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Sample Questions for 360 Feedback: A Guide for Team Leads

Evaluating employee performance is an essential part of a manager’s duties, and asking the right questions can help them gather the information they need. One way to get a well-rounded view of your staff’s performance is a 360 review. The best 360 review questions are specific to a company’s culture and the employee’s duties. Reviewing sample feedback 360 questions can help you customize your reviews. 

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What is 360 feedback?

A 360 review is a type of performance evaluation where multiple people provide feedback on each other’s performances. Peers, subordinates, managers, HR staff, suppliers and customers can all answer questions about an employee’s performance. It helps you get a holistic understanding of how the employee performs in their position and how they fit in with the company culture.

Generally, 360 evaluation questions are open-ended to get an honest and meaningful response. However, some companies ask their employees to evaluate different attributes of their coworkers or bosses on a scale.

Related: How to Conduct an Employee Evaluation

Why do companies use 360 feedback?

Companies use 360 feedback to get a well-rounded perspective on how their employees interact individually and as a team. It helps keep management accountable and allows a business to identify areas of improvement in leadership positions by having their direct employees make suggestions.

Using 360 feedback also helps measure qualities that are difficult to assess in traditional performance reviews, such as how an employee contributes to company culture and works with teammates.

What are the benefits of 360 feedback for employees?

The 360 review format also has a variety of benefits for employees, including:

  • Praising success: Feedback from multiple people can help employees celebrate the strengths and accomplishments that may not have otherwise been considered in their evaluation.
  • Increasing teamwork: Collecting feedback from an entire team encourages teamwork and rewards employees who invest in creating a positive company culture.
  • Valuing individual contributions: Employees often appreciate it when team leads consider multiple perspectives for performance feedback, instead of relying on traditional evaluations that only involve manager feedback. With 360 feedback, employees can feel valued and heard within the company.
  • Improving self-awareness: Hearing how different people feel about their performance can help employees become more self-aware and can help them improve their interactions. 

Brainstorming questions for 360 feedback

For 360 evaluations to be effective, they must have prompts and questions that consistently gather useful information. The questions should cover a wide variety of subjects while still being specific to the organization’s needs and the employee’s goals.

When brainstorming questions to include in a 360 performance evaluation, make sure you have a clear understanding of which attributes you need to assess. Consulting different employees can help a team lead brainstorm relevant questions that encourage thoughtful and direct responses from a variety of perspectives.

How to create questions for 360 feedback

Follow these steps to create high-quality questions when gathering 360 feedback from your team:

1. Review core values

When gathering feedback, it’s important to understand the values, skills and attributes that your company focuses on. A company’s mission and current initiatives should be considered when brainstorming questions. You can directly ask how an employee exhibits certain values or how their performance reflects the goals of your organization.

2. Categorize

You can develop a strong bank of feedback questions by listing the most important categories for employee review and developing specific questions for each. Using categories allows you to easily select questions for future reviews and adjust feedback forms to specific situations. By knowing which performance areas to focus on, you can develop questions that are directly aligned with your team’s needs.

3. Provide instructions

Because many people are involved in giving 360 feedback, it’s important to ask questions that each employee can answer. Your feedback form or interview should begin with clear instructions about answering the questions. If you include a rating scale, describe what each ranking means to get a consistent evaluation from every person completing the form. 

Consider how you would like them to answer each question and what information would be the most useful. If you find providing instructions for a question difficult, it might not be the most helpful way to get feedback. Be clear about the types of answers that are most helpful, and prompt employees to share specific examples.

4. Use a consistent structure

Having a consistent structure or format for your questions can help you analyze the answers for relevant feedback. It enables team leads to recognize patterns in an employee’s responses and review the usefulness of each question. Using similar phrasing in each question can make it easier for employees to provide useful responses.

5. Create concise, intentional questions

Review your questions to ensure every question is clear and concise. It should be easy to understand exactly what you’re asking and what type of answer you want. Each question should be intentional and have a specific purpose or skill you’re evaluating. 

6. Collaborate

When creating questions for any type of evaluation, it’s essential to get feedback from others on your team about the effectiveness and clarity of each question. This is especially important when developing questions for 360 feedback because so many individual employees will be interacting with the form.

Be sure to ask upper-level management and entry-level employees about any improvements you should make to the questions for the review process to be relevant and useful.

Sample 360 review questions to ask

Use these examples as a guide when creating 360 feedback questions for your team:

  • What core values does this employee regularly demonstrate?
  • How does this employee contribute to the company’s culture?
  • What would you change about working with this employee?
  • If you have experienced conflict with this employee, how did they resolve the situation?
  • How does this employee show leadership within your team, and how could they exhibit leadership better in their position?
  • How does this employee respond to criticism and feedback?
  • How would you describe this employee’s teamwork skills?
  • How can this employee improve their interpersonal skills and promote teamwork?
  • What skills does this employee use when solving problems or suggesting improvements for a project?

360 feedback form template

Use this template to create 360 feedback questions that are specific to your team:

The following questions are part of a performance evaluation for [employee name]. When answering each question, focus on your personal experience with [employee name] in the workplace. Please note their positive attributes, as well as suggestions for improvement in [list of topics, skills or values the questions are designed to evaluate]. Include specific examples of workplace behavior whenever possible. 

  1. How does [employee name] demonstrate [key company value] in the workplace?
  2. How would you describe [employee name] ‘s [type of skill] abilities?
  3. How could [employee name] improve their performance in [type of task]?
  4. How has [employee name] contributed to [company project or goal]?

Related: Employee Evaluation Form

360 feedback form examples

Here is an example of a 360 evaluation form that focuses on one aspect of employee performance:

Teamwork 360 feedback form

The following questions are part of a teamwork skills performance evaluation for senior operations manager Alex Liu. When answering each question, focus on your personal experience with Alex’s interpersonal skills and teamwork in the workplace. Please note their positive attributes, as well as suggestions for improvement in communication, conflict resolution, morale building, leadership and reliability. Include specific examples of workplace behavior whenever possible. 

  1. How does Alex demonstrate dependability in the workplace?
  2. How would you describe Alex’s active listening abilities?
  3. How could Alex improve their performance in coordinating operations meetings?
  4. How has Alex contributed to the strategic plan of improving communications between departments?
  5. How have you observed Alex resolving conflicts on the operations team?
  6. What skills does Alex use when leading team workshops?

360 Feedback Template for PDF & Word

Check out our 360 feedback questions and template for evaluating employees at your company.

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*Indeed provides these examples as a courtesy to users of this site. Please note that we are not your HR or legal adviser, and none of these documents reflect current labor or employment regulations.


360 feedback FAQs

Who should be included in 360 feedback?

When gathering 360 feedback, the employees who interact most with the person being evaluated should fill out a form. This usually includes their boss, any employees they manage and team members on key projects. Employees are often asked to evaluate themselves using the same questions. Some companies may also seek out customer or client feedback if it’s relevant to the position.

Is 360 feedback anonymous?

Generally, 360 feedback is anonymous, although some companies have different policies. Anonymity can help employees feel more comfortable sharing their honest evaluation of another employee, especially if they’re asked to evaluate their supervisor. If one of the questions addresses specific events, anonymity may not be practical.

How many questions should be included on a 360 feedback form?

The number of questions on your feedback form depends on how extensive your evaluation needs to be. Some teams may focus on a few key questions, while others might include several questions and categories. You can decide how many questions to include by focusing on the information you’d like to collect from the answers. Forms that are too short might not give you enough useful information, while overly long evaluations could cause people to stop before they’re done or give short answers with little value.

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*Indeed provides this information as a courtesy to users of this site. Please note that we are not your recruiting or legal advisor, we are not responsible for the content of your job descriptions, and none of the information provided herein guarantees performance.

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