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Top 100 360 Feedback Questions: Download Free Template 

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360-degree feedback is an effective alternative to traditional performance reviews and it offers a more comprehensive view of employee performance. By using 360 feedback questions, you ensure that every aspect of an employee’s performance is examined thoroughly. 

To streamline your 360-degree feedback process, we are happy to provide a handpicked selection of the top 100 questions and a bonus downloadable 360 feedback template. Now, let’s move on to our next section and dive deeper into this valuable resource.

Below you will find our curated list of 360 feedback questions and a FREE DOWNLOADABLE 360 FEEDBACK TEMPLATE! 👇

Make Your 360 Feedback Count

You should be armed with the right software that can help you throughout your continuous improvement journey. The best 360-degree feedback software for Microsoft Teams, Teamflect, is completely free with full functionality, for up to 10 users! Try it without signing up, today!

Exchange feedback seamlessly inside Microsoft Teams!
No sign-up required.
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What are the different ways to gather 360-degree feedback? 

As mentioned above, 360-degree feedback is your key to obtaining a comprehensive view of employee performance. It serves as a powerful tool for eliminating unconscious biases that can negatively influence the feedback process.

Now we are going to talk about how to gather 360 feedback to have a complete image of employee performance. To collect data with 360 feedback questions, you have several options, such as using templates, conducting surveys, or using software that enables customization. Here are our valuable suggestions:

1. Use 360 Degree Feedback Templates 

When crafting your 360 feedback templates, remember these important points:

Clear Introduction: You should start with a straightforward introduction because this will help feedback providers understand your expectations for the 360-degree feedback process.

If the feedback providers clearly understand the goals of your 360 feedback process, they will answer the questions more openly and honestly. Moreover, when your employees understand how their feedback contributes to their company’s growth they will be more likely to participate actively.

You should also address concerns about confidentiality in the introduction to make sure that the feedback givers are answering honestly.

Include Names and Titles: In your 360 feedback template, be sure to mention the names of both the feedback provider and the recipient.

When you put the names and the titles you will not only add a personal touch but also create a sense of accountability. 

Furthermore, adding the names and titles is a good practice because there may be several employees who share the same name in an organization. So, including the titles will be helpful in avoiding confusion.

2. Conduct 360 Degree Feedback Surveys

360 degree feedback surveys

Conducting 360 degree feedback surveys is a great way to collect valuable data about the core competencies that are most important for your company. When you’re selecting these competencies, it’s a smart move to include relevant parties in the discussion.

Key points to focus on while collecting data

Personal Traits: Consider attributes such as initiative. How proactive are your employees in their professional lives?

Interpersonal Skills: How well do your team members handle delicate situations that require tactfulness?

Outcomes and Results: Is your colleague achieving the desired outcomes and how is their performance?

Tip 1: Once you’ve pinned down your core competencies, it’s essential to draft questions that align with your competency categories.

Tip 2: Keep in mind that survey fatigue is a thing, and participants who have to answer more than 40 360 feedback questions will experience survey fatigue.

Tip 3: Don’t forget that your questions should be answerable by the feedback provider. For example, a peer will give different answers than a direct report when it comes to assessing an employee’s leadership skills. So, you should craft your questions thoughtfully.

3. Using Helpful Software

360 degree feedback sharing aims to illuminate your path to success by creating a culture of continuous growth. To make this happen, you’ll want the best 360 degree feedback software that’s easy to get up and running.

To make things easier for you, we have picked three great 360 degree feedback software and each of them brings something new to the table. Now, let’s move on to our first pick.

1. Teamflect

360 feedback questions

Teamflect makes feedback sharing a part of your everyday routine. It’s user-friendly, meaning your employees will easily adapt to using its functionalities. This is exactly what fosters a culture of continuous growth in organizations. After all, if employees can’t use 360 degree feedback software they won’t be able to create a feedback loop that drives growth in their companies.

And here’s the kicker: since every company has its unique needs, Teamflect offers an extensive library of customizable feedback templates to suit your specific requirements. Plus, if you’re already using Microsoft Teams products, Teamflect’s seamless integration will make it a perfect choice to level up your 360 degree feedback game.

With Teamflect you can also:

  • Easily integrate your feedback sharing into your one-on-one meetings.
  • Adjust the visibility of your feedback results and give anonymous feedback.
  • Request external feedback from people outside your organization.
  • Leverage AI to summarize your feedback.
  • Foster growth with self-assessment.
  • Use Microsoft PowerBI to create rich and flexible reports.

