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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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How to Provide 360-DEGREE Feedback to Your Manager?

Providing feedback to your manager is an essential part of professional growth and development. According to a recent survey by Harvard Business Review , 72% of employees believe that feedback from their colleagues has a positive impact on their performance. However, offering feedback to your boss can be a challenging task, as it requires honesty and diplomacy. In fact, a survey by TinyPulse found that only 21% of employees believe that their managers encourage open and honest feedback.

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One effective way to provide feedback to your manager is through 360-degree feedback. This approach involves gathering feedback from multiple sources, including peers, subordinates, and customers, to provide a comprehensive view of your manager’s performance. A study by the Corporate Executive Board found that managers who receive feedback from multiple sources are more likely to improve their performance than those who receive feedback from only one source.

In this article, we will explore some steps and tips for providing effective 360-degree feedback to your manager. We will discuss the importance of being specific, using a neutral tone, offering suggestions for improvement, and being open to receiving feedback as well. By following these steps and tips, you can provide constructive feedback that helps your manager improve their leadership and management skills while maintaining a positive and productive working relationship.

What is 360-degree Feedback?

A 360-degree feedback mechanism is a process where an employee receives feedback from their superiors, peers, and subordinates. It provides a comprehensive and holistic view of an individual’s performance, and the feedback received can help individuals identify their strengths, weaknesses, and areas for improvement. In this article, we will explore the steps involved in providing 360-degree feedback to your manager.

A 360-degree feedback system is a method in which an individual receives feedback from their bosses, colleagues, and subordinates. It provides a full and holistic assessment of an individual’s performance, and feedback can assist individuals in identifying their strengths, flaws, and opportunities for progress. In this article, we will look at how to provide 360-degree feedback to your manager.

360° Feedback vs. Performance Reviews

360° feedback and performance reviews are two common methods used by organizations to evaluate the performance of their employees. While both aim to provide feedback and improve employee performance, they differ in their approach and scope.

Performance reviews are typically conducted by a manager or supervisor and involve evaluating an employee’s performance based on predetermined goals and objectives. The feedback is usually focused on the employee’s job responsibilities, skills, and competencies, and the discussion is often one-way, with the manager providing feedback to the employee.

In contrast, 360° feedback involves collecting feedback from a variety of sources, including managers, peers, subordinates, and even customers. The feedback is usually anonymous and covers a wide range of behaviors and competencies, including communication skills, teamwork, leadership, and problem-solving abilities. The purpose of 360° feedback is to provide a comprehensive view of an employee’s strengths and weaknesses from multiple perspectives, with the goal of improving their overall performance and effectiveness.

While performance reviews are more focused on achieving specific goals and objectives, 360° feedback provides a more holistic view of an employee’s performance, which can be beneficial for identifying areas for improvement and providing more targeted development opportunities. Additionally, 360° feedback can help identify blind spots and biases that may exist in the evaluation process and provide a more accurate assessment of an employee’s performance.

However, 360° feedback can also be more time-consuming and complex to administer compared to performance reviews, and the anonymity of feedback can make it difficult to address specific concerns or provide follow-up feedback. Ultimately, the choice between 360° feedback and performance reviews will depend on the specific needs and goals of the organization and the nature of the job roles and responsibilities involved.

Steps to Provide 360-degree Feedback to Your Manager

Here’s a step-by-step strategy for providing 360-degree feedback to your boss:

Step 1: Preparation

Before providing feedback, it is essential to prepare yourself. A study by the Corporate Executive Board found that employees who prepare for feedback conversations are more likely to receive higher-quality feedback. Therefore, it is important to have a clear understanding of the objective of the feedback and the process involved. The objective should be to help the manager identify areas where they can improve their performance and support their professional development.

Step 2: Collecting Feedback

The next step is to collect feedback from different sources. According to a survey by the Center for Creative Leadership , 81% of managers believe that feedback from their subordinates is essential to their development, and 78% believe that feedback from their peers is important. Therefore, it is important to gather input from colleagues, subordinates, superiors, and even clients. You can use different methods such as surveys, one-on-one interviews, or anonymous feedback forms to gather input. It is essential to ensure that the feedback is constructive, specific, and relevant to the manager’s role.

