360 Review Questions: 50 Sample Questions!

360 review questions are the best way to ensure your performance appraisals include multiple different perspectives and deliver a holistic 360-degree assessment of the employee.

In this post, we will not only provide you with sample 360 assessment questions but also show you just how you can implement 360 review questions into your self appraisals digitally.

What is 360-Degree Feedback?

360-degree feedback is a comprehensive evaluation method that collects feedback from multiple sources, including peers, subordinates, supervisors, and even external parties such as customers.

This holistic approach aims to provide a well-rounded view of an employee’s performance, employee strengths, and areas for improvement.

The 360 review process allows for a more accurate and balanced assessment compared to traditional performance reviews that rely solely on a supervisor’s perspective.

360-Degree Feedback in Performance Reviews

Incorporating 360-degree feedback into performance reviews enhances the evaluation process by providing diverse insights into an employee’s performance.

This particular performance review practice involves using a combination of 360 performance review questions and 360 assessment tools to gather feedback from different angles.

Key Components of 360-Degree Feedback in Performance Reviews:

1. Comprehensive Evaluation:
   • Utilizing 360 evaluation questions allows for feedback from multiple sources, offering a broader perspective on an employee’s capabilities and behavior.
2. Detailed Insights:
   • By incorporating specific 360 survey questions, managers can gain detailed insights into various aspects of an employee’s performance, such as communication skills, teamwork, leadership, and adaptability.
3. Balanced Feedback:
   • 360 feedback questions help balance the feedback by including positive reinforcement and constructive criticism from different sources, ensuring a more objective review process.
4. Improvement and Development:
   • The feedback collected through 360 assessment provides valuable information for identifying areas of improvement and creating targeted development plans.
5. Employee Engagement:
   • Engaging employees in the feedback process through 360 interview questions fosters a culture of open communication and continuous improvement.

Conduct Performance Reviews with 360 Feedback Questions in Microsoft Teams!

The only thing stopping organizations from implementing 360-degree feedback systems is the sheer workload that comes with it.

When you integrate a 360-degree feedback tool into your everyday communication and collaboration platform, Microsoft Teams or Outlook for example, you eliminate all the difficulty.

Teamflect, the best feedback and review software for Microsoft Teams, allows you to not only conduct performance reviews and gather 360 feedback right inside Teams but also integrate 360 review questions into your performance review templates effortlessly.

50 Sample 360 Review Questions

1. Open-Ended 360 Review Questions

Open-ended 360 review questions allow leaders to gain more nuanced insights into the employee’s performance during the evaluation.

There are aspects of employee performance that aren’t very easy to quantify. Open-ended 360 degree review questions allow those giving feedback to elaborate on the details of the reviewers performance and provide a far more nuanced perspective.

1. What are this employee’s greatest strengths?
2. How does this employee contribute to the team’s success?
3. In what areas could this employee improve?
4. How effectively does this employee communicate with others?
5. Can you provide an example of when this employee demonstrated leadership?
6. How does this employee handle stress or pressure?
7. Describe a situation where this employee went above and beyond their duties.
8. How does this employee adapt to changes or unexpected challenges?
9. What development opportunities would you recommend for this employee?
10. How does this employee support the company’s values and culture?

2. Close-Ended 360 Review Questions

While open-ended 360 review questions are effective and nuanced, they aren’t always the easiest to analyze and turn into meaningful data.

Sometimes you need 360 performance review questions that are easy to quantify. Close-ended 360 evaluation questions give reviewers meaningful datasets to analyze while evaluating employee performance.

11. Does this employee consistently meet deadlines? (Yes/No)
12. Is this employee a good team player? (Yes/No)
13. Does this employee take initiative? (Yes/No)
14. Is this employee dependable? (Yes/No)
15. Does this employee demonstrate a positive attitude? (Yes/No)
16. Is this employee open to feedback? (Yes/No)
17. Does this employee handle conflicts effectively? (Yes/No)
18. Is this employee knowledgeable in their field? (Yes/No)
19. Does this employee maintain high ethical standards? (Yes/No)
20. Is this employee proactive in solving problems? (Yes/No)

3. 360 Review Questions about Core Competencies

One of the most important sections to be evaluated in an employee performance review is the section regarding the competency framework. How has the employee’s skills and competencies measured against the competency framework set by the organization?

That is why we put together 10 360 assessment questions around core competencies. The 360 review questions you ask will definitely depend on your organizational culture and which competencies your company values more.

21. How well does this employee demonstrate problem-solving skills?
22. How effectively does this employee manage their time?
23. How proficient is this employee in their technical skills?
24. How does this employee perform in terms of decision-making?
25. How well does this employee handle project management?
26. How effectively does this employee contribute to innovation?
27. How skilled is this employee in strategic thinking?
28. How well does this employee communicate their ideas?
29. How proficient is this employee in collaboration?
30. How does this employee demonstrate adaptability?

4. 360 Review Questions about Interpersonal Skills

This is an area where 360 degree peer review questions are truly meaningful. The best way to evaluate an individual’s interpersonal skills is to simply ask the people they’ve been communicating with on a regular basis.

While managers and supervisors should still be posed these 360 review questions, the most helpful input will surely come from the reviewee’s peers and external parties the reviewee has been communicating with.

31. In what ways does this employee collaborate with team members?
32. Describe how this employee builds and maintains professional relationships.
33. How does this employee handle feedback from colleagues?
34. What strategies does this employee use to resolve conflicts?
35. Describe the employee’s contribution to creating a positive work atmosphere.
36. To what extent does this employee listen and understand others?
37. How supportive is this employee towards their peers and subordinates?
38. Describe how this employee deals with disagreements within the team.
39. How effectively does this employee communicate during group discussions?
40. What is this employee’s approach to understanding and respecting diverse perspectives?

5. 360 Review Questions about Leadership and Management

When it comes to manager performance reviews, 360 performance review questions are an essential part of the assessment. constructive feedback from said manager’s direct reports on their leadership and management skills will not only help that manager grow as a leader but also strengthen the relationship between manager and direct report. So here are some 360 evaluation questions on leadership and management.

41. How effectively does this employee lead their team?
42. Describe this employee’s ability to make strategic decisions.
43. In what ways does this employee inspire and motivate others?
44. How does this employee handle challenging situations or crises?
45. To what extent does this employee provide clear and constructive feedback?
46. How well does this employee manage and delegate tasks?
47. Describe the employee’s approach to setting and achieving goals.
48. How effectively does this employee communicate their vision and goals to the team?
49. What methods does this employee use to develop and mentor team members?
50. How does this employee foster a culture of accountability and high performance?