Questions To Ask During 360 Feedback
By Indeed Editorial Team
Updated May 18, 2022
Published December 12, 2019
The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.
Annual reviews are important to an employee’s career growth and development. 360 feedback surveys allow employers to provide employee feedback from different perspectives across their organization. Asking the right questions on a 360 feedback questionnaire can help your organization provide employees the feedback they need to continue to improve within your company.
In this article, we discuss what a 360 feedback survey is and what questions you should ask in your questionnaires to give employees a well-rounded annual review.
What is 360 feedback?
A 360-degree feedback survey is a method of anonymously gathering information about a specific employee’s strengths and areas of opportunity from multiple people throughout the organization. The 360-degree feedback questionnaires are often given to colleagues, direct reports and supervisors to collect opinions on how an employee is performing in areas such as leadership, communication, teamwork and specific job-related skills. The employer may also give a questionnaire to the employee being evaluated to self-evaluate their performance and areas of strengths and opportunities for growth.
A 360-degree feedback survey typically includes a series of questions that are answered using a rating scale. Questionnaires usually include between 50 and 100 areas to be rated on a scale that can range anywhere from one to ten, with one meaning the employee needs improvement and ten meaning they excel in that area. These surveys may also include a few open-ended questions that allow the individual to complete the questionnaire to elaborate on their reasoning for certain answers.
Once all questionnaires are complete, the information is gathered to create a report that shows the strengths and areas for the development of the employee who was being assessed. These results can help employees understand how their performance is perceived by others in the workplace and reflect on areas they can improve.
360-degree feedback questions for managers
Employers can use 360-degree feedback questionnaires both for evaluating current managers and for finding potential future leaders within their organization. Effective leaders motivate and inspire their team to perform well. Asking the right 360-degree feedback questions for managers can help show you which managers are effective in their role and which employees have the skills needed to move into leadership roles.
Sample 360 degree feedback questions for evaluating current managers within your organization:
Is this manager effective at solving problems?
Does this manager treat others respectfully?
Do the actions of this manager Inspire growth and development in others?
Is this manager able to resolve conflict appropriately?
Do you receive constructive and helpful feedback from this manager?
Is this manager available to provide help and feedback when you want it?
When making important decisions, does this manager consider the opinions of others?
Does this manager consistently reward employees for good performance or behavior?
Do you feel this manager sets clear direction that aligns with the organization’s strategy?
Does this manager always control emotions and behavior, even when faced with high-conflict or stressful situations?
Sample 360 degree feedback questions for identifying potential leaders within your organization:
Does this employee act professionally?
Does this employee use their time effectively?
Do you believe this employee is honest, ethical and trustworthy?
Has this employee shown they apply feedback they receive to learn and grow?
Does this employee prioritize the needs of the customer?
Does this employee show initiative to solve problems?
Does this employee motivate others to reach goals?
Has this employee shown initiative to take the lead on team projects or assignments?
Do you believe this employee knows and represents our company’s goals and values?
Can you rely on this employee to follow through with his/her promises and responsibilities?
Related: How to Be a Good Manager
360-degree feedback questions for communication
Questions under the communication competency seek to identify how well an employee listens and communicates verbally, non-verbally and in written communication. These questions may target how the employee communicates with customers, peers and supervisors. Here are a few sample questions to evaluate an employee’s communication skills within the workplace:
Is this employee a good active listener?
Does this employee communicate well with customers?
Does this employee communicate well with colleagues?
Does this employee communicate well with supervisors?
When this employee delivers presentations, do they appear to do so with ease and composure?
Does this employee take initiative to seek clarification on things they don’t understand?
Does this employee proactively seek to understand the views and opinions of others?
Is this employee open to receiving feedback from supervisors and peers?
Is this employee’s communication presented in a clear, concise and organized manner?
Does this employee write clearly and concisely, using appropriate grammar and style?
360-degree feedback questions for interpersonal skills
Questions under the interpersonal-skills competency seek to identify how well an employee creates and maintains interpersonal relationships within the organization. These questions relate to the overall morale and productivity an employee contributes to the company. Here are a few sample questions to evaluate an employee’s interpersonal skills within the workplace:
Does this employee work well with others to get things done?
Does this employee follow instructions to achieve the desired results?
Does this employee help create a culture that fosters and values collaboration?
Does this employee seek to improve by learning new skills and techniques?
Does this employee build meaningful and positive relationships with others?
Does this employee present themselves as a reliable and committed team member?
Is this employee effective at managing their own emotions and the emotions of others?
Can this employee recognize and manage the effects of personal stress and the stress of others?
Do the actions of this employee show compassion, empathy and respect for others?
Do the actions of this employee show the core values of the company and seek to inspire a positive company culture?
360-degree feedback questions for problem-solving skills
Questions under the problem-solving skills competency seek to identify how well an employee can gather information, analyze data and arrive at a clear and creative solution to a problem. Here are a few sample questions to evaluate an employee’s problem-solving skills within the workplace:
Does this employee ask questions to evaluate issues?
Is this employee able to work autonomously (without direction)?
Does this employee react quickly and appropriately to unexpected challenges?
Are this employee’s solutions to problems and challenges clear and effective?
Is this employee’s approach to resolving issues innovative and imaginative?
Can this employee identify patterns in conflicting information, data or events?
Does this employee seek the opinions of others and use this input when resolving issues?
Does this employee bring together information from relevant sources when making a decision?
Can this employee effectively analyze issues and break them down into their components?
Does this employee understand both the short-term and long-term implications of their decisions?
Open-ended questions for 360 appraisal questionnaire
You can include open-ended questions after each question, at the end of each competency section or at the end of the questionnaire. Here are a few sample open-ended questions you can ask to encourage detailed explanations of answers:
Do you have any additional feedback about this area?
Can you provide a specific example of something this employee does well?
Can you provide a specific example of an area in which this employee could improve?
What sets this employee apart from others on their team or within the organization?
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