Step 3: Organizing Feedback

Once you have collected the feedback, it is crucial to organize it in a structured manner. According to a study by the Corporate Executive Board, providing feedback in a structured format increases the likelihood that the feedback will be accepted and acted upon. You can categorize the feedback into different themes such as communication, leadership, teamwork, or decision-making. This will help you to identify patterns and areas that require further attention.

Step 4: Providing Feedback

The next step is to provide feedback to your manager. A study by the Harvard Business Review found that feedback is more effective when it is provided frequently and in small doses. Therefore, it is essential to schedule regular feedback conversations with your manager. When providing feedback, it is essential, to be honest and specific. According to a survey by the Center for Creative Leadership, the most common reason for feedback being ineffective is a lack of specificity. Therefore, avoid general statements such as “you need to improve your communication skills.” Instead, provide specific examples of situations where the manager’s communication skills were lacking, and suggest ways in which they could improve. It is also essential to focus on both strengths and weaknesses. Highlighting strengths can help to build the manager’s confidence and motivate them to improve further.

Step 5: Follow-up

The final step is to follow up with your manager. According to a study by the Corporate Executive Board, providing ongoing feedback and support is essential to ensuring that the feedback is acted upon. It is essential to schedule a follow-up meeting to discuss the progress made and provide further feedback. This will show your manager that you are committed to supporting their professional development and will help to ensure that the feedback is not forgotten.

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Tips for Providing Effective 360-degree Feedback to Your Manager

Providing 360-degree feedback to your manager can be a valuable opportunity to help them improve their leadership and management skills. However, it can also be challenging to provide constructive criticism without damaging the relationship with your manager. Here are some tips for providing effective 360-degree feedback to your manager:

• Be specific and provide examples – It’s important to provide specific examples of behaviors or actions that you’ve observed from your manager that have had a positive or negative impact. This helps to make the feedback more actionable and easier for your manager to understand.
• Focus on behaviors, not personality – When providing feedback, focus on behaviors that your manager can change, rather than personal traits that are more difficult to change. This helps to keep the feedback constructive and avoid personal attacks.
• Use a neutral tone – It’s important to use a neutral and objective tone when providing feedback, as this can help to avoid any defensive reactions from your manager. Focus on providing feedback in a non-judgmental and factual way.
• Be honest and direct – While it can be difficult to provide negative feedback, it’s important to be honest and direct with your manager. This helps to build trust and credibility in the feedback process.
• Offer suggestions for improvement – It’s important to offer suggestions for how your manager can improve their performance. This can help to make the feedback more actionable and provide a clear path forward for improvement.
• Be open to receiving feedback – It’s important to be open to receiving feedback from your manager as well. This can help to build a culture of open communication and trust within the organization.

Providing 360-degree feedback to your manager can be a valuable process for both personal and organizational growth. It allows managers to identify areas where they can improve their performance and support their professional development. By following the steps outlined in this article and incorporating the tips provided, you can provide effective feedback to your manager and contribute to their ongoing development. Remember, feedback is a gift, and when given constructively, it can lead to positive change and growth.

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360 Feedback Examples: Sample Questions and Answers to Get Started

June 2, 2023

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We’ve all experienced how stressful and uncomfortable office evaluations can be. Being called into your boss’s office to discuss your shortcomings in detail isn’t most people’s idea of a good time. It’s awkward and unpleasant to say the least.

However, evaluations don’t have to be this unbalanced one-way communication style. This is where 360-degree feedback comes in.

Here, we’ll discuss what 360 feedback is, how it works, and 360 feedback examples.

What is 360-Degree Feedback (360 Feedback)

360-degree feedback (sometimes called 360 feedback) is feedback given to an employee from multiple sources as a form of performance management . These sources are typically colleagues, peers, direct reports, and/or clients.

Traditionally, evaluations are given to an employee from their supervisor in a “top-down” approach. 360 feedback, on the other hand, is meant to give a more rounded review of the employee.

The employee will typically complete a self-assessment questionnaire. Then, about 6 to 10 other respondents will complete the questionnaire about the employee, as well. The goal is to give the employee a well-rounded view of their performance, with feedback from all groups they interact with.

What are the Benefits of 360-Degree Feedback?

360 feedback can be more beneficial than traditional feedback in a few ways. It can:

• Increase self awareness
• Offers a more objective, holistic evaluation
• Reduces bias, increases equity and inclusion
• Creates a more open, trusting work culture
• Provides insight to a range of employee relationships

When was 360-Degree Feedback First Introduced?

