraisal system adds to the income of an employee which is the main focus of outcome for productivity for an employee.

Similarly, a 360-degree feedback is taken from diversified personnel from the organization which boosts their morale when the reviews are positive and exhibits the areas of learning from the adverse ones.

▸Comprehensive view of Employee performance

The employee’s 360 degree performance is reviewed in a comprehensive way which gives a brief insight into the work process and progress of the employee. A 360 degree appraisal is an outcome of the 360 degree feedback system which is a comprehensive way of gathering reviews from multiple sources within an organization.

It gives a vivid insight into the performance of the employee as well as showcases the areas to improve.

▸Persuasive Reviews

The feedback system in a 360 degree appraisal is comprehensive as it is reviewed by proper reasoning and analytics rather than casual evaluation.

It is not just a merry temptation of biases but rather an analytical review that is a result of the diversified reasoned opinion of various ( employer, peer appraisal feedback, and more) personnel in an organization. Being a multi-rater feedback system, the reviews are not only fair but also persuasive.

▸Boost Employees Morale

The appraisal and positive feedback from heterogenous prominent personnel as well as peers improve the employee’s morale and encourage them to be more productive. In addition, the adverse feedback too increases the learning capacity of the workforce and makes it a win-win situation for them in both scenarios.

Besides, appraisal and recognition naturally boost the employees’ motivation to be more productive.

▸Positive Work Environment

The process of 360-degree feedback contributes to team building by enhancing the professional relationship among the organization’s workforce.

An engaging and healthy professional relationship between the employees yields a positive work environment out of controversies and conflicts.

Also Read: 4 Tricks to set-up a Fair and Transparent Appraisal system!

Disadvantages of a 360-degree appraisal system

There are various pointers that can prove as a disadvantage in a 360-degree appraisal system which includes

• Time-consuming
• Bias and Unfairness
• Data Overload
• Lack of accountability
• Conflicting feedback
• Internal controversies
• Enhances Office politics

Let us take a close watch on the above-mentioned pointers on the disadvantages of 360-degree appraisal.

▸Time Consuming

The process of a 360-degree appraisal is time exhausting as it goes through different personnel in an organization for 360-degree feedback.

The process of gathering feedback, analyzing the received data, discussing the feedback, and appropriate follow-ups take time. The multiple steps and personnel involved in it make it lengthy and time-consuming.

▸Bias and Unfairness

This is a potential drawback that can prevail while giving feedback. Feedback may be influenced by personal relationships, and biases and can be an outcome of office politics.

Specifically, when the company size is mid, office politics becomes prominent. In addition, there is intentional negative feedback in fear of retribution which degrades honesty and transparency in acquiring feedback.

▸Data Overload

360-degree appraisals system gathers feedback from diversified sources like employers, subordinates, peers, and sometimes even customers in order to make it more authentic. But this in contrast increases the data and results in data overload thereby creating complexities and confusion.

In a mid or large-scale company where the employees count is large, 360-degree performance appraisal data creates perplexity and goes puzzled for the management to access.

▸Lack of accountability

The 360-degree appraisals system too has accountability issues as it comes from different sources and makes it difficult to determine who is responsible for specific comments or suggestions.

For example, if an employee receives negative feedback from a peer, it may be difficult to determine who specifically provided the feedback. This can make it challenging to follow up on the feedback and take appropriate action.

▸Conflicting Feedback

As a 360 degree feedback is acquired from various sources, the possibility of contradictory feedback persists which creates confusion.

This not only creates perplexity but also makes it challenging for employees for understanding their priority areas that need attention and focus.

▸Internal Controversies

As there are multiple raters to review the performance of an employee for 360-degree appraisal, There arises conflicts and disagreements between the raters regarding the feedback.

For example, a peer may rate an employee’s performance highly, while a supervisor may rate the same employee’s performance as average. These discrepancies can create internal controversies and make it challenging to develop an accurate assessment of an employee’s performance.

▸Enhancement in Office Politics

In some cases, feedback provided by raters can be misinterpreted, leading to controversies. For example, a rater may provide feedback that is intended to be constructive, but the employee may interpret it as overly critical or negative.

This can create internal conflicts and lead to gossip, hatred, and toxicity giving rise to office politics. It affects the healthy work environment and makes it gloomy.

Committing to performance appraisal on your own without any software assistance could be difficult and error prone. Data handling could be the biggest hurdle. Instead, dedicated software like appraisal management system can help conclude with yearly appraisal skilfully and easily. Pocket HRMS is one such integrated HR solution!

Visit Pocket HRMS to get cloud-based HRMS software today. Also, follow our recent blogs to learn new HR strategies and HR solutions. Write to us at [email protected] . You can also reach out to us on our Twitter , LinkedIn , Instagram, or  Facebook  page.

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blog / Leadership

360 degree appraisal: definition & feedback.

Unlike conventional appraisal techniques, a 360-degree appraisal is a management tool where the manager and an employee evaluate the latter’s performance. It is also known as multi-rater feedback. In essence, 360-degree feedback allows you to receive an assessment from superiors, peers, clients, and other staff members. Let’s now dive into the meaning, operating mechanism, and advantages as well as disadvantages of the 360-degree appraisal method.

What is the Definition of a 360-Degree Appraisal?

A 360-degree appraisal is a method of performance review. Under this method, different parties—from employers to team members—analyze an employee’s performance anonymously and provide one-on-one feedback later.

Interesting facts about this appraisal method:

• A 360-degree appraisal is a developmental tool, not a rating tool. It focuses on providing feedback, not rating an employee’s performance
• 360-degree appraisal method, combined with different performance review techniques, yields more significant results for the organization and employees
• It is a well-rounded review system that helps you determine your strengths and weaknesses. It also helps you aspire for the highest-paying jobs in the organization
• When appropriately executed, a 360-degree appraisal system can be a boon to an organization

ALSO READ: The Upskilling Challenge | Leadership 

What is 360-Degree Feedback?

360-degree feedback is a process that allows an employee to understand their strengths and weaknesses. In this feedback system, the employer and other staff members, like co-workers, peers, subordinates, and people who share the same work environment, provide feedback to an employee. They analyze their performance and share tips to improve or better it.

Key takeaways from 360-degree feedback

• 360-degree feedback is a review process that includes 8-12 people, such as the employee, employer, and peer members
• The feedback mechanism also provides an employee with a self-rating survey, which includes the same questions answered by the manager and other members
• 360-degree feedback is also a tool leaders use to understand their strengths and weaknesses

ALSO READ: The Nature of Leadership Decoded: 10 Basic Fundamentals Every Leader Must Know

How Does a 360-Degree Appraisal and Feedback System Work?

360-degree appraisal and feedback is a tool that allows employees to get feedback from their managers and co-workers. It should be remembered that this process is not standardized, and it can change from company to company. Here’s how the process takes place:

• An administrator invites 6-10 entities to complete an anonymous online feedback form.
• Employees are also given self-evaluation forms to judge their performance.
• The reviewers’ responses turned into a report presented during the 360-degree feedback.
• Using this report, the employee and reviewers discuss the former’s performance. They also suggest ways to increase their efficiency and productivity.
• A follow-up plan is set to monitor the employee’s performance in the long run.

This process is monitored by the administrator, who can be a part of the organization or an external individual with experience in performance appraisal or employee management.

Note: Have you ever wondered what makes 360-degree performance appraisal and feedback different from other review methods? Well, the structural framework and the rules of the appraisal system allow the employee to learn how each staff member of the organization views them. Moreover, it lets the employee and employer understand different facets of their personalities.

ALSO READ: Unveiling the Top 5 Duties and Responsibilities of a COO in a Startup

What are the Advantages and Disadvantages Of 360-Degree Appraisal and Feedback?

The table below will help you understand the pros and cons of the 360-degree appraisal and feedback method.

ALSO READ: Your Guide to Successfully Navigating the 5 Levels of Leadership

Best Practices

Unlock the potential of your 360-degree appraisal with these best practices:

• Set clear goals : Define specific objectives for the 360-degree appraisal. At the same time, ensure everyone understands its purpose and focus.
• Ensure confidentiality : Create a safe environment by assuring respondents that their feedback will remain confidential. This will, in turn, encourage candid responses.
• Provide feedback training : Offer training on effective feedback delivery for both employees and reviewers. This can, in fact, promote constructive and respectful communication.
• Foster a culture of improvement : Instill a culture of continuous improvement, where feedback is seen as a catalyst for personal and professional growth.
• Choose the right participants : Select the most relevant and unbiased reviewers to provide a well-rounded perspective on an employee’s performance.
• Regular follow-up : Implement follow-up plans to monitor progress and track improvements in response to feedback.
• Customize the process : Tailor the 360-degree appraisal process to match your organization’s unique needs, culture, and goals.
• Use technology wisely : Ultimately, leverage technology for data collection and analysis, making the process more efficient and accurate.

By adopting these best practices, your 360-degree appraisal process can become a powerful tool for enhancing individual development and organizational success.

ALSO READ: Performance Management- A Complete Guide

Frequently Asked Questions About 360-Degree Appraisal

1. what is a performance review.

Often, employees get confused between performance reviews and performance feedback. A performance review, in a nutshell, is a periodic assessment that evaluates the overall performance of an employee. It also throws light on the contribution of the workforce to the organization. Performance review is often followed by feedback, in which the manager discusses your performance and suggests ways to overcome your shortcomings.

2. What is 360-Degree Feedback and Appraisal, and Why is it Important?

As discussed earlier, 360-degree feedback and appraisal is an appraisal tool that includes managers, staff members, subordinates, leaders, and other members of the organization, providing you with a periodic performance review. The main aim of this process is to assist an individual in understanding their strengths and weaknesses. It also provides an employee insight into a different aspect of their work and the need for professional development.

3. How Important is Upskilling During the 360-Degree Appraisal?

Upskilling doesn’t play any significant role in 360-degree appraisal . However, it plays a vital role in advancing your career by helping you advance your skills and expand your knowledge.

ALSO READ: Top 10 High-Income Skills to Learn in 2024 to Make a Six-Figure Salary

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360-degree feedback: Definition, benefits, and examples

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What is 360-degree feedback?

Pros and cons of 360-degree feedback, how to use 360-degree feedback, examples of 360-degree feedback, what is the purpose of 360-degree feedback, who is involved in 360-degree feedback, 360-degree appraisal vs. 360-degree feedback.

​​ Feedback is a key element to keeping your employees engaged and motivated at work. And 360-degree feedback, or multi-rater feedback, is growing in popularity. This type of feedback gives a view of employee performance from different people. So peers, managers, and direct reports provide anonymous employee feedback.

When done right, 360-feedback has a host of benefits. These include strengthening accountability and collaboration among teams and reducing biases . But this kind of feedback isn't without its flaws.

We'll unpack those later, but first, let's look at what 360-degree feedback is and how it can benefit your business.

It's still standard for employees to only receive structured, formal feedback from their manager. And this is usually during an annual performance review . In fact, for many companies, feedback is synonymous with the yearly performance evaluation. 

In addition to this feedback cycle, 360-degree feedback provides extra insight. As we noted earlier, multi-rater feedback facilitates anonymous input from various sources related to an employee. It usually involves eight to 10 people, all chosen because they work closely with a given employee. 

They receive a curated survey or questions about employees' work ethic, work style, competencies, and areas of improvement. These questions also leave space for written answers. This space allows all reviewers to give extra context and specific examples to support their feedback .

Getting more frequent and constructive feedback from different viewpoints can help your employees grow. It's also been shown to improve the employee experience as workers feel more appreciated.

Questions and written answers can run the gamut given the breadth of insight 360-degree feedback offers. Here are some examples of the kind of feedback raters can give:

• Creativity : "This person often seeks out ways to improve our current processes and offers new ideas to streamline our work."
• Communication : "This coworker has a hard time listening to other people's ideas. They rarely provide context or evidence to support their decisions and instead prioritize their own ideas."
• Teamwork : "This person helps delegate tasks and organize the team during group projects. They put forth their best effort promptly, so other team members have time to deliver their work as well."

As you can see, responses can be candid or vague. So, once this information is collected, it's essential to review and organize it strategically.

No review system is perfect. Just like other systems, 360-degree feedback has its benefits and drawbacks. Let's look at the pros and cons of 360-degree feedback.

Benefits of 360-degree feedback

• Strengthens company culture and builds trust in an organization
• Helps leaders use recognition to shift company culture
• Provides nuanced perspectives to help conquer bias in the workplace
• Fosters teamwork across departments
• Helps employees feel more appreciated and recognized
• Improves employee accountability and productivity

360-degree feedback and bias

One significant benefit of 360-degree feedback is how it can combat managerial or team bias. According to Deloitte's 2019 State of Inclusion Survey, bias continues to be a big issue for many companies:

• A reported 68% of people say bias negatively impacted their productivity 
• 84% say that bias impeded their happiness , confidence, or well-being
• 70% say that experiencing or witnessing bias negatively impacted how engaged they felt at work

Experiencing or witnessing bias can create a hostile work environment . And unfortunately, over 60% of employees feel bias is still present in their workplace . There's room for improvement here.

360-degree feedback can help employees receive fairer and more balanced assessments.

Downsides to 360-degree feedback

While there are many benefits to 360-degree feedback, there are still some critical drawbacks that you shouldn't overlook. Creating a 360-degree feedback structure can be challenging. And a poorly developed program may damage team and employee morale .

Some cons of 360-degree feedback include:

• Encouraging competition, leading to jealousy or hurt feelings
• Anonymous ratings without commentary can increase insecurity and damage trust in teams
• Being too focused on weaknesses or negativity 
• Lack of follow-up and support by a coach or manager to empower the individual to use data to improve
• Taking a lot of time and resources to garner, anonymize, and sort through feedback

Balancing the pros and cons can help you decide if 360-degree feedback is a good fit for your organization.

Survey questions looking for 360-degree feedback can give managers deep insight into how employees work. Areas of inquiry include employee communication, leadership , teamwork, and conflict resolution abilities .

This information is then often used in one of two ways:

1. As an employee development tool

Such insight is helpful for managers to see where employees excel and to see their areas of improvement. This can clarify if there's a better opportunity or skillset needed for that particular employee to thrive. In short: which skills can they develop, and what do they already do well?

2. Performance management

A 360-degree feedback system can also be used as part of a more extensive performance management system . It is not advised, though, as this can erode trust between employees over time.

Also, 360-degree feedback focuses on competencies rather than the ability to fill their role's requirements . So it may not offer the best data to make an informed decision.

360-degree feedback in action

Regardless of how managers use the information, most 360-degree feedback initiatives follow the same basic steps.

• After project completion, managers ask team members who worked closely with one another, including peers, and other managers, for feedback.
• Raters receive pre-designed questionnaires via email. 
• Respondents anonymously complete the questionnaires. They share the employee's strengths, weaknesses, opportunities, and wins on the project via these forms. 
• Human resources collects the data and creates a report showing common themes, recognition, and feedback from the reviews.
• A manager reviews the feedback report with their employee to create a plan for ongoing leadership development. 

Ideally, this process is a comfortable one for all parties. Hopefully, the employee feels acknowledged, recognized, and less intimidated by the constructive criticism provided.

This type of feedback has benefited teams for some time. But its value has grown thanks to this new normal .

Now that remote work is the norm , leaders may not have a clear picture of where their employees are thriving and where they can improve. That makes 360-degree feedback a considerable asset for any organization from today forward.

Plus, 360-degree feedback has a range of social and psychological benefits:

• Helps team members identify strengths and weaknesses
• Develops stronger working relationships with colleagues
• Employees feel more comfortable in an open and transparent work environment
• Reduced imposter syndrome and related workplace insecurities
• Can boost employee engagement by seeking input from all levels or the organization

But 360-degree feedback does not only help employees. It can also help leaders make better career development plans. The insight into team dynamics helps managers develop more effective training plans . This leveling up of current employees addresses skill gaps and can boost retention.

Ready to take your leaders to the next level? Try a demo of BetterUp.

For 360-degree feedback to be most effective, it has to come from various sources.

Asking people from all levels and teams to contribute feedback for an employee is the best way to go. It offers a well-rounded view of what it is like to work with that person. Plus, it can ensure that employees get the recognition they deserve for work that might otherwise go unrecognized.

A 360-degree feedback program can involve the following people:

• The employee under review
• Their manager
• Their subordinates
• Their colleagues
• Their business partners or customers

Typically, eight to 10 people make up a 360-degree review. More raters can help maintain anonymity and provide a more nuanced view of an employee.

After a project, it may be more beneficial to get 360-degree feedback from a business partner or customer. However, during a review period, input from a direct report or colleague may be more valuable. There is usually a self-reviewing component for the employee in both cases.

Each rater receives an anonymous feedback form with different questions. These questionnaires detail what an employee did well and where they could improve.

Using customized employee feedback surveys gives a well-rounded view of each employee. They also better reflect the relationship between the reviewer and the reviewer.

Facilitating 360-degree feedback with company culture

Leadership can use an effective 360-degree feedback tool here. It can facilitate getting formal, anonymous feedback from direct reports, managers, and peers.

However, 360-degree feedback goes well beyond using the right software and processes. Integrating multi-source feedback programs calls for a culture shift, too. 

Creating a culture where employees get honest feedback can reduce bias, boost employee confidence, and increase transparency. Constructive feedback , given at the right moment, benefits employee development and career advancement. Positive feedback is also proven to have positive business outcomes. 

A 360-degree feedback process also makes it easier for team members to acknowledge one another. It creates space for additional acknowledgment, leading to more engaged, empowered employees.

While 360-degree appraisal has its value, it’s often not as effective or appreciated as 360-degree feedback.

360-degree feedback can be given or received at any time and often is less biased since it involves an employee’s work on a specific project.

A 360-degree performance review, however, is more formalized. It's usually during a review period when employee pay and compensation are part of the conversation .

While many employees find 360-degree feedback to be helpful, they often feel wary of 360-degree performance evaluations. But, that doesn’t mean 360-degree feedback has no place in yearly reviews.

Collecting 360-degree feedback throughout the year can help prepare for performance reviews. When an employee receives feedback year-round, they can incorporate it more quickly.

With ongoing 360-degree feedback, employees can reflect on their year during performance review time. Plus, managers have a resource to recall what employees worked on throughout the year and see how they progressed.

Yearly reviews are a vital time to set new goals and recognize employees for their growth. 82% of employees see recognition as an important part of happiness at work. 360-degree feedback offers more frequent recognition, so employees are inspired to do their best. However, 360-degree appraisals don’t often have the same effect.

Turn 360-degree feedback into an actionable development plan

360-degree feedback can be a helpful tool to foster teamwork and offer employee recognition. This multi-source feedback program can help your company create more relevant and personal and professional development plans for team members.

If peer-to-peer feedback isn't common in your company, 360-degree feedback is a helpful tool. Use it strategically to shift how your employees relate to and connect with one another.

Maggie Wooll

Thought Leader

What is reskilling and how can it benefit teams?

When stack ranking should (and shouldn't) be used, is company culture your competitive advantage or hidden inertia, member story: developing communication skills and owning the spotlight, 7 steps to develop an employee training program that sticks, how to implement peer to peer learning in the workplace, how to use workforce development to close the skills gap, employee recognition: your guide to boosting morale, 20 employee feedback survey questions — and tips to get started, similar articles, how a performance review template improves the feedback process, are you receptive to feedback follow this step-by-step guide, 30 communication feedback examples, 6 examples of interview feedback to start using today, write a performance improvement plan (pip) that really works, should you use the feedback sandwich 7 pros and cons, how external feedback can enhance your performance management process, how the best managers follow-up after 360-degree reviews, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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360 Degree Feedback: Examples of Positive and Critical Reviews

Qualitative feedback is an excellent value of performance review in any organization. Constructive criticism and positive voices from other team members are effective methods of recognizing your employees’ strengths and weaknesses . In this article, I will show you how to provide 360 Degree Feedback and many benefits this study can bring to the table.

What Is 360 Degree Feedback?

The Definition of 360 Degree Feedback explains that it is a form of collecting feedback on the effectiveness of the employee’s work. Such feedback may concern the following areas: interpersonal skills, practicing company values, communication skills, professional development, employee engagement, problem solving, or leadership skills.

The employee, their superiors, subordinates, and colleagues (sometimes clients) provide feedback in the study. It is a process of comparing a self-assessment of specific skills with the assessment of those skills by other people who observe the performance of the assessed person daily from different but still very important perspectives.

360 Degree Survey

If you want to be a good leader, you have to be open to criticism. Without knowing your strong and weak sides it will be extremely difficult for you to develop and make your company achieve success.

Types of the Constructive Feedback in the Study

Before we move on to the examples of 360 Degree Feedback, it’s worth learning more about the two types of peer insights we can get during the survey.

360 Degree Evaluation Method distinguishes two types of feedback: reinforcing and redirecting. The first one concerns situations when we want to praise someone for the high quality of performed duties and positively impact employee motivation. Contrarily, we use redirecting feedback when we want constructive criticism to translate into improved commitment and quality of work.

Let’s see examples of what such honest feedback can look like in open ended questions.

Reinforcing (Positive) Feedback Examples

Employee feedback from a specific team member is essential to performance reviews ( Pulse Surveys are another useful tool for collecting feedback) Not only is it a tool for assessing core competencies but also an effective way to solve problems, improve the atmosphere in the team, and “build” a committed employee. Try to highlight other team members’ accomplishments or attitudes in case of:

Completing a Specific Project

Management based solely on rebuking subordinates for inferior results is a thing of the past. Praising employee performance is a part of leadership skills and an excellent opportunity to strengthen the team’s motivation. The same goes for praising your colleagues. Don’t spare praise if someone has earned it.

Feedback Example For Performance Review:

Congratulations, Lindsay! Because of your great work and commitment, our latest marketing campaign has attracted many new customers to the company. Fantastic job, thank you!

New Ideas & Creative Solutions

Appreciate the employee who takes the initiative in team meetings and submits exciting ideas. Refrain from quenching your people’s enthusiasm. Such positive approach can help solve problems, or come up with a new solution for the product to help increase profits.

Good Feedback Example for 360 Degree Survey:

Josh, thank you for your curious questions during the last product demo meeting. I also like your great ideas regarding our company’s podcast. Very inspirational for all of us.

Both positive and negative feedback can be good for any organization. The 360-degree evaluation is an excellent tool for appreciating a colleague (subordinate or superior) and communicating constructive criticism.

Helping Others At Work & in Employee Development

A good team spirit is the treasure of every organization. It is a person who cares about a good atmosphere but also cares for others. Someone willingly helped with your problem, even though it was beyond their responsibilities? Or they made sure that new hires did not feel bad at work? Appreciate their attitude in coworker review.

Colleague performance feedback example:

Rachel, I can express how grateful I am for your help with new employees. It was very kind of you to show them what our company’s culture is all about. I bet you make the onboarding process for them as smooth as possible. Thank you!

Strengthening Employee’s Motivation and Confidence

We all have a bad day at work, a failed project, or a nightmare speech at a conference. Do you need to meet deadlines but fail from time to time? Well, that’s life. Keep it in mind if you find someone on your team who needs support. Provide employee feedback to help the person get back on their feet.

In the end, you’d expect the same thing in their shoes, wouldn’t you?

360 feedback examples for peers:

I know you put a lot of effort into preparing the presentation for the conference. Performing on stage is highly nerve-wracking. Don’t worry if not everything went your way. Your presentation is excellent material that our marketing department will surely use. If you want, I will talk to the HR department about the budget for public speaking training. Thanks again for your outstanding work.

Employees Performance Outside the Job

In a 360-degree feedback survey, we can focus on more than just performance management and direct reports regarding employees’ career development. Moreover, such a review system is also a unique opportunity to highlight co-workers that engage in social issues or help local communities.

Positive Appraisal Example For The Survey:

Marie, thank you for organizing the collection of food and warm blankets for the animal shelter in the company. You are an inspiration to me and proof of how the big heart of an individual can change the fate of dozens of stray dogs and cats. You can count on me for next fundraisers. Thanks!

Redirecting (Negative) Feedback Examples

Similarly to employee recognition, in the 360-degree feedback survey, we express criticism.

Evidently, it is much easier to give anonymous feedback, but when we do it constructively and gently, we can try to do so openly. Remember that the purpose of such feedback is not to offend the coworker but to resolve conflicts and indicate areas that should be improved so that your cooperation returns in the right direction.

Here are negative feedback examples for colleagues.

Employee Missed Deadline or Failed Project… Again

Hand up; who has never missed a deadline at work? I thought so.

The problem begins when an employee regularly fails to meet deadlines, neglects their duties, doesn’t conduct their tasks effectively, or does not give high priority to the most critical projects.

Negative 360 feedback example:

Mike, I’m sorry to write this. Because of your design delays, we lost our chances of winning the tender. If you know you will miss the time, please report it in advance so we can organize the tasks differently.

Constructive criticism and positive voices from other team members are effective methods of recognizing your employees’ strengths and weaknesses.

Quiet Quitting & Disengaged Coworker

We value work-life balance. However, this idea does not mean a low commitment to our duties’. On the contrary, in an ideal scenario, the idea is to deliver what we have committed to during working hours in a good atmosphere, and after hours to devote ourselves to family, hobbies, and everything unrelated to work.

Is every employee motivated? Of course not! But the negative attitude of an individual can destructively affect the team’s work. Therefore, it is worth monitoring employee engagement and satisfaction and investing time and resources in problem-solving.

Example of redirecting feedback:

Sarah, I have recently noticed an apparent decrease in motivation, which translates into the results for the entire sales department. Is everything OK? Remember that you can always talk to me. Let’s find a solution to this situation together.

Employee is Not a Team Player

Only some people are predisposed to act like a group leader (it’s related to individual interpersonal skills). But the way each employee collaborates with another has a significant influence on the team. Suppose a coworker does not play for the group’s success, disregards the cooperation and responsibilities of other participants, and ultimately claims the project’s success.

You can enjoy watching Colin Robinson, a brilliant energy vampire in the “What We Do In The Shadows” tv series, but you don’t want to see such a person daily at work. The same applies to people with low personal culture or those who create new ones instead of resolving conflicts.

360 Degree Feedback Example:

I know that you are a good programmer and fulfill your duties, but disrespectful and unpleasant comments towards colleagues have a terrible effect on the atmosphere in the group. Don’t focus solely on your tasks. Let’s work together to develop not only individually but as a team.

Lack of Communication Skills

In mature organizations, the culture of feedback matters. It applies, among other things, to development work and meetings. If we know our coworkers well, we know which of them have many exciting ideas.

Do they sit quietly at meetings? Let’s mention it in the peer review to encourage them to take the floor.

Examples of Team Members Opinions:

Hey Rick, I love your latest direct reports on market research. Great job! You have plenty of insights to share during our meetings. What makes you stay silent? We’d love to hear your voice; if communication is a challenge for you, PM me. Can we organize a workshop for you?

The Employee Is Constantly Late

Getting started at a specific time can be troublesome. Sometimes our bus misses, in the winter, the battery in the car will run out, or we will be stuck in kindergarten for a long time, taking the children off in the morning.

We can explain everything. But it’s hard to justify a coworker who is notoriously late for work and shows up at meetings when they started already. It’s just disrespectful to everyone.

Example Way to Communicate Negative Feedback:

I appreciate the fulfillment of your responsibilities and willingness to help others at work, but I have serious reservations about your approach to punctuality. Everyone would be better off if you came to work on time, and the atmosphere at meetings would only benefit if you didn’t go in there with your coffee five minutes after starting. Please, keep it in mind.

A Checklist for Thoughtful 360 Degree Feedback

Both positive and negative feedback can be good for any organization. The 360 degree evaluation is an excellent tool for appreciating a colleague (subordinate or superior) and communicating constructive criticism.

We have prepared a checklist of how to proceed, so that performance reviews bring the most significant value to the company and repair interpersonal relations.

How to Give Positive and Critical Reviews:

• Be respectful of the other person, even if you want to express only criticism
• Peers review is not racing. Think about and plan your answer carefully
• Speak for yourself. It is your feedback and your emotions, not the feelings of the group
• Give precise answers to specific questions, control the chaos of thoughts
• Be honest. Remember that openly speaking is better than anonymous feedback
• Don’t forget about diplomacy, but be firm when necessary

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Author: Dariusz Jaroń

Updated: 06 April 2023

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360 Degree Performance Appraisal, Feedback System and its Review

The 360-degree performance appraisal policy is very complicated and difficult to implement. One may ask why organizations should invest in 360 degree performance appraisal system? Here the answer is for the long-term development of employees and to create a strong leadership front. The 360-degree   performance appraisal method provides a holistic approach to the performance of the employee. It includes very important factors such as collaboration, teamwork, and leadership. A development plan based on the 360-degree performance appraisal system, effectively improves the overall performance of employees and productivity of organization. There are different steps which we follow in order to implement the 360 degree assessment. Clarity and effectiveness of the system is very important for an organization.

Click and Learn about:   What is Performance Management ?

What is a 360 degree performance appraisal?

The 360 degree performance   appraisal   system is an advanced kind of appraisal that is used by many organizations where the performance of employees is judged using the review of around 7 to 12 people. These people are working with the employee and they share some of their work environment. The feedback is gathered in the form of reviews in terms of the competencies of the employee. The employee himself or herself also takes part in this appraisal with the help of self-assessment. The 360-degree performance appraisal system is a way to improve the understanding of the strength and weaknesses of employees with the help of creative feedback forms. 

There exist 3 prime reasons why organizations prefer to go for a 360-degree performance appraisal.

• In order to get an enhanced review of the performance and perspective of the future leader.
• To broaden the insight of manpower development and its needs.
• In order to collect feedback from all the employees and to ensure organizational justice.

Usually, under 360 degree appraisal system the feedback is collected from peers subordinates customers managers, and the team members of the employee. The feedback is collected using on job survey based on the performance of employees there exist four stages of a 360-degree appraisal. The first stage is self-appraisal followed by the superior’s appraisal then the subordinates' appraisal and lastly the peer appraisal.

What is a 360 performance review in HR?

The 360 review is a professional opportunity given to coworkers to provide 360-degree feedback about the   performance   of their fellow employees. Traditionally either the HR department or reporting manager of an employee asks the subordinates to provide their feedback . 

Many organizations use an online survey method in order to interact with the employee and enable them to provide performance feedback. The online survey instrument is very useful in collecting feedback and providing a clear understanding of employees’ performance. 

The 360 performance review is mostly focused on the contribution of the employee and their skills along with their competencies. It is a balanced way to view the actual performance of employees in the area of teamwork, leadership, interaction, interpersonal communication, contribution, management, accountability, work habits, vision, and other things based on the employee’s job profile.

Here the actual contribution of an employee in terms of performance is judged by the manager while the other aspects of the role are judged by or reviewed by the subordinate, peers, and the customer.

The purpose of collecting feedback from all the employees who work together is to analyze how the employee affected the work of their fellow employees. Also, it focuses on the steps organizations need to carry out in order to enhance teamwork among the employees. Along with the formal feedback, the manager can also request informal or verbal feedback from the subordinates in order to get a clear view of the behavior and work attitude of an employee.

How to implement a 360-degree performance appraisal system?

The implementation of the 360-degree appraisal method is not an easy task. In order to design an effective 360-degree appraisal system one has to take care of the following things.

• Determine the right skill to be assessed.
• Proper selection of appraiser.
• Proper training should be provided to all the employees about how to use the 360-degree review system.
• The intention of the   appraisal system   should be elucidated.
• Design a simple and easily understandable process.
• Ensure that a follow up is taken after the appraisal review

Objectives of 360-degree performance appraisal 

The objective of the 360-degree feedback process differs from company to company however the main objective of a 360-degree performance review used to evaluate the performance of the employee in a holistic manner expert in this field often claim that a properly and effectively implemented 360-degree feedback process makes the employee more comfortable with the organization and lead to their overall development along with boosting their performance.

In this Era use of a 360-degree feedback system has brought a team-oriented meaning to the organization. The organization is not restricted to a bunch of people but it has become a bigger team. In a traditional way, the appraisal was the responsibility of human resource management only, but now the objective of 360-degree performance appraisal is to collect anonymous feedback about the employee from their superiors, colleagues, and peers also from the customer. This holistic approach helps to evaluate the performance and well-being of employee who is working for the organization.

360 Degree Performance Appraisal Process 

The steps of the 360-degree feedback process may slightly vary from organization to organization. However, the schedule of the 360-degree feedback process remains quite the same. A timeline has been identified for a 360-degree performance review which includes different steps which the organization has to follow. The step starts with the communication about the 360-degree performance  appraisa l  method and it ends with the re-evaluation of participants.

1. Communicating the 360-degree performance review- It is very crucial to communicate the entire process to the stakeholders of the organization. The purpose and objective of the 360-degree performance appraisal process should be clearly mentioned and explained to each and every participant. Also, the process through which the feedback will be gathered and how the feedback will be utilized should be clearly conveyed to the stakeholders.

Time required- This process could take 2-3 weeks to communicate about the appraisal system. This can be done through a personal meeting with supervisors, managers, leaders, and employees. Also, it can be communicated through emails and employees should be encouraged to come forward if they have any queries related to the 360-degree performance appraisal process.

2. Selection of raters - The selection of rater is one of the most important steps in a 360-degree performance appraisal system. We have to choose enough participants in order to receive data that is relevant and comprehensive. The number of raters will depend on the employee’s job profile and working relationship.

Time required- This process generally takes one to two weeks. The rater will include supervisors, direct reports, peers, and perhaps some customers or clients.

3. Distribution of survey - Organizations can use an online 360-degree feedback system which will allow a quicker distribution of questionnaires among the employees. The participants will receive an email with the link of the questionnaire and notification. They can click on the link, and start and complete the 360 degree review. 

Time required- This may take one week in order to distribute the survey among all the employees.

4. Submission of the questionnaire - Once the survey is distributed, the participant will complete the survey online. The completed review will be provided to the evaluator. This process can take the longest time. The time required to submit a questionnaire depends on the number of raters which are involved, the job profile of employees, and the organization. It is highly recommended that a particular deadline should be assigned to the participant in order to quickly finish the process.

Time required- This process should take to 2-4 weeks in order to get completed feedback from the participant.

5. Completion of the report - Once the review is been collected through the questionnaire method a confidential report is being produced. It depends on the delivery plan of the organization sometimes once the report is ready it is directly sent to the participants or the result is been given through one-one feedback session.

Time required- if you are using an online system this very quick to produce the report, sometimes it takes 1 to 2 days.

6. Facilitation of feedback - It is recommended that the feedback should be given in a confidential manner by arranging a meeting with the employee’s manager or coach. This meeting will allow a great understanding of the feedback report and also provides an opportunity to discuss the strength of the employee and areas which need to be improved.

Time required- It depends on the in-depth of the feedback session generally a meeting can last for 1 to 2 hours for each employee.

7. Completion of development plan - Once the review is done the development plan should be created for each of the participants based on the feedback reviews received through 360-degree evaluation. It is important to develop an actionable plan which will help to improve the employee. The areas where the improvement is required should be identified as key areas based on which training programs , workshops, coaching, conferences, or mentoring should be arranged for the employee. The development of such a plan helps employees to improve quickly. 

Time required- Generally, completion of the development program could take one to two weeks

8. Re-evaluating - 360-degree feedback system is not one of the events; once you start the process it is important to see the consequences of the process. Specific goals and opportunities are outlined in the development program; it does make sense to check the progress. The re-evaluation of the participant will enable the organization to see the changes and the area in which the employees are actually improved.

Time required- This process should be carried out after 8 to 12 months of 360-degree performance appraisal.  

360 degree feedback questionnaire

The questionnaire for 360 degree feedback depends on the job profile of employee. However there are some topics such as leadership, interpersonal skills, problem-solving attitude, motivation, and efficiency of employees which can be judged by colleagues, peers, the supervisor as well as clients. For such points, there are a few questionnaires that can be used. Check out the sample 360 degree feedback questionnaire:

 Leadership 

• Do you think this employee exhibits the quality of leadership in the role which he or she plays for the organization?
• How positively this employee contributes through his leadership skills?
• Do you think the employee should improve his leadership quality?