Pricing:

  • Teamflect free plan: unlimited trial version with 10 users
  • Teamflect Pro: $5 user/month
Use the best 360-degree feedback tool for Microsoft Teams!
No sign-up required.
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2. TINYPulse

TINYPulse 360 Feedback

TINYPulse is a great fit for small businesses. It’s customizable and works seamlessly on your desktop, mobile, or tablet. It’s also user-friendly and this will help you create surveys, polls, and questionnaires with ease.

The user-friendly dashboard will make your life easier and you will be able to access the features to craft all kinds of feedback. On top of that, their analytics feature will help you generate comprehensive insights, and you can keep things anonymous by adjusting the visibility of the feedback. 

Pricing: customized

3. Trakstar

360 feedback questions

Trakstar keeps the communication flowing between managers and their team members. The free 360 degree feedback feature is a game-changer since it offers insights from all corners of an organization.

Focusing on core competencies, Trakstar guides managers to make it easier for them to gain valuable information about employee performance. 

Trakstar also provides best practices to eliminate biases which will foster a positive working environment. 

Pricing: customized

How to write good 360 degree feedback questions?

Receiving poor feedback will hurt employee-manager relationships. In contrast, good feedback will help employees stay connected to their company and it will motivate them to perform better.

To write good feedback questions you can do the following:

Include the right question types: Structuring your 360 feedback template by mentioning the positive aspects of employee performance first is a great way to kick things off. This will set a positive tone and the recipient will be more open to constructive criticism. 

Including the right question types in your 360 feedback template is another key point. We briefly explained the main question types below and once you have an understanding of what they stand for you can create your own 360 feedback questions more easily. 

Close-ended questions: These questions are easy to evaluate because they have two possible answers. For example: The question “ Can this employee collaborate with their team effectively?” will be answered either with a Yes or No.

Rating scale questions: These questions give you statements and the statements are rated on a scale from 1-5 or 1-10. They include categories such as Strongly Disagree, Disagree, Neutral, Agree, and Strongly Agree. 

For example, you can rate this statement “This employee is good at time management.” by assigning it a number from 1-5.

Open-ended questions: The aim of asking open-ended questions is to encourage comprehensive feedback about employee performance and attributes.

For example: “Can you give an example when this employee exceeded performance expectations? And why do you think this happened?

Stop, start, continue: You can also keep stop, start and continue format in mind while creating 360 feedback questions.  

For example: 

  • Stop using the outdated filing system, because it causes confusion in accessing important documents.
  • Start a monthly newsletter to keep employees informed about company updates and achievements.
  • Continue the practice of weekly progress meetings.

Keep the questions relevant: An employee’s peers, managers, and direct reports can comment on the employee’s performance and attributes. On the other hand, when you collect feedback from people who don’t have a working relationship with that employee, you will have irrelevant data.

Avoid biases: Your questions shouldn’t come off as aggressive and they shouldn’t be influencing the feedback provider to give certain answers.

360 degree feedback question examples

With our comprehensive list of 360 feedback questions you will not only streamline your 360 feedback process but also set a positive tone and generate positive feedback from your employees.

1. 360 Feedback Questions For Managers

These questions of the 360 degree feedback questionnaire assess how effective a manager is at leading and guiding their team. You can create a 360 feedback template for managers by using these questions.

This section covers managerial skills in goal-setting, task delegation, coaching, professional growth, conflict resolution, time management, and last but not least creating a positive working environment. 

These attributes are important to measure because they reveal how effective a manager is at supporting their team.

  1. How well does this manager provide clear expectations and goals for their team?
  2. Does this manager effectively delegate tasks and responsibilities to team members?
  3. How would you rate this manager’s ability to provide constructive feedback and coaching?
  4. To what extent does this manager promote professional development and growth among team members?
  5. Does this manager demonstrate effective time and resource management skills?
  6. How well does this manager handle conflict and difficult situations within the team?
  7. Does this manager foster a positive and inclusive work environment?
  8. How does this manager handle stress and pressure in their role?
  9. How well does this manager align their team’s efforts with the organization’s overall objectives?
  10. How would you rate this manager’s ability to adapt to change and guide their team through transitions?

2. 360 Feedback Questions About Leadership Skills

Strong leadership will create a motivated team that is aligned with organizational goals, so it’s important to direct the right questions about leadership skills.

These 360 degree feedback questions seek to assess leadership skills, specifically how inspiring leaders are for their team and how effective they communicate their vision while encouraging innovation and creativity. 

  1. To what extent does this leader inspire and motivate their team to achieve their best performance?
  2. Does this leader effectively communicate a compelling vision for the organization or team?
  3. How well does this leader demonstrate integrity and ethical decision-making?
  4. How open is this leader to feedback and suggestions from their team?
  5. Does this leader encourage innovation and creative thinking among team members?
  6. How well does this leader manage and lead through times of uncertainty and change?
  7. To what degree does this leader empower and trust their team to make decisions?
  8. How well does this leader build strong relationships with stakeholders and partners?
  9. Does this leader effectively balance short-term and long-term goals and strategies?
  10. How would you rate this leader’s ability to foster a culture of continuous improvement?

3. 360 Feedback Questions About Communication

Effective communication enables collaboration and teamwork. With these 360 feedback questions, you can assess skills that include, active listening, non-verbal communication, conflict resolution, and clarity. 

  1. How clearly does this individual convey information and ideas to others?
  2. Does this person actively listen and seek to understand the perspectives of others?
  3. How well does this individual adapt their communication style to different audiences?
  4. To what extent does this person use non-verbal cues effectively in their communication?
  5. How would you rate this person’s ability to resolve misunderstandings and conflicts through communication?
  6. Does this person provide timely and relevant updates to their team and colleagues?
  7. How well does this employee use technology and digital tools for effective communication?
  8. How empathetic is this person in their communication with others?
  9. Does this person provide clear and actionable feedback to help others improve their communication?
  10. How well does this person communicate the organization’s goals and values to the team?

4. 360 Feedback Questions About Interpersonal Skills

Creating strong working relationships is vital in building harmony at work. Interpersonal skills such as empathy, collaboration, being able to build trust, and being open to diversity all contribute to building a positive work environment. 

  1. How well does this individual build and maintain positive working relationships with others?
  2. Does this person show empathy and understanding toward colleagues and team members?
  3. How effectively does this person collaborate with others to achieve common goals?
  4. To what extent does this individual manage and resolve interpersonal conflicts within the team?
  5. How well does this person build trust and credibility with peers and subordinates?
  6. Does this individual actively seek and consider diverse perspectives and ideas?
  7. How would you rate this person’s ability to handle difficult conversations and provide constructive feedback?
  8. How well does this person adapt to different personality types and work styles in their interactions?
  9. Does this individual foster a culture of inclusivity and respect within the team?
  10. How effectively does this person handle challenging or sensitive interpersonal situations?

5. 360 Feedback Questions About Problem-solving

To excel at any role, one needs to have the skill to solve complex problems. With this category, you are assessing an employee’s capacity to identify issues, come up with innovative solutions, and make the right decisions. 

  1. How well does this individual identify and define complex problems and challenges?
  2. Does this person generate innovative and creative solutions to problems?
  3. How effectively does this person evaluate alternative solutions and make decisions?
  4. To what extent does this person involve others in problem-solving processes?
  5. How well does this individual prioritize and manage multiple problems simultaneously?
  6. Does this person consistently follow through on implementing solutions to problems?
  7. How would you rate this person’s ability to learn from past mistakes and adapt their problem-solving approach?
  8. How well does this individual analyze and use data and information to solve problems?
  9. Does this person communicate the rationale behind their problem-solving decisions effectively?
  10. How open is this individual to feedback and suggestions from others in the problem-solving process?

6. 360 Feedback Questions About Organizational Alignment

Organizational alignment is about making sure that employee and team goals are aligned with the broad objectives of your organization. With these 360 feedback questions, you are assessing how effective an employee is at resource management, collaboration, adaptability, and setting a good example in demonstrating organizational alignment. 

  1. How well does this individual understand and communicate the organization’s mission and values?
  2. Does this person align their team’s goals and strategies with the organization’s objectives?
  3. How effectively does this individual support and drive change initiatives that align with the organization’s vision?
  4. To what extent does this person foster a sense of shared purpose and direction within the team?
  5. How well does this individual manage resources in a way that supports organizational goals?
  6. Does this person actively seek opportunities for collaboration and integration with other departments or teams?
  7. How would you rate this person’s ability to adapt to shifts in the organization’s priorities and strategies?
  8. How effectively does this person communicate the importance of organizational alignment to the team?
  9. Does this individual provide clarity and guidance on how team members can contribute to the organization’s success?
  10. How well does this person lead by example in demonstrating alignment with organizational values and goals?

7. 360 Feedback Questions About Employee Motivation

When your employees are motivated, they are also more engaged and productive. With these 360 feedback questions, you are evaluating how well an employee acknowledges their team member’s efforts and contributions and creates a positive and motivating working environment.

  1. How well does this individual recognize and acknowledge the contributions and achievements of team members?
  2. Does this person provide opportunities for team members to take ownership of their work and projects?
  3. How effectively does this individual align team goals with the individual motivations and aspirations of team members?
  4. To what extent does this person create a supportive and motivating work environment?
  5. How well does this individual help team members overcome obstacles and challenges in their work?
  6. Does this person encourage and facilitate continuous learning and growth among team members?
  7. How would you rate this person’s ability to inspire a sense of purpose and passion in their team?
  8. How well does this person provide autonomy and trust to team members in their roles?
  9. Does this individual actively seek and act on feedback from team members to enhance motivation?
  10. How effectively does this person lead by example in demonstrating motivation and enthusiasm for the work?