This type of feedback may sound modern, but in actuality, multi-source feedback dates back about 100 years ago. During WWI, the American Military employed multi-rater feedback among their soldiers. However, while this feedback did take feedback from multiple sources, it still lacked input from subordinates.

During WWII, the German military began using true 360-degree feedback. Here, they would determine a soldier’s performance by gathering feedback from supervisors, peers, and subordinates alike.

Shortly after WWII, 360 feedback began to make its way into the workforce. In the 1950s, The Esso Research and Engineering Group was the first company to use multi-source surveys to evaluate their employees.

Due to the company’s major success, the demand for 360-degree feedback grew exponentially.

360 Feedback Examples: Questions and Answers

360-degree feedback example questions.

When writing a 360 feedback survey, it’s a good idea to have a mixture of close- and open-ended questions. This will provide both quantitative and qualitative feedback.

Close-Ended 360 Feedback Example Questions

Have respondents use a scale from “strongly disagree” to “strongly agree” to answer the following questions.

• This person exhibits strong leadership skills.
• This person is organized.
• This person meets deadlines.
• This person communicates clearly and effectively.
• This person is reliable.
• This person is respectful of others.
• This person is a good listener.
• This person is open to feedback/improvement.
• This person works well collaboratively.
• This person is an effective problem solver.

Open-Ended 360 Feedback Example Questions

• What’s something this person does exceptionally well?
• What’s an area where this person could improve?
• What should this person start, continue, and stop doing?
• What’s an area or skill this person could improve?
• How would you describe this person in 3 to 5 words?
• How well does this person adapt to changing priorities or last-minute edits?
• Does this person offer valuable insights during meetings and collaboration?
• What does this person uniquely bring to the team?
• How does this person contribute to the company’s culture?
• Is there anything that you’d like to change about working with this person?

RELATED: What is an Employee Engagement Survey? And Why Should You Care?

360 Feedback Examples for Peers

Not sure what feedback to give your peers? Here are a few responses to help get you started.

Positive Peer Feedback

• This person is great at understanding what needs to be done and organizing an action plan.
• This person speaks with such confidence – I always feel like we’re headed in the right direction when they’re in charge.
• This person does a great job of making sure everyone is heard. Even with lots of voices in the room, I never feel dismissed or unheard.
• This person communicates their ideas very effectively. They’re patient and thoughtful with their words, which makes it easy to understand their ideas.
• I think this person has what it takes to make a strong leader. They’re confident, clear, understanding, and flexible.

Needs Improvement Peer Feedback

• I think this person could be a bit clearer when they communicate. Sometimes I’m unsure of what deliverables they’re asking of me and when they’d like them.
• This person could give more recognition to coworkers. Sometimes it feels like they don’t appreciate it when others go out of their way to help them.
• This person does great work, but sometimes they need to be reminded about projects/details/deadlines. This can feel a bit unreliable.
• This person doesn’t seem very open to other people’s way of doing things. It can sometimes feel that they want things done only their way.
• This person sometimes has difficulties prioritizing the most important projects and tasks.
• This person can be unapproachable at times. It feels like sometimes I’m annoying them with my questions/comments.
• At times, this person seems distracted by non-work-related issues, like excessive personal phone calls, social media usage, online shopping, etc.
• I think this person could improve by learning to think more strategically and long term. Sometimes it feels like the decisions they make are quick fixes.
• I've noticed this person could work on their confidence. They have great ideas and some extra confidence would encourage others to support them.
• This person occasionally neglects some of the more tedious, but important, parts of their job. It can make things more difficult for others down the line.

How to Give 360 Feedback to Your Boss (Examples)

It’s undeniable that giving feedback to a superior can be awkward. There may be areas you’d like your boss to work on but telling them could risk getting on their bad side.

To help, we have a few rules and guidelines to make giving 360 feedback to your boss as painless as possible.

1. Categorize your feedback into a few buckets.

A few areas to consider include:

• Leadership skills – Think about how well your boss communicates expectations, motivates, leads by example, and is a part of the team.
• Problem-solving skills – Consider how well your boss resolves conflict, brainstorms, collaborates, and accepts accountability.
• Employee engagement – Think about how well your boss builds trust, listens and supports employees, is accessible/available, and how much they care about the team as people – not only employees.