   Interpersonal skills

• When you interact with this employee do you think the interpersonal skills which were demonstrated were satisfactory?
• Do you experience any sort of problem while interacting with this employee?
• Do you recommend any improvement in the interpersonal skills and relationship development skills of the employee?

 Problem-solving attitude

• Do you observe that this employee effectively solved the problem?
• What are the skills that this employee has demonstrated in order to solve the problem?
• Do you think this employee has fewer problem-solving skills and the employee need to work to improve the skills?

 Motivation 

• Do you observe that this employee appeared motivated toward his work-related task, job, or relationships?
• How committed and motivated do you think this employee is with regard to the success of the organization?
• Have you ever experienced any issues related to the motivation level of the employees?

 Efficiency 

• Do you think the work method and approach used by the employee are effective, efficient, and improving?
• Do you suggest any areas of improvement for this employee?
• These are some areas in which the questions can be raised in order to improve the effectiveness of 360 degree feedback system. These questions will help the employees to respond about their issues and things that they appreciate about their colleagues and peers. These questions will promote ease of sharing of information among the employees.

The significance of 360-degree performance appraisal 

The immediate benefits of a 360-degree feedback system can be observed in terms of teamwork, development of leadership, and improved productivity of the organization. It provides a safe, confidential, and reliable way for colleagues to provide feedback. It also provides the organization with valuable insights about the current leadership, how team mechanics works, and the overall culture of the organization. 360-degree performance appraisal system provides powerful knowledge to the leaders and hence helps them for the development of employees. The effectively used 360-degree performance appraisal system boosts the confidence of employees and helps them to improve their performance. It also helps employees to become better leaders and contributors to the organization.

360-degree performance appraisal advantages and disadvantages

Similar to every system 360 degree performance appraisal also has some pros and cons. Let's take a look at the advantages and disadvantages of a 360-degree performance appraisal system.

  Advantages of 360-degree assessment

• This system provides a comprehensive view of the  performance   of employees.
• It improves the credibility of the performance appraisal system
• The feedback from colleagues helps to strengthen the self-development process of the employee
• It also increases the responsibility and alertness of employees towards their clients.
• The different ideas coming from different raters combined provide a more accurate 360-degree assessment.
• More persuasive opinions can be gathered from different participants.
• Here not the only manager but colleagues are also responsible for the assessment of staff performance which empowers them.
• Employees get motivated who generally undervalue themselves. 
• Honest culture can be established in the organization using 360-degree performance appraisal system.

Disadvantages of 360-degree assessment 

• The process is very lengthy, complex, and takes a lot of time.
• If the feedback got exchanged among the employees it can create trouble and tension among the staff.
• A lot of effort has to be placed in order to train the employee to effectively use the 360-degree appraisal system.
• It is very difficult to figure out the results.
• Some feedbacks are useless and need to be deleted carefully.
• A suspicious environment can be created in the organization as the information is not available to everybody. 

360-degree performance appraisal form

360-degree performance appraisal form  sample  

Instructions for the 360 Degree Performance Review:

Kindly respond to each statement provided in the respective categories on the pages. Use the assessment system as provided after the instructions. If you have a lot of “U” responses then it is better to meet the HR department before submitting the review. 

Comments: You can add comments after a review of each section. In the comments, you can provide specific information or suggestion which you want to convey with clarity. 

Assessment system:

5- Exceeds expectations – The performance demonstrated is beyond the standard expectation.  4 -Meets expectations – The performance meets the standard expectation from the employee.   3 -Meets most expectations – Average performance with some improvement required.  2-Needs improvement – Some responsibilities are effectively performed but serious improvement is required in certain areas.  1 -Unsatisfactory – Performance below standard  U -Unknown – Rater is not aware of these skills of the employee. 

Disclaimer:  The 360-degree performance assessment mentioned in this article is created to provide a brief idea about the real-time 360-degree performance appraisal process carried out in the organization. The structure is designed for the enhancement of understanding and to clear the concepts regarding the 360-degree performance appraisal system. The site hrhelpboard.com is not responsible for the resemblance or accuracy of the system. It is important to professionally verify the suitability of the policy before using the content given in the sample system.

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• 42 Effective 360 Degree Feedback Examples For Managers

Fasna Savad

14 June 2023

Table Of Contents

• Positive Examples
• Negative Examples
• Questions to Ask
• Close-Ended 360 Degree Feedback Questions
• Open-Ended 360 Degree Feedback Questions

Need to give 360 feedback for your boss? Well, fret not! We have curated a list of 360 degree feedback examples for managers that can be used throughout the year on your 360 evaluation form.

Someone said:

360 degree feedback isn’t all about reviewing an employee’s performance but gauging their development as well.

The same goes for managers as well. So in this article, we will explore:

• Forty two 360 review feedback examples for managers: the happy and the not-so-happy
• What are good questions to ask employees about their managers?

360 Degree Feedback Examples For Managers

How do you give positive feedback to a manager: examples.

Positive or reinforcing feedback for managers is all about acknowledging the good stuff!

When we give positive 360 feedback, we’re highlighting what the manager is doing well and encouraging them to keep it up. This helps them feel good about themselves, motivated, and confident, which in turn leads to better performance and productivity. It’s all about recognizing the good things and building on them.

With that in mind, here are 21 positive 360 degree feedback examples for managers.

​​Work environment:

• “I’ve noticed that the team seems to have a great attitude towards work lately. It seems like the positive work environment you’ve created is really paying off.”
• “I appreciate the open-door policy you’ve implemented, as it encourages team members to communicate more openly and freely.”
• “I’ve noticed that everyone on the team feels like they belong and that we’re all working together towards the same goals. That’s a great feeling.”

Communication skills:

• “You’re really good at explaining things in a way that’s easy to understand. I think that’s why the team is so efficient and productive.”
• “You have a talent for active listening. Your ability to hear and acknowledge different perspectives has helped resolve conflicts and create a more collaborative work environment.”
• “I really appreciate how you communicate with empathy. It makes me feel like you really care about what I have to say and that my opinion matters.”

Leadership skills:

• “You’re such an inspiring leader! Seeing you lead by example really motivates me to do my best.”
• “I love how clear you are about the team’s goals and how our work fits into the bigger picture. It really helps me stay focused on what’s important.”
• “Thanks to your leadership, we’ve really built a strong team culture. Everyone takes accountability for their work and supports each other when needed.”

Motivational skills:

• “Your motivational skills are unparalleled, and your ability to inspire team members to achieve their best has helped the team achieve exceptional results.”
• “I really appreciate how you recognize and appreciate our hard work. It feels great to know that our efforts are noticed and valued.”
• “Thanks for always providing us with opportunities for growth and development. It really helps me stay motivated and engaged in my work.”

Productivity:

• “Your focus on productivity and efficiency has helped the team achieve impressive results and complete projects on time and within budget.”
• “Your encouragement to prioritize tasks based on their importance has been really helpful in increasing our productivity. I can see that we’re getting more done in less time, thanks to your guidance.”
• “I’ve noticed that we’re getting more done as a team, and it’s all thanks to your focus on productivity. It’s inspiring to see how much we can achieve when we all work together towards the same goal.”

Conflict resolution:

• “Thanks for always being fair and constructive when mediating disputes. Your ability to resolve conflicts quickly and effectively is something that we all really appreciate.”
• “You approach conflicts with empathy and understanding. This helps de-escalate tense situations and create a positive outcome for all parties involved.”
• “Thanks for always taking the time to identify the root cause of conflicts. It really helps prevent similar issues from happening in the future, and makes our work environment more collaborative and supportive.”

Mentorship and guidance:

• “I just wanted to say thank you for all of your mentorship and guidance. Your constructive feedback has really helped me grow professionally, and I appreciate all of the support you’ve provided.”
• “Your willingness to provide ongoing coaching and support has helped me overcome challenges and reach my full potential.”
• “You always focus on our individual strengths and provide us with opportunities for growth. It makes me feel like a valued and invested member of the team.”

How do you give negative feedback to your manager: Examples 

Negative or redirecting feedback for managers is all about addressing areas where they could do better.

It’s not about criticizing or tearing them down. But rather highlighting areas where they can improve, and giving them specific suggestions on how to do so. This 360 feedback is intended to redirect their behavior towards a more productive and positive outcome.

By focusing on areas that need improvement, we can help managers become even more effective in their roles. With that in mind, here are 21 constructive 360 degree feedback examples for managers.

Work environment:

• “Your efforts to create a positive work environment are appreciated. But I feel like there could be more opportunities for team-building activities outside of work. I feel like some of the team-building exercises have become too repetitive and aren’t as effective as they could be.”
• “I think there could be more emphasis on transparency and communication around company goals and expectations. This will create a more collaborative work environment.”
• “While I appreciate your focus on positivity, I feel like there could be more recognition for team members who bring up constructive criticism and feedback.”
• “I appreciate your clear communication style. But I feel like there could be more opportunities for team members to provide feedback on their own needs.”
• “There could be more emphasis on active listening and acknowledging others’ perspectives during team discussions. This will improve overall communication.”
• “I appreciate your efforts to give clear instructions. But I feel like there could be more communication around the reasoning and impact of certain decisions on the team and the project.”
• “While I value your input on projects, I feel like you have a tendency to micromanage and don’t give team members enough autonomy to make decisions.”
• “I understand you’ve been busy lately. But can we have more opportunities for team members to give input on decisions and have their voices heard?”
• “You have great leadership potential. I think there could be more emphasis on leading by example and modeling the behavior and values expected from the team.”

Motivation:

• “While I appreciate the focus on external motivators like bonuses, I think there could be more emphasis on intrinsic motivators like meaningful work and personal growth.”
• “Your willingness to address individual needs and concerns has been helpful. But there is room for improvement in terms of team bonding and collaboration.”
• “There seems to be a lack of motivation among team members. Can we work together to identify the root cause and find ways to address it?”
• “Right now I feel we are emphasizing short-term productivity. But I feel like there could be more emphasis on work-life balance to prevent burnout and increase long-term productivity.”
• “While I appreciate the use of performance metrics, I think there could be more emphasis on individual strengths and opportunities for growth.”
• “There needs to be more opportunities for team members to provide feedback on workflow and processes. This will identify areas for improvement much faster.”
• “While I appreciate the focus on compromise, I think there could be more opportunities for team members to express their needs and concerns in a safe and constructive environment.”
• “There should be more emphasis on active listening and understanding others’ perspectives.”
• “I understand we had a massive workload this last quarter which caused a lot of stress. Thanks to your leadership skills we were able to prevent any major conflicts. But can we have a plan in place to ensure this doesn’t happen?”
• “While I appreciate the regular feedback, I think there could be more emphasis on constructive feedback and specific examples to improve individual performance.”
• “I feel like there could be more opportunities for coaching on specific areas of improvement.”
• “Compared to my previous roles, I feel that I’m not getting enough opportunities for me to take on new challenges and develop my skills. Can we look into this?”

What Are Good Questions To Ask Employees About Their Managers?

There’s a big difference between a 360-degree feedback questionnaire and a regular employee performance review questionnaire. That means the questions asked should be different too! One of the main reasons why managers sometimes struggle with office-wide 360-degree feedback is because the questions asked don’t collect the right data to reach a conclusion.

To get it right, you need a good 360-degree feedback survey that has a mix of open-ended and close-ended questions. These questions should be designed to measure various aspects of the employee’s personal and professional development.

The trick is to find the right balance between open-ended and close-ended questions to gather all the data needed for a conclusive result.

But when it’s done well, a 360-degree feedback survey can be super valuable for providing insight into an employee’s performance and development. So it’s definitely worth investing the time and effort to get it right!

Here are 41 questions you need to ask.

I. Close-Ended 360 Degree Feedback Questions

Close-ended questions help you extract quantifiable data from the employees, allowing you to easily conclude whether the employee has performed enough to earn an appraisal. These can either be rating-scale type questions or multiple-choice type questions.

Further, the close-ended questions are structured in a way that managers can easily measure each aspect of the employee’s performance and development in a certain period.

360-degree feedback questions to identify potential leaders in the organization

These questions help to identify if the employee can actually take up higher positions inside the organization. The questions are highly directed to monitor their ethical values as professionals, see if they can take up the initiative, and know if they can manage a group of people to achieve certain goals.

• Does this employee make maximum use of his/her time in the office?
• Do you think this employee is honest and ethical when it comes to making critical decisions?
• Does this employee take feedback seriously and try to improve themselves?
• Does the employee feel empathetic to the customers?
• Has this employee willingly taken up any projects?
• Does the employee take every extra effort to make the customers happy?
• Does this employee contribute to a healthy working environment?
• Do you think this employee perform according to the company’s goals and interest?
• Does this employee help co-workers when they approach him/her with any issues?
• Do you rely on this employee when you face certain obstacles in the workplace?

Before we proceed any further, here’s a simple yet effective survey that I made with the help of these 360 degree feedback examples for managers.

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360 degree feedback questions to evaluate the communication efficiency

Questions included in this section help you to measure the communication efficiency of the employee easily. The questions assess both the verbal and non-verbal communication of the employee with peers and with customers as well.

• Does this employee actively listen to every instruction before jumping to conclusions?
• Does this employee communicate well with other employees?
• Do you feel the employee is comfortable giving presentations/demonstrations?
• Does this employee communicate well with the customers?
• Does this employee try to reach out to clarify things he/she didn’t understand?
• Is this employee willing to hear the ideas or views of others?
• Do you think this employee knows how to effectively communicate his ideas both verbally and written?

360 degree feedback questions to gauge interpersonal skills

Interpersonal skills are essential to maintaining a healthy and effective workplace environment. The questions under this section help you know whether the employee contributes to healthy working culture. Further, it measures how the employee reacts and effectively cooperates with the co-workers in the face of a crisis or an obstacle.

• Does this employee cooperate with their peers to get the best results for a task?
• Do you think the employee follows the instructions given to the tee?
• Does this employee contribute to a culture open to discussions and values everyone’s opinions and ideas?
• Does this employee invest time to improve their skills and learn more from other employees?
• Do you think the employee maintains a healthy relationship with co-workers?
• Is the employee successful in managing their emotions?
• How effectively do you think the employee manages stress?
• Does this employee reflect the company’s core values and work towards creating a positive environment inside the office?

360 degree feedback questions to assess the problem-solving skills of an individual

Critical thinking and problem-solving skills are quite important for an individual to advance in their career. He/she should be able to gather the necessary data, assess the current situation, and should arrive at a feasible conclusion as soon as possible. Such employees are an asset to the organization as they are quick to respond to and resolve the customers’ needs.

• Does this employee ask questions to understand the depth of an issue?
• Is this employee able to carry out different tasks without many directions?
• Is the employee willing to accept new challenges and evolve?
• Do the ideas of this employee solve problems efficiently?
• Is this employee able to arrive at conclusions quickly?
• Is the employee able to identify trends or patterns during complex situations?
• Does this employee reach out to others and use their opinions to resolve issues?
• Is the employee able to analyze an issue and identify the root cause of the problem?
• Is the employee aware of the short-term and long-term impacts of their decisions?
• Do you think the employee takes a decision as per the code of conduct?

II. Open-ended 360 degree feedback questions

To gain more insight into an employee’s capabilities, you will have to identify their core strengths and weaknesses. This can be achieved with the help of the right open-ended questions .

With that said, the respondents shouldn’t be able to answer the question with a yes or no. The question should urge them to think about the employee in question, analyze how they perform daily, and then identify their strong traits and weaknesses.

• What are the employee’s greatest strengths?
• What is the one thing the employee should start doing?
• How well does the employee adapt to the changing business goals and priorities?
• What is the one thing that the employee should continue doing?
• Name the one thing that the employee should stop doing?
• What is that one area where the employee can improve?

Wrapping Up

All these 360-degree feedback examples for managers will help you frame better questionnaires. With these, you can easily get a holistic view of the employee’s performance and how they developed/improved their skills compared to the previous term.

Further, don’t stop with the assessments alone. Get the complete report of the employee and have a one-on-one conversation to educate them on the areas where they should improve and where they excel.

Closing the feedback loop is as important as gathering the data. Without that, all these efforts remain futile. So kick start your annual performance review and appraisal with our 360-degree feedback surveys now.

Happy surveying, folks!

Full-time introvert with a dash of spontaneity and at times, A writer!

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360 (degree) feedback examples for an empathetic review culture.

When Google introduced peer-based reviews and simplified its feedback process,  75% of employees  found the new system useful compared to just 49% before the switch.

But Google isn't the only company to recognize the benefits of using this type of review system. 360-degree feedback is all the rage as employers look for alternatives to the stale and outdated annual review process. 

So, how does  360 feedback  work, and what exactly should coworkers be sharing? This guide provides 51 helpful 360 feedback examples. Use them as part of an action plan to show peers, managers, and leaders how to deliver  effective feedback . 

🔄 What is 360 feedback?  

360-degree feedback surveys collect opinions from respondents, including employees' peers, managers, and direct reports. The goal is to provide a well-rounded perspective of an individual's strengths and weaknesses, so they can identify areas for improvement.

"As a founder and director of KPS UK, I had the results of my first 360-degree feedback. This was led by our Head of People and Culture and involved asking for anonymous feedback and a score from a number of senior colleagues on 7 core competencies. I was quite nervous going into it, but I am glad we did this. While some of the feedback was a little uncomfortable, it was all honest, and I can't really argue with any of it. There was also a lot of good stuff, but the important parts are where I need to improve. I would strongly encourage all leaders to do this if you haven't already. To be an effective leader, you need to be strong across a broad range of competencies, and knowing where you need to improve is only going to make you better."  ‍ -  Branwell Moffat  - UK Director of CX Consulting at KPS Digital. 

360 feedback systems differ from traditional employee performance reviews that focus solely on an individual's manager sharing their observations. While this process has its benefits, it can be one-sided and leave out important perspectives. 

➡️ Check out our article on how to conduct a performance review meeting .

➡️ How to use these 360 feedback examples

The 51 examples of 360 feedback listed below should guide and inspire your own survey questions and responses. The samples we've created will deliver your points clearly while being empathetic to the person receiving your thoughts. They'll also speed up your feedback delivery as you'll know exactly what (and what not) to say. 

📝 360 review feedback examples

The downloadable template below will help you create your 360-degree feedback system, including potential question types. 

Feedback questions examples 

Closed-ended questions prompt a Yes/No response or a score as part of a rater system.  They're more structured and provide less room for interpretation. This style is also better for quickly gathering large amounts of data for analysis.

Open-ended questions encourage employees to provide more detailed explanations for their responses.  Use these answers to better understand an individual's thought process and motivation behind their actions.

Here are some examples of both types of 360-degree feedback questions. 

Closed-ended

• "Do you feel your manager gives you the opportunity to improve your skills?" (Yes/No) 
• "Rate your level of satisfaction with your current workload from 1-5."
• "Do you feel your feedback is taken into consideration?" (Yes/No) 
• "What obstacles do you see in your way to achieving your goals?"
• "How well does collaboration work within your team?"
• "What motivates you at work?"

Both types of questions have their merits, and we recommend using a mix to get a well-rounded perspective of an individual's thoughts and feelings.

Feedback forms examples

This 360-degree feedback example is for a peer-based review. You’ll include a question or statement in the left-hand column and invite survey respondents to complete the right-hand column. Feel free to adjust the categories or question types to your specific requirements.

➡️ Make sure to check out our article on 360 leadership assessments and learn how to obtain meaningful insights.

🙋 360 feedback answer and comment examples by category 

Feedback will encompass several categories to cover soft skills, such as communication, while ensuring your team members are engaged and aligned with company values. Note: the examples in this section include both positive (reinforcing) and negative (redirecting) feedback.

Communication 

Communication skills are essential in the workplace. If your team member cannot communicate their ideas clearly, it will reflect poorly on them and the company as a whole. 

• "You seem to have trouble communicating your ideas in our team meetings. I think it would be helpful if you wrote down your thoughts before the meeting to share them more effectively."
• "I've noticed you're always actively listening to others when they're speaking. Great job letting others make their point so we can all understand the idea."
• "I feel like you're not listening to me when we speak. It would be helpful if you could make more eye contact and nod to show you're following along."

Interpersonal 

Interpersonal skills help individuals interact effectively with others. These skills are important in both personal and professional relationships. 

• "I think you could improve your interpersonal skills by being more patient with people. You often become impatient when people don't understand what you're saying."
• "There have been a few instances where you've been abrupt with people. It would be helpful if you softened your approach so your colleagues don't feel you're attacking them."
• "Your interpersonal skills have really improved, and you've definitely become more assertive. You're showing a more dominant side with the potential to become an effective leader."

Problem-solving 

Problem-solving skills are crucial in every industry. Whether your employee is finding solutions to customer issues or resolving conflicts within the workplace, their ability to problem-solve will be key to their success. 

• "I think you could improve your problem-solving skills by looking at the situation from different angles. I've noticed that you tend only to see things from one perspective."
• "In our latest project, you reacted impulsively to problems instead of taking a moment to think about the situation. It would be helpful if you took a step back and assessed the situation before responding."
• "The way you brainstorm with others has accelerated your problem-solving skills. You clearly understand that trying to solve problems independently doesn't always produce the best solutions."

Every organization needs employees who are aligned with company values. When misalignment occurs, you might have team members who want to leave their roles or aren't positive ambassadors for your brand. 

• "I've noticed that you haven't been meeting your deadlines. This is causing problems for the team and doesn't align with our company value of being reliable."
• "I've noticed that some of your posts on social media don't align with our company values. You must represent our brand in a positive light."
• "Some of your teammates have expressed concern you're not committed to our company's mission to help people. You must be on board with our vision so we can all work together towards a common goal."

Motivation 

Engaged and motivated employees are more productive and can drastically improve profit lines. Take the temperature of your team to ensure they're in the right role and feel challenged in their work. 

• "I don't feel you're at your most productive recently. It's important to be motivated in your work to produce quality results."
• "I'll talk to your manager about giving you assignments outside of your comfort zone. I think you would be more motivated in your work if you had more challenging tasks."
• "You might be more motivated in your work if you felt like you had more autonomy. Let's chat about ways to give you more independence in your role."

Efficiency 

Efficient employees get the job done with minimal wasted time and resources. If your team member is inefficient, they might lack resources or need more training to complete their tasks. 

• "I think you could be more efficient in your work if you had more resources. I'll talk to your manager about getting you the supplies you need."
• "The training you've received recently has made incredible changes to the efficiency in your role. Reach out if you want to explore other training opportunities to enhance your skills and competencies."
• "Do you feel you have an excellent understanding of the task? If not, I'll talk to your manager about getting you more information and providing greater role clarity."

💬 Examples of positive reinforcing and redirecting constructive feedback

Feedback can be loosely divided into two main categories: positive and negative. Humans thrive on being told they're doing well. But at the same time, employees need to hear constructive criticism when their work isn't meeting the mark.  Surprisingly,  57% of employees  prefer to hear corrective feedback rather than praise, but there's a skill to delivering both in a respectful and actionable way.

Positive (reinforcing) feedback 

Reinforcing feedback encourages the employee to continue exhibiting behaviors or skills they're already displaying.  Here are some examples of how to reinforce great work with positive feedback:

• "You really kept your cool during that difficult customer call. That's a great example of how to provide the exceptional service our brand is known for."
• "I saw that you took the initiative on that project and came up with some great ideas. I like the way you think outside the box. Keep it up!"
• "Your idea to improve the sales process was fantastic, and it's massively increased our conversion rate. I'm so glad you thought of it, and I know that the whole team appreciates your contribution. Great work!"

Negative (redirecting) feedback 

Redirecting feedback is more challenging to deliver. It centers on what the employee could be doing better and how they can make those changes.  Keep in mind this type of feedback must never come as a surprise to the employee. They should know about the issues beforehand so they have time to process and reflect on the situation. Here are some examples of how to deliver redirecting feedback. 

• "It's a shame your work was late on this project as it held up the team. Can we agree on a plan to make sure this doesn't happen again in the future?"
• "I've noticed you don't seem as engaged or focused as usual, which, unfortunately, impacts your work and team morale. Please let us know if you're facing any challenges we can help with."
• "Your independent work is great. But as one of the quieter members of our team, there have been a few occasions where we've needed more input from you. Can you try to make sure you're vocal in team meetings or follow up with an email afterward if you think of something later to contribute?"

🚥 360 feedback start, stop, continue examples

In this process, ask employees to identify which behaviors their peers should start doing, stop doing, and continue doing. 

360-degree feedback start doing examples

• "It would be great to see you step up to the plate and take the lead. You have some great ideas, and it would be a pleasure to see your team inspired by your enthusiasm." 
• "As a long-term and respected member of the organization, it would be fantastic if you could take more of an interest in our new team members. They often feel a little lost and could benefit from your wealth of knowledge."
• "I've been noticing that you do not own up to your mistakes as much as you used to. It's okay to make them, we all do, but you must learn from them. Can we work on this together so you can become more accountable?"

360-degree feedback stop doing examples

• "I know you're very passionate about your ideas, but everyone must have a chance to contribute in meetings. Can you please try to wait your turn before speaking?" 
• "I've noticed you've been booking meetings with managers and teammates to discuss topics you could have covered in an email or Slack message instead. Please try to be more respectful of your colleague's diaries and the various time zones we cover."
• "I know you work best under pressure, but it's putting a lot of strain on the team when we leave projects until the last minute. Can we agree on a plan to get projects started sooner?"

360-degree feedback continue doing examples

• "You're always so positive and upbeat, and it really helps to set the tone for the team. Keep up the great work!"
• "We love the way you think outside the box and develop such creative solutions. It's super refreshing."
• "You always seem to be one step ahead of the game, which is incredibly valuable for us. It's great to have someone we can rely on in that way."

360 feedback examples by rank 

Be aware that the feedback you provide in 360 review feedback forms may differ depending on the level of the employee and the area they operate in. Some soft skills like communication and friendliness may be required across your entire organization. Whereas the ability to be assertive or set an example may be more crucial when developing leadership skills. 

Here are some examples of feedback depending on their rank. 

360 feedback examples for managers 

• "I think you need to be more proactive in your management style. Try to check in with your direct reports more regularly, so they feel supported." 
• "There were a few instances where I felt you could have been more in control of your team. In the future, I would like to see you take a more active role in setting an example for them to follow." 
• "Your team looks up to you, and I think you have a lot of respect from them. You're doing a great job!" 

360 feedback examples for leaders 

• "I would like to see you being more of a thought leader within the organization. Try to share your ideas and blog posts with the wider team." 
• "I think you need to be more visible within the organization. Make an effort to attend more events and meetups, so people get to know who you are." 
• "It's important to consider the succession plan for your team. I would like to see you consider who to develop to join our leadership ranks in the future." 

360 feedback examples for peers

• "I think you need to be more open to feedback from your peers. Try to listen to their suggestions and take them on board." 
• "You've done such a great job welcoming new hires into the team. They always have good things to say about you!" 
• You've settled into the company so quickly and have such a bright future here. It would be great to catch up about your goals and how we can help you achieve them."

💬 For 50 more examples, and tips and tricks, check out our article Peer Review Examples: 50 Effective Phrases for Your Next Performance or Skill Review.

🏢 Examples of companies using 360 feedback 

You don't have to take our word on 360-degree reviews being the next best thing. Check out these top companies that have already achieved impressive results from their peer feedback systems.

Adobe replaced its traditional annual performance reviews in 2012 when it moved to a  "Check-in" strategy  instead. What prompted the switch? Employees had found formal reviews to be too bureaucratic which negatively impacted teamwork. Additionally, these infrequent annual reviews didn't motivate employees to do their best work. 

Instead, the Check-in process encourages meaningful two-way conversations between employees and managers. Feedback is exchanged in real-time to drive business impact and career development. Check-ins occur monthly, but stakeholder feedback may be exchanged with anyone at any time and can be accessed from a centralized location. 

An Adobe employee describes their experience.

" So excited that we now have a centralized system to keep track of our performance, career growth, and feedback in one place! This will help spur new ideas for my career growth and add depth to conversations with my manager." 

Deloitte reinvented its approach to performance management after discovering they were wasting 2 million hours per year delivering feedback. Even worse, this wasn't time well spent, with employee engagement and performance levels dropping significantly. 

After identifying 60 high-performing teams across their company, Deloitte realized they had one thing in common: the chance to use these employee strengths every day. Deloitte scrapped its annual performance review and replaced it with more frequent weekly check-ins to recreate this across all teams. 

Netflix embraces the Stop, Start, Continue process as part of the company's 360-degree review system. Originally, the company collected anonymous feedback , but more recently, Netflix has opted for a transparent approach where all employee feedback is signed. 

360 feedback reviews are just part of the traditional performance appraisal system, which focuses on professional development .  

🚀 Run 360-degree feedback processes on autopilot

Zavvy offers intuitive 360 feedback software that fits your organization like a glove.

Our software is perfect for:

• performance reviews ;
• development talks and check-ins;
• (remote) engagement surveys;
• recurring 1:1 check-ins ;
• leadership development surveys
• feedback template gallery ;
• and much, much more.

📅 Ready to learn how to start with 360-degree feedback? Take Zavvy for a test drive by booking a free demo today.

Alex is a marketer at Zavvy. On this blog, he mainly shares insights gained from discussions with selected experts and from helping our customers set up and improve their onboarding or learning programs.

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360-degree feedback Essay

Introduction, 360-degree feedback concept, 360-degree feedback model, 360 degree feedback: pros and cons.

360-degree feedback is an assessment evaluation tool that is focused on employee job performance from a multisource perspective. It is also referred as a multisource assessment or a multi-rater feedback since it relies on information from various actors. Ideally a 360 degree feedback assessment is done by evaluating an employee job performance through a comprehensive investigation of their working relationship, from both an internal and external perspective.

The idea is to generate an accurate assessment of an employee job skills, quality of work output and team work abilities that can be relied for employee assessment and job evaluation (Hazucha, Hezlett and Schneider, 1993). In this paper we are going to analyze the 360-degree feedback by discussing it process, pros and cons as well as investigate the effect of culture and ethnicity on it outcome.

The 360-degree framework of evaluation revolves around the employee on whom the assessment is being conducted plus four other key actors that complete the evaluation cycle; peers, customers, superiors and subordinates (Linman, 2006).

In some other instances, the 360-degree feedback evaluation is more comprehensive and incorporates a variety of other external factors besides the customer as is the case in the model shown below. A well implemented 360-degree feedback is very valuable both to the organization and to the employee since it is a valuable tool of determining an employee potential value which needs to be tapped.

While at the same time informs the employee on the areas that they need to improve on in order to advance their career (Linman, 2006).

Perhaps, the most important actor in the process of 360-degree evaluation is the feedback information obtained from peers who can accurately rate the employee work quality and habits since they are at the same work level (Vinson, 2010).

Superiors and subordinates are also important actors of 360-degree feedback evaluation since they determine the effectiveness of an employee from two other opposite perspectives. Finally, external actor’s such as customers are valuable as source of information only when they are reliable (Vinson, 2010). Indicated below is a theoretical and simplified 360 degree evaluation model.

The importance of 360 degree feedback in organizations is one of valuable importance; the main objective is to generate reliable information that would enable employee to achieve self-development that would advance their career and in the process benefit the organization as well (Sullivan, 1998). As such 360 degree feedback tool is primarily used as a personal development tool rather than as an organizational evaluation tool.

The effectiveness of 360 degree feedback in any type of organization largely depends on the nature of working environment. While 360 degree feedback can be an accurate and reliable tool, it can also be abused to advance personal interest in work environments where office politics are very much polarized (Hazucha et al, 1993).

Hence, it is crucial for the management to assess and determine the suitability of using 360-degree feedback evaluation based on the unique circumstances of the organization by ensuring that it application cannot be sabotaged for personal gains.

More often and almost always the case, use of 360 degree feedback is seen to be ideal in organizations where employee support each other career growth within a productive work environment (Linman, 2006).

In such organizations employees do not take criticism negatively or personally, in addition the organization trains their personnel on proper method of giving feedback, enforces confidentiality code and customizes the 360 degree feedback approach to fit the particular organization goals (Linman, 2006). More importantly, the organization should not entirely rely or indeed peg this type of evaluation approach to employee promotion or as a basis of determining pay rise.

On the other hand 360-degree feedback evaluation process has been determined to be least effective in organizations that rely on it as a tool for employee promotions and pay rise (Linman, 2006). This is because under such conditions of employee evaluation the stakes are high enough to motivate malice that is intended to sabotage fellow employee career rise since the element of competition has now been created. In addition, lack of confidentiality on given feedback only serves to fuel the distrust and even heighten the office politics.

If the whole process is not customized to evaluate on the goals and objectives of the particular organization, and where no other evaluation approach is used to substantiate the 360-degree assessment, you can be sure that the whole process would be a big failure (Linman, 2006).

The effect of ethnicity and culture on 360 degree feedback evaluation can either have negative impact or no influence at all, again depending on organizational work environment (Heathfield, 2001). Most often, ethnicity breeds distrust in people when racial profiling is directed against particular communities, it is therefore obvious that peer review evaluation under such circumstances cannot be objective.

As such, it is important that a 360 degree feedback evaluation process be undertaken only in organizations where mutual trust exists among employee work relationships, and where work environment is generally respectful without the elements of competition. The aim of organizational leaders would therefore be to determine if the application of 360-degree feedback evaluation process would be suitable to their organization setup, and whether it would enable them to achieve an objective evaluation of their employees.

Hazucha, F., Hezlett, A. & Schneider, R., (1993). The Impact of 360-degree Feedback on Management Skills Development. Human Resource Management, 32 (2): 325–351.

Heathfield, S., (2001). 360-degree Feedback: The Good, the Bad and the Ugly Defines and Examines Multirater Feedback . Retrieved from https://www.thebalancecareers.com/360-degree-feedback-information-1917537

Linman, Terri. (2006). 360 Degree Feedback: Weighing the Pros and Cons . Web.

Sullivan, J. (1998). HR program Evaluation Template: 360-degree Feedback . Web.

Vinson, Mary. (2010). The Pros and Cons of 360 Degree Feedback: Making it Work . Web.

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• Chicago (N-B)

IvyPanda. (2019, December 12). 360-degree feedback. https://ivypanda.com/essays/360-degree-feedback/

"360-degree feedback." IvyPanda , 12 Dec. 2019, ivypanda.com/essays/360-degree-feedback/.

IvyPanda . (2019) '360-degree feedback'. 12 December.

IvyPanda . 2019. "360-degree feedback." December 12, 2019. https://ivypanda.com/essays/360-degree-feedback/.

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IvyPanda . "360-degree feedback." December 12, 2019. https://ivypanda.com/essays/360-degree-feedback/.

• Multi-Source Feedback Process and Its Concerns
• The 360-degree Feedback System: Advantages and Disadvantages
• 360-Degree Feedback Concept
• Leadership Training: 360-Degree Feedback Surveys
• Type of performance appraisals
• Managing Team Issues: The Role of 360-Degree Feedback
• The 360-degree leader: Developing your influence from anywhere in the organization
• The 360-Degree Leadership Style Review
• The 360-Degree Leader: American Express Company
• 360 Degrees Multi-Directional Appraisal System
• Performance Appraisal in the Strategic Plan
• New Service Development and Customer Involvement
• Important Management Practices in Service Competition
• Essay on Organizational Culture
• Work-Life Conflict

360-Degree Feedback Examples: How to use them

• What is 360 feedback?
• How can 360 performance review aid people management?
• How to gather 360 degree feedback?
• The best 360 feedback sample questions for 2023
• What makes a good 360-degree feedback question?
• How to write 360-degree feedback questions
• 360 feedback questions for Manager Roles
• 360-degree feedback advantages
• How to give constructive feedback
• ‍ Conclusion

FAQ: 360-Degree Feedback Examples

In contrast to traditional performance review approaches, 360-degree feedback allows you to see the whole picture and get feedback from multiple sources. Why is this important?  

Have you ever tried talking to a wall or an inanimate object? You've expressed your thoughts and asked questions, but since you're not getting anything in return, could we say that communication has taken place? It is often said that proper communication is only complete when there is feedback. With feedback, you get to know how a situation is from all perspectives, making decisions with this knowledge.

For companies and organizations, this couldn't be more crucial. Feedback is that all-important link between an organization's management and its employees, as well as among peers within a company itself. However, with well-structured 360 degree feedback questions, it's merely a walk in the park. ‍ Let’s find out why that is true.

What is 360 feedback?  

Everyone is familiar with the traditional method of conducting employee performance reviews , comprised of feedback and information from an organization's management. 360 feedback takes it a step further and is an all-inclusive performance review consisting of feedback from management, employees, clients, and subordinates.

Sometimes, feedback is sourced from external factors, such as the organization's customers, clientele, or even stakeholders. As you may imagine, it's as all-around as it gets, and that's where the name – 360-degree review (clever, right?) comes from.

Managers have most commonly used 360 feedback for professional development purposes . It provides management with the information necessary to assist employees with developing or improving their skills and general behavior at work. The process is also an effective way to get the organization's accurate overview of an employee. The applications, therefore, are endless.

Since it's usually anonymous, the employee in review can get insight into how others receive them, providing the avenue for change and development that can improve how they work. 360-degree review feedback examples are also helpful in avoiding the dreaded employee performance catastrophe, ensuring management knows what improves or depletes performance levels.

Whichever way you look at it, the 360-degree review method gives a more comprehensive look at performances, strengths, and weaknesses. It shouldn't be used in all cases, though.

How to gather 360-degree feedback?

There are multiple approaches to gathering feedback from a 360 survey. Before the tool can be used for people management, these different variants should be explored in greater detail. In short, the gathering process depends on the organizational structure, the employees' workflows, the degree of peer interaction within a company, and the percentage of one employee's performance dependent on other team members.  

Another significant aspect is linked to transparency and understandability of the overall feedback culture within a company. In a nutshell, the standard approach for feedback gathering might deviate based on how accommodating employees are to provide feedback.

Keeping the abovementioned factors in mind, there are free key variants for 360-degree review feedback gathering:

1. Offer employees a chance to answer open-ended questions. Yet, focus on the overall feedback process to potentially develop a reviewee. For instance, there is a well-recognized practice of Agile teams. It is coined as Start, Stop, Continue doing. We’ve adopted it within the simplest survey you can start with:

2. Ask peers directly about the aspects you are interested in the most - strengths, growth potential, and others. This variant is well-suited for consolidated teams, the ones where people are not afraid to be open-minded and honest in their feedback. Yet, keep in mind that in some variations, this survey might offer generalized feedback. To illustrate, this variant stands on the following questions:

• ‍ What are 1-2 strengths you demonstrate that positively contribute to the company’s success?
• What are 1-2 things you could do to increase your impact?
• How well do you demonstrate our company values? Please explain your answer.
• How well does this person manage their time and workload?
• How well does this person adapt to changing priorities?
• What’s an area you’d like to see this person improve?
• How do you see the best way of growing this person in the company?

Get started with templates and save time:

High response

3. Develop a method for competencies assessment. It should be done based on the 360-degree review. This is the most complex yet most accurate feedback-gathering approach. This method’s key upside is that it grants a clearer understanding of the reviewee’s skill level. Thus, when conducting future reviews, you’ll get a chance to compare the results to have a take on change dynamics. Besides, for a company, this variant offers a chance for cross-department skills and competencies comparison (a 9 box grid model is a great tool here). Overall, this helps make better HR decisions. ‍

Keep in mind that interpersonal and Personal Skills are most often assessed. In addition, companies focus on these skills:

• Leadership skills

Communication

• Problem-solving skills
• Organizational skills

Putting all the pieces together, it is apparent that 360-degree feedback-gathering processes have their nuances. Yet, with the right knowledge and tools, you can easily pull it off. In such a case, Effy is a performance management software that helps make the 360-review process seamless and effortless. The platform comes with a library of pre-made 360 feedback review templates. You can use them for free.  ‍

Moreover, our representatives help you choose the correct template and configure the tool to meet your business needs. It is the prime time to see what Effy has to offer.

Coming up with the questions for a 360 feedback survey can still be tricky, even with all the tips and information at hand. To help you get started on yours, we've compiled a list of the best 360-degree feedback sample questions you can use for your company. The following competencies group them:

• Interpersonal skills

Leadership Skills

These questions assess the leadership attributes of the employee in review:

• Does the employee take the lead on assignments and projects?
• Does this employee motivate others on the team to do their best?
• Is the employee accountable and takes responsibility for project results?
• Does this employee demonstrate leadership qualities daily?
• Is this employee a role model for other team members to look up to?
• Does the employee carry out their duties without problems?
• Does the employee contribute to problem-solving discussions?
• Does this employee help solve customer problems?
• Can the employee put aside their ego and ambition to work with others on projects?
• Does this employee supervise work effectively?

These questions evaluate an employee's interaction with peers, managers and customers.

• Does the employee communicate well with other workers?
• Does this employee possess great written communication skills?
• Is this employee able to speak clearly and concisely?
• Is the employee open to receiving feedback from peers?
• Does the employee consider the suggestions of others?
• Does this employee seek clarity when they don't understand something or are confused?
• Does the employee communicate well outside of their department?
• Can the employee clearly express their ideas to other workers?
• Is the employee open to encouraging discussions?
• Does the employee communicate well with customers?

Interpersonal Skills

These questions assess an employee's relationships with peers, managers and customers.

• Does the employee collaborate well with others?
• Has this employee had any conflict with other team members?
• Can the employee function well alongside others on team projects?
• Does the employee praise co-workers or acknowledge their accomplishments?
• Does this employee respect their team members?
• Is this employee in charge of their emotions, especially when dealing with colleagues?
• Does this employee consistently clash with others?
• Is this employee someone to turn to in times of need?
• Is this employee effectively managing their stress levels?

Problem-Solving Skills

These questions consider an employee's ability to provide solutions to problems.

• Can this employee work without managerial supervision?
• Does this employee possess decision-making skills?
• Does the employee react quickly to unforeseen events and challenges?
• Does this employee contribute to discussions and help solve problems?
• Does the employee regularly have creative ideas for solving problems?
• Can the employee spot problematic situations?
• Can the employee effectively bring others up to speed on a problem?
• Can this employee fix a problem without assistance?
• Can the employee effectively evaluate a problem?
• Does this employee take the initiative when solving problems?

Organizational Skills

These questions assess an employee's alignment with the organization's values.

• Is the employee fully aware of the company's goals and top objectives?
• Does the employee represent the organization's values?
• Does the employee regularly recommend the organization and its services to the public?
• Is the employee aware of the company's strategic vision?
• Does the employee give effective feedback on all company-related activities?
• Are the company's customers a major concern for the employee?

Efficiency questions measure the employees' performance at work. Let’s go through some of them.

• The employee attempts their tasks effectively.
• The employee strives to complete tasks to the right level.
• The employee completes assigned tasks on time.
• The employee's completed tasks are of a high standard.
• The employee's work and work ethic surpass expectations.
• The employee contributes to the improvement of work processes.

Below set of questions assesses an employee's enthusiasm for their work.

• Does the employee appear to enjoy their role/ work?
• Do you find it challenging to motivate the employee on a task?
• Is this employee a source of motivation for team members?
• Does this employee regularly communicate how motivated they are with their job?
• Is the employee motivated enough to share their work with colleagues?

These are primarily simple questions—so if you want a broader response range, you can add a scale to measure responses ( Strongly Agree | Agree | Neutral | Disagree | Strongly Disagree ).

So what questions should you ask during a 360-degree review? What kind of questions fit in when creating an efficient 360 feedback tool ? It's all about what you should and shouldn't do, and we've covered that in the following section.

When it comes to good 360-degree questions to gather feedback and collect data, consider the following:

• What are the employee's strengths?
• What is one thing you think the employee should improve?
• What is one thing the employee should stop doing at all?
• How well the employee meets deadlines and handles workload?
• What are one example of what an employee did wrong and one example of what an employee did right?

How you shape your 360 feedback question plays a huge part in how they're answered. If you write them the right way, you're sure to get the right results. Here are some tips on writing questions for a 360-degree review:

• Frame the question properly: your questions must be fair and without bias. All participants' answers must be true to their relevant opinions. The ultimate goal is to ask questions about an employee that others can answer without suggestive influence.
• Focus on one thing at a time: you don't want a confusing survey. Each question should encourage helpful feedback by focusing on an employee's core competency at a time to avoid complex surveys. By assigning each question to a specific area, you eliminate unclear and complicated responses.
• Choose your language carefully: while 360-degree reviews are used in an official organizational setting, the language doesn't have to be so. After all, you're trying to get useful insight, so technical jargon isn't essential if it will hinder comprehension.
• Consider the questions' relevance to your organization: the final tip is to assess the relevance of the questions you've chosen. They need to cover attributes and behaviors beneficial to your organization fully. Remember, one of the aims of the 360 feedback is to see how an employee fits into the organization's culture.

You also need to consider what the aim of the 360-degree review is. For development and employee satisfaction purposes, you need to ask questions specific to each individual. No two persons are the same, and even if they work in the same department or do the same jobs, their development paths will differ.

One employee's review may include questions on problem-solving and leadership if they're in a leadership role, while questions focusing on communication and teamwork may be included in a team member's review. Some questions may focus on strengths and weaknesses, opening doors for new opportunities when there are previously unknown skills.

The right 360 feedback questions will apply to every company member when considering performance appraisal purposes. This general overview sets a point of reference for performance, useful for accurate evaluations.

Should you add open-ended questions to your 360 feedback questionnaire?

The debate on if you should add open-ended questions in the survey or not is situation-specific. If you decide to go ahead with them, you should ensure that they give room for fleshed-out answers instead of the simplistic nature of "yes or no."

One other crucial thing to take note of is avoiding employee feedback fatigue . Getting feedback is great, but you don't want a situation where your questionnaires are too lengthy– you may not hear the exhausted sighs, but they will tell on the responses given.

‍ The goal? It's long enough to inspire useful replies but short enough that they're no bother. Another way to avoid such fatigue is to act on previous surveys, as employees are more likely to respond to subsequent questionnaires if they see a trend of improvements.

‍ 360 feedback questions for Manager Roles

These are job-specific questions to ask employees about managers' performances.

• Is this manager respectful toward other workers, even if they are subordinates?
• Does the manager consider team members' opinions in decision-making?
• How would you rate this manager's problem-solving skills?
• Does this manager handle work pressure effectively to meet deadlines?
• Does the manager appear to be aligned with the company values, goals and objectives?
• How responsive is the manager to their team's needs?

Here are the top benefits of 360 reviews:

• Zero in on strengths and weaknesses – 360-degree reviews improve a person’s self-awareness. They receive feedback in real-time that reveals their strengths and areas for improvement.
• Increase employee engagement – companies can engage employees through continuous feedback. According to research , employees are four times more likely to engage when they receive actionable feedback. 360-degree reviews engage them even more because they get comments from multiple individuals.
• Decrease employee turnover – open communication enables organizations to grow. HR teams should ensure everyone is willing to accept and give peer feedback. Team members who feel valued and appreciated will stay longer .
• Boost productivity – the majority of HR professionals use feedback as a way to increase employee retention. However, you can also use it to boost productivity. Introducing a continuous performance management process can make team members work harder.
• Enhance personal development – knowing which areas you need to improve helps you grow. 360-degree feedback is a great tool for personal development. Your colleagues are familiar with your work, so they know where you’re exactly lacking.
• Point to training needs – HR professionals can easily identify which training employees need because of 360-degree feedback. They can set up development programs to help individuals improve their skills.

Constructive feedback is essential for both personal and professional growth. We need to realize what we did wrong to improve! When providing constructive criticism, be specific and make it actionable . Instead of merely pointing out flaws or errors, focus on particular behaviors or actions the individual can change and improve. 

Rather than stating, "You messed up," try saying, "I noticed you did {specific action}, and I think you can improve it by doing A, B, or C." This strategy will show the person you care about helping them improve.

Also, always be balanced and point out the person’s strengths too; it will reduce their defensiveness, and you will show that you are objective.

‍ ‍ Conclusion

You now understand how essential 360-degree feedback examples for peers are. It gives a clearer picture of an organization and points management in the right direction with change-making decisions. They are also crucial in developing employees and identifying strengths and would-be candidates for leadership roles. Not to mention, it fosters proper communication, which creates open and diverse work environments. 360 feedback questions are one of the best ways to incorporate value into your organization.

What is 360-degree feedback? 

In short, 360-degree feedback is a performance review approach, offering employees a chance to get objective feedback from multiple sources. In contrast to traditional review methods, this one grants several angles on a person’s strengths, weaknesses, and growth opportunities. ‍

Here are some examples of 360-degree questions that provide employee feedback , representing specific competencies:

• Leadership: " Does this employee motivate others on the team to do their best? "
• Efficiency: " Does this employee strive to complete tasks to the right level? "
• Communication: " Does this employee seek clarity when they don't understand something /are confused? "

What should I include in 360 feedback?

You should typically aim to have questions that address core competencies and individual qualities such as communication skills, interpersonal skills (collaboration and teamwork), innovation, leadership qualities and organizational skills. These questions will allow respondents to answer concretely about the reviewed employee.

What are 360 assessment questions?

These are the questions asked in a 360-degree review that give managers feedback on an employee's perception from their managers, peers, and subordinates. These questions can either be close-ended, requiring simple Yes/No answers, or open-ended questions, which call for more opinionated solutions (qualitative feedback).

360 assessment questions focus on the competencies and qualities of the employee.

What is 360 feedback strengths and weaknesses example?

When conducting a 360 review for measuring strengths and weakness, consider the following examples:

• Needs higher quality performance.
• Strives to achieve the highest output.
• Comes a bit short of meeting the deadlines.
• Achieves established team goals with ease.
• Sets a great example for other team members.
• Works in a fast-paced manner ahead of schedule.
• Requires additional mentoring to handle the workload effectively.

How to give 360 feedback to your boss examples?

If you are giving 360 feedback to your boss, keep in mind these aspects:

• Start on a positive note, meaning begin with positive feedback.
• Give concrete examples.
• Be as objective as possible.
• Plan the feedback and your comments in advance.
• Be empathetic to reviewees.
• Finish the feedback with an action plan on how you plan to address the issues discussed.

What are 360-degree feedback questionnaire leadership questions?

The 360-degree feedback questions for leadership are the following:

How do I make a 360-degree feedback form?

To make a 360-degree feedback form, you need to have several lists of questions evaluating a particular person's performance. Each questionnaire should focus on aspects like the strengths and weaknesses of an employee under review.

What is a 360-degree feedback survey?

A 360-degree feedback survey is a distinct performance review process involving feedback provision. Usually, the feedback on the employee's performance originates from peers, managers, and self-assessment reports.

What are good 360-degree feedback questions?

• What is one example of what an employee did wrong and one example of what an employee did right? ‍

• Experience Management
• Employee Experience
• 360 Degree Feedback
• What to Ask in a 360 Review

See how EmployeeXM works

What to ask in 360 feedback: example questions and template.

15 min read 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.

What’s the key to good 360 feedback questions?

Feedback is crucial to understand how an organisation’s employees are supported by management and assisted in their development. For an employee, it’s useful to understand how their work and efforts are being perceived by others, and how they can gear their efforts towards greater improvement. This is why the 360 degree feedback exercise is vital for any human resources toolkit.

Yet, there’s a difference between employees receiving poor feedback and good feedback. Poor feedback can negatively affect relationships between staff and managers, while also wasting the full potential of the 360 Development solution . Good feedback can take results and apply the learnings and results constructively to the employee, helping them connect with the organisation and want to do better.

It’s important that 360-degree feedback questions:

• Are relevant to the person being investigated — Peers, line managers, and direct reports are examples of useful relationships that can have a say about an employee. Getting feedback from people that aren’t relevant working relationships to the employee will bring up irrelevant data.
• Are focusing on an employee’s attributes, not solely on performance — Employee behavior is what we’re reviewing here in a way that can be broken down by non-KPI standards (e.g. the employee’s communication, motivation, or interpersonal skills.
• Are seen as ways to discover a person’s ‘blindspots’ —The questions should not be attacking or leading. Instead, they should ask for an evaluation without bias .

How to write a good 360 feedback question

In order to get the right data, 360 feedback questions must be written in the right way . Here are some things to consider when choosing your questions:

• The framing of the question — Is the question fair and non-judgemental? Does it provide a large range of responses that a participant can answer without leading or influence?
• Choose a specific question that focuses on one competency at a time — Trying to measure more than one attribute area can confuse the participant and lead to unclear results.
• The language in the question — Does the question use the primary language of your audience? Is there overly complex language, jargon, or technical language that will prevent understanding?

When considering if the final question selection hits the mark, ask yourself if the questions offer:

• Relevance to your organisation — Is the final question selection fairly covering all the driving factors or employee attributes that you want to explore for your organisation? Below is a list of the 360 competencies that we’ll explore as part of our 360 Development solution .

• Relevance to the role — Does the final question selection have more than 8-10 competencies? Don’t exceed this number as the feedback should be focused around the core areas for that job.
• An easy to complete process — Is the final question selection user-friendly to read , understand, and complete? To avoid survey fatigue , it’s recommended not to exceed more than 30-40 questions.

Closed-ended vs open-ended feedback question examples

Most questions used in 360-degree feedback are close-ended questions that have a specific answer range (yes/no, 1-10, etc). This does make data collection easier to collect and analyse in quantifiable ways, meaning comparisons are also easier to do.

However, open-ended questions also have a part to play in employee feedback . This gives the opportunity to understand why results have been provided, information that can’t be captured in numerical form, and provide details that aren’t covered by the available questions.

You can make open-ended questions as mandatory or optional questions to carry out by the participant, though optional may limit the comments and qualitative feedback, which is valuable for understanding results and specific use cases.

360 feedback question examples by type

360 feedback questions for managers.

These close-ended questions are useful for adding to management 360 feedback reviews, to ask relevant questions for this particular role.

• Does the manager work in a respectful manner to others?
• Does the manager consider other team members’ opinions before making a decision?
• Does the manager effectively solve problems?
• Is the manager responsive to their team’s needs and questions?
• Can the manager work under pressure to meet deadlines?
• Does the manager provide a clear vision that aligns with the organisation’s objectives?

These close-ended questions are great to understand the leadership abilities of the employee.

• Does the employee provide solutions to difficult customer problems?
• Is the employee demonstrating leadership on a daily basis?
• Does the employee take accountability for the work and carry it out to the deadline?
• Do other team members look to the employee to help them with their work?
• Does the employee carry out duties without issue?
• Does the employee bring ideas to the table when problem-solving?
• Does the employee supervise work to an effective level?

Communication

These close-ended questions are used to understand how well an employee communicates.

• Does this employee listen well to others’ suggestions?
• Does the employee communicate effectively with customers/managers/peers?
• Does the employee ask for more information if they do not understand something?
• Does the employee communicate well in writing with good grammar and spelling?
• Does the employee speak in a clear and concise way?
• Does the employee effectively communicate their ideas to others?
• Does the employee create opportunities for discussion and dialogue?

Interpersonal skills

These close-ended questions are used to understand how well an employee can form and nurture relationships within the organisation.

• Does this employee work well with others on tasks?
• Does this employee show respect to others in their team?
• Does the employee manage their emotions and keep them in check?
• Does the employee effectively manage their stress levels?
• Does the employee regularly have conflict with others?
• Does the employee exhibit the core people values of the organisation?
• Does the employee collaborate with others effectively in a team?
• Is this employee someone that other staff will turn to for advice?

Problem solving

These close-ended questions are used to understand how well an employee can examine a problem and find a suitable solution.

• Is the employee effective at evaluating a problem?
• Does the employee suggest useful solutions to a problem?
• Does the employee recognise when there is a problem?
• Does the employee effectively communicate the problem to others and bring them on board?
• Is the employee able to work independently to fix a problem?
• Does the employee feel confident in exploring problems without assistance?
• Does the employee provide creative solutions to problems?
• Does the employee understand the impacts and dependencies of a problem?

Organisational alignment

These close-ended questions look at how an employee reacts to the organisation’s goals and values.

• Does the employee know about the organisation goals?
• Does the employee know about the organisation’s strategic vision?
• Does the employee live the company values daily?
• Does the employee discuss the company in meetings?
• Does the employee recommend the company to customers?
• Is the employee showing engagement with the organisation goals?
• Does the employee actively feedback about organisation ideas or activities?

Employee’s Motivation

These close-ended questions look at how an employee’s motivation levels for the work and their own role.

• Does the employee appear to be motivated by their job?
• Does the employee communicate that they are motivated with their job?
• Is the employee difficult to motivate to do a task?
• What is the level of motivation that the employee shows?
• Is the employee motivated to independently share their work with others?
• Does the employee motivate others in a group task?
• Does the employee complete their tasks effectively?
• Does the employee create a sense of collaboration when working with others?
• Does the employee deal with daily work tasks effectively?
• Is the employee’s work finished to the right level every time?
• Does the employee complete their work on time?
• Does the employee provide high standards in their work?
• Does the employee exceed expectations with their work?
• Does the employee improve processes to make them more effective?

Open-ended questions for 360 degree feedback reviews

Where you decide you want to add in open-ended questions, you can add these in after each question to find out specific reasons why participants answered in the way they did, or at the end of the close-ended questions, to give summaries or final thoughts outside of the selection of close-ended questions. Some examples include:

• Please elaborate more on your answer?
• Why have you answered this question in this way?
• What else would you like to share about this employee?
• What has this employee done particularly well?
• What would make this employee more effective in their role?
• What other comments do you have?
• Are there any attributes that have not been covered that you’d like to associate with this employee?
• Can you provide specific examples?
• What skill level have they demonstrated within [add attribute]?

360 Feedback Best Practices Guide eBook: Download Now

Sample 360 feedback question on core competencies:

Here’s a 360 Feedback template for asking someone about a colleague’s employee performance . These best practice examples can help you get started on your survey, or benchmark what you’re currently doing.

Each section of the template focuses on a different attribute: In this case, Communication, Strategic Mindset, Decision Making, and Leading the team.

Hello (Evaluator Name),

You’ve been asked to provide employee feedback in this 360-degree survey for (Subject Name).

Below are some key leadership principles that apply to (Subject Name)’s development.

Please provide your confidential feedback by answering the following questions:

Please rate (subject’s name/yourself) relative to peers:

What are 1-2 ways (SUBJECT) can improve in this area?

What are 1-2 things (SUBJECT) does well in this area?:

Strategic mindset

Please rate (subject’s name/yourself) relative to peers:

Decision making

What are 1-2 things (SUBJECT) does well in this area?

Leading the team

Please rate (subject’s name/yourself) relative to peers:

Qualtrics solutions that make 360 feedback easier

Organisations that use such a 360 review process can be overcome with data and may have problems taking the next steps to analyse and communicate results.

Qualtrics has “built for purpose” technology helping participants of the 360 program:

• Provide feedback that is honest, authentic , and actionable without the fear of attribution back to the rater.
• Provide assurance to subjects that the 360 program’s primary purpose is growth and development of employees so that it can mitigate any associated fears related to career development or reputational cost.
• Use 360s for development only and allow participants to choose their own evaluators so that they can co-create the process
• Provide 360 Dashboards that are unique to the Qualtrics’ solution to give HR and People Analytics leaders the opportunity to identify areas of strengths and deficiencies across the organisation as a whole.
• Filter data in real-time to identify development gaps across an organisation, based on job level, role, tenure, geography, and other embedded data.
• Help directly feed results into your human resources, learning, and development strategies and help you make development decisions with greater speed and confidence.
• Quickly identify development gaps across your organisation.

It covers all key competencies:

And is administered in four stages:

Run 360 feedback surveys with Qualtrics

This article was written by the EmployeeXM team

Our EX Scientists are a global team of Employee Experience consultants who deliver advisory services for our clients to help them design and deliver world class EX strategies & programs. They provide empirically driven, best practice solutions.

Related resources

360 Feedback

Advantages and Disadvantages of 360 Feedback 6 min read

360 degree feedback 14 min read, 360-degree review process 14 min read, 360 feedback for leadership development 10 min read.

Employee Lifecycle

Employee Attrition 16 min read

Employee offboarding 14 min read, ai in hr 12 min read, request demo.

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