8. 360 feedback Questions About Efficiency

Efficiency is the optimization of your work-related processes and effective management of your time and resources. 360 feedback questions in this section focus on competencies such as time management, task delegation, process improvement, adaptability, seeking feedback, and effective communication.

  1. How well does this individual manage their time and workload to meet deadlines and objectives?
  2. Does this person prioritize tasks and projects effectively to maximize productivity?
  3. How effectively does this individual delegate tasks and responsibilities to others to improve efficiency?
  4. To what extent does this person streamline processes and eliminate unnecessary steps or redundancies?
  5. How well does this individual handle interruptions and distractions to maintain focus on critical tasks?
  6. Does this person leverage technology and tools to enhance their work efficiency?
  7. How would you rate this person’s ability to adapt to changes in workload and demands effectively?
  8. How well does this individual monitor and measure key performance indicators to improve efficiency?
  9. Does this person actively seek feedback and ideas from team members to enhance efficiency?
  10. How effectively does this person communicate expectations and standards for efficiency within the team?

9. 360 Feedback Questions For Self-evaluation

Without self-awareness, one can’t learn and grow. For this reason, it’s important to ask these 360 feedback questions which focus on self-reflection. More specifically, they focus on seeking feedback, strengths and weaknesses, and adaptation based on feedback.

  1. How well does this individual reflect on their own strengths and weaknesses as a leader?
  2. Does this person actively seek feedback and opportunities for self-improvement?
  3. How effectively does this individual set and monitor personal development goals?
  4. To what extent does this person adapt based on self-awareness and feedback?
  5. How well does this individual recognize the impact of their actions and decisions on others?
  6. Does this person take responsibility for their mistakes and learn from them?
  7. How would you rate this person’s ability to stay open to feedback, even when it’s challenging?
  8. How well does this individual maintain a growth mindset and pursue continuous learning?
  9. Does this person effectively balance self-confidence with humility?
  10. How actively does this individual share their self-evaluation and growth journey with the team?

10. 360 Feedback Questions For Peers

This section concentrates on peer-to-peer feedback which is essential for team and organizational success. 

  1. How well does this individual collaborate and support their peers in achieving shared goals?
  2. Does this person communicate effectively and proactively with their peers?
  3. How effectively does this individual provide assistance and resources to peers when needed?
  4. To what extent does this person contribute to a positive and cooperative team atmosphere?
  5. How well does this individual resolve conflicts and disagreements with peers in a constructive manner?
  6. Does this person share knowledge and best practices with peers to enhance overall performance?
  7. How would you rate this person’s ability to seek and implement feedback from peers?
  8. How well does this individual recognize and value the contributions of their peers?
  9. Does this person actively promote a culture of mutual respect and support within the team?
  10. How effectively does this person align their goals and strategies with those of their peers to promote overall success?

Download a FREE 360 FEEDBACK TEMPLATE

A free 360 degree feedback template

You can streamline your 360 feedback process by downloading our free 360 feedback template. With this valuable 360 feedback template, you will have a more structured approach while collecting insights from multiple angles. These insights will also help you drive positive change within your company.

In A Nutshell

We have explored 360-degree feedback by examining various aspects that can improve your understan

  1. Use 360 Degree Feedback Templates 
  2. Conduct 360 Degree Feedback Surveys
  3. Using Helpful Software

ding of this great tool. Whichever way you approach 360-degree feedback, one thing is for certain: Your organization will benefit greatly from it!

And to reap the benefits of 360 feedback, you should be using the right solution! Use Teamflect and have your pick from its extensive 360 degree feedback template gallery for a brighter future for your organization now!

Not sure about how it all works? We’ll tell you all about it!

What is 360 degree feedback?

360 degree feedback is an effective alternative to traditional performance reviews and it offers a more comprehensive view of employee performance. By using 360 feedback questions, you ensure that every aspect of an employee’s performance is examined thoroughly.

What are the different ways to gather 360 degree feedback? 

1. Use 360 Degree Feedback Templates 
2. Conduct 360 Degree Feedback Surveys
3. Using Helpful Software

How to write good 360 degree feedback questions?

1. Include the right question types
2. Keep the questions relevant
3. Avoid biases

Written by Duygu Soysanli

Duygu is a content writer who enthusiastically writes useful content about the dynamic world of HR.

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