2. Avoid speaking in absolute terms.

As with all effective communication, it’s a good idea to avoid using words like “always” and “never.” This is because it’s unlikely to be true and it doesn’t really address the root problem.

So, it may feel like your boss never listens to your ideas. However, in reality, it’s likely your boss does hear you and considers your input. But they may lack the active listening skills that show you you’ve been heard.

Instead, try softening your feedback. Rather than saying “You never listen to my ideas.” Say, “At times it feels like my ideas aren’t considered. I’d love to learn why they won’t work so I can continue to improve.”

3. Be objective, empathetic, and solutions-based

It’s not always easy, but being objective is important during evaluations. You may really like your boss but that doesn’t mean they have no areas that can be improved (and even if you dislike someone, they probably do some things well).

Try to put your feelings about the person aside, and instead focus on their actions. What do they do that works for your team? What hasn’t been working? Why?

Then, write your response remembering that your boss is still a person. No one is immune to harsh or mean comments. So, strive for your feedback to be constructive and helpful for your boss and the team.

Drive Better Engagement with Terryberry

360-degree feedback is just one way to engage your employees. Terryberry provides even more solutions to help drive performance and retention  through effective employee engagement. These solutions include:

• Service Awards and Performance Awards : Recognize and reward employees based on years of service awards, anniversaries, or performance.
• Social Recognition :  Empower your employees  and managers to recognize their peers and celebrate successes with an easy-to-use  social recognition application .
• Feedback and Communication : Unlock improved feedback and communications with employee and customer feedback solutions.
• Wellness Programs:  We make it easy to run wellness programs and activity challenges that increase engagement, expand corporate health, and build team camaraderie.

Ready to learn more?  Schedule a demo with our team  to get a hands-on walkthrough of how Terryberry can transform the culture of your workplace.

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How to Give Effective 360 Feedback to Your Boss

• Jane Harper
• April 30, 2023

360-degree feedback is a powerful tool that allows individuals to receive feedback on their performance from a variety of sources, including their boss, peers, and direct reports. While many people are comfortable providing feedback to their peers and subordinates, giving 360-feedback to their boss can be a daunting task. 

However, providing effective 360-degree feedback examples to your boss can lead to improved communication, increased trust, and better performance. In this article, we will explore a 360-degree feedback guide that highlights tips on how to give effective 360 feedback to your boss. We will also discuss what not to do in a 360 performance review of your boss. 

Our 360-Degree Feedback Guide for Your Boss

Specifically, we will focus on providing guidance for employees who want to give constructive feedback to their boss in a way that is helpful, respectful, and actionable. By using this guide, employees can help their bosses gain insights into their leadership style , identify areas for growth, and ultimately become more effective leaders.

1. Choose the Right Time and Place

When providing 360-degree feedback examples to your boss, it is important to choose the right time and place. Find a time when your boss is not too busy or stressed and when you can have a private conversation without interruptions. Choose a location where you can have a candid conversation without fear of being overheard.

2. Be Specific and Focused

When giving feedback, be specific and focused. Avoid generalizations and provide specific examples to support your feedback. Focus on behaviors that your boss can change, rather than personal characteristics or traits. Be clear and concise in your feedback to ensure that your message is heard and understood.

3. Use Objective Language

360-degree feedback examples will require you to use objective language. Avoid using subjective language or making assumptions about your boss’s intentions or motivations. Stick to the facts and provide feedback based on observable behaviors and actions.

4. Be Constructive

When providing 360-feedback to your boss, it is important to be constructive throughout the entire process. Focus on providing feedback that is aimed at helping your boss improve their performance. Avoid criticism that is not aimed at helping your boss improve. Offer suggestions for improvement and be willing to work with your boss to implement changes.

5. Be Prepared to Listen

Be prepared to listen when it comes to giving 360-degree feedback examples. Your boss may have a different perspective on the situation, and it is important to hear their side of the story. Be open to feedback yourself and be willing to listen to your boss’s perspective. This will help to build trust and improve communication.

6. Be Respectful

Being respectful to your boss is a key factor in our 360-degree feedback guide. Avoid using aggressive or confrontational language, and focus on providing feedback in a respectful and professional manner. Be mindful of your tone and body language, and be sure to communicate your feedback in a way that is respectful of your boss’s feelings and dignity.

7. Follow Up

After providing feedback, as our 360-degree feedback guide suggests, it is important to follow up. Check in with your boss to see how they are doing and whether they have made any progress on the areas for improvement that you identified. Offer support and guidance if needed, and be willing to work with your boss to implement changes.

What Not to Do in a 360-Degree Performance Review of Your Boss

While providing 360-degree feedback to your boss can be an effective way to improve performance and communication in the workplace, it is important to approach the process with caution. There are several things that you should avoid doing in a 360 performance review of your boss to ensure that the process is productive and constructive. We will explore what not to do in a 360 performance review of your boss.

1. Don’t Make it Personal

Remember to focus on their performance and behaviors rather than personal characteristics or traits. Avoid making personal attacks or comments that are not related to their performance. Instead, focus on specific behaviors that they can improve on.

2. Don’t Be Vague

It is also important to be specific and focused. Avoid vague statements that are not backed up by specific examples. Be clear and concise in your feedback to ensure that your message is heard and understood.

3. Don’t Be Dishonest

Try as much as possible to be honest and truthful with your feedback. Avoid sugar-coating your feedback or withholding important information. Be honest about areas where your boss can improve, but also be sure to acknowledge their strengths.

4. Don’t Use Aggressive or Confrontational Language

Always remember that professionalism and respect work together. Avoid using aggressive or confrontational language that can be seen as threatening or hostile. Instead, use objective language and focus on providing feedback in a constructive and respectful manner.

5. Don’t Make Assumptions

In addition, try to stick to the facts and avoid making assumptions about your boss’s intentions or motivations. Stick to observable behaviors and actions rather than assumptions or perceptions.

6. Don’t Compare Your Boss to Others

When providing feedback, you should focus on your boss’s performance rather than comparing them to others. Avoid making comparisons to other managers or colleagues, as this can be seen as unfair or unproductive.

7. Don’t Provide Feedback in Public

Avoid providing feedback in public or in front of others, as this can be embarrassing or uncomfortable for your boss. Choose a private location where you can have a candid conversation without fear of being overheard.

Our Reliable 360-Degree Feedback Examples Guide

Providing effective 360-degree feedback to your boss can be a powerful tool for improving communication, building trust, and improving performance. By following these tips, you can give effective 360-feedback to your boss and help improve performance and communication in the workplace.

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360-degree feedback ultimate guide | benefits, tips & questions

360-degree feedback is a powerful tool for professional development and for improving the employee experience. In this guide, we look closely at the ins and outs of peer feedback, and share best practices for leveraging 360-feedback in your organisation.

85% of Fortune 500 companies use 360 degree feedback to reduce bias and get holistic reports. 

360 surveys are a powerful tool for professional development, and also for personal development.

In this article, we'll discuss how to give 360 feedback in a constructive way. We’ll also give you some friendly sample questions that’ll kickstart your review process.

What is 360-degree feedback?

360-degree feedback or simply, 360 feedback is a holistic performance review system that includes feedback from bosses, peers, and subordinates to create a comprehensive performance report. 

It highlights employee strengths, clarifies weaknesses, incorporates different points of view, and does all of these anonymously. 

What are the benefits of 360-degree feedback?

As much as it helps leaders to improve themselves, 360-degree feedback also helps employees be at their productive best. According to an OfficeVibe study , 65% of working professionals want more feedback from their managers. For employees, 360 feedback benefits include:

Improved communication: 360 degree feedback encourages open and honest communication among employees, managers and peers.

Increased motivation: As individuals receive feedback from a variety of sources, they are more likely to feel valued and motivated by their peers. It can also boost morale. 

Improved self-awareness: 360 degree appraisals provide individuals with a comprehensive picture of their performance across a range of criteria, allowing them to identify their strengths and weaknesses.

Increased employee engagement: 360 degree feedback encourages employees to be more engaged in the workplace, as they have a greater understanding of how their performance affects the team.

Improved team performance: 360 degree feedback provides an opportunity for teams to discuss and identify areas of strength and weakness, improving team performance.

Enhanced employee development: Individuals can use the feedback to develop an action plan for improvement, target specific areas for development, and measure progress.

Identifying skill gaps: weaknesses can be addressed in a meaningful way and employees can operate on a transparent and level playing field

Tips for providing constructive 360 degree feedback (how to do it right)

1.foster a positive feedback culture.

Promoting dialogue and inviting employees to give their thoughts and ideas in a positive way are key for forming an effective feedback culture. 

By creating an environment where individuals feel comfortable providing honest input without fear of retaliation or negative consequences, organisations can harness the full potential of 360-degree feedback.

Leveraging Eletive’s suite of performance management tools is an easy way to show employees that you are committed to fostering a collaborative work environment that values continuous improvement. 

2. Focus on actionable insights

Providing vague statements is a waste of everyone's time. 

Aim to give concrete feedback that highlights particular instances where improvements can be made. 

This helps individuals understand exactly what they need to work on moving forward.

"You're not a great leader"

"You need to improve your communication skills" 

“Your UX and UI knowledge is really limited”

Point out specific situations where leadership skills were lacking

Mention a particular meeting or email exchange where the person's communication was unclear or ineffective

Provide links to helpful online resources and bootcamps where they can read up

3. Offer praise and recognition 

By acknowledging others accomplishments and positive traits, you not only boost their morale but also encourage people to continue excelling in those areas.

To give meaningful praise during a 360-degree feedback session, focus on specific examples where your colleagues have demonstrated exceptional skills or qualities. 

Some common attributes worth highlighting include:

Effective communication with team members

Maintaining calm under pressure

An eye for detail and accuracy in work output

A willingness to help others when needed

Innovative problem-solving abilities

Tailor your compliments by considering each individual's unique contributions to the team and organisation as a whole.

4. Address areas for improvement tactfully

It’s essential to not only give praise but also address any potential weaknesses tactfully so as to foster growth among staff members. 

Differentiating between constructive criticism and negative feedback is essential. 

Constructive criticism focuses on the behaviour or performance issue at hand, rather than attacking the person directly. 

It should be solution-oriented and aim to help individuals grow professionally by identifying areas for improvement.

Negative feedback: "You always miss deadlines."

Constructive criticism: "I've noticed that some of your projects have been delayed recently. Let's discuss strategies for better time management and prioritisation."

You can also encourage a growth mindset through your constructive feedback in three steps:

Acknowledge the effort: Recognize the hard work put in by your colleague, even if their performance didn't meet expectations entirely.

Suggest specific improvements: Offer clear recommendations based on observed behaviours or outcomes that could lead to better results in future tasks.

Provide resources: Share relevant articles, tools, or training opportunities that can help your coworker develop the skills needed to excel in their role.

5. Write concise and objective feedback

When participating in a 360-review process, it's essential for employees to provide concise, detailed, and objective feedback. 

This ensures that everyone involved receives valuable information without being overwhelmed by lengthy responses or vague statements. 

Try to incorporate the following:

Use simple language without jargon or abbreviations. 

Balance your tone by highlighting both strengths and areas for improvement. 

Edit your review to ensure clarity and coherence, removing any unnecessary words or phrases.

And to keep your feedback objective:

Make sure you avoid biases like recency, halo, and confirmation bias

Try and use facts and examples instead of personal opinions

Avoid comparisons with other team members

6. Utilise 360-degree feedback software

Benefits of Using Specialized Software for Collecting Feedback:

Efficiency: With a centralised platform, HR managers can easily manage the entire feedback process, from sending out questionnaires to analysing results.

User-friendly interface: A well-designed software solution makes it easy for employees to navigate and complete their evaluations quickly.

Data analysis: Advanced analytics features help organisations identify trends, strengths, and areas needing improvement across teams or departments.

Actionable insights: By visualising data in real-time dashboards or reports, decision-makers can make informed decisions about employee development initiatives based on accurate information.

Anonymity: Employees are more likely to provide honest input if they know their responses will remain anonymous.

Eletive’s 360 degree feedback feature helps you automate the entire 360-degree feedback process.

Our platform minimises administration, and aggregates individual results for an organisational overview. Making it a powerful tool for creating a culture of continuous learning and development.

​​Now that we’ve given you our top tips, it’s time to move on to some specific scenarios. We’re going to show you how to give 360 feedback to your boss, peers and employees…

How to give 360 feedback to your boss 

When giving 360 feedback to your boss, you don't simply offer feedback—you deal with egos, relationship complexities, and career prospects. It's important to be honest yet diplomatic. If referencing an incident, do not provide ancillary information that is not needed and if possible, provide a solution to a problem as well. 

360 feedback examples for managers 

1. appreciating their help.

Last week when I was struggling to close the lead over call. X took over, calmed the prospect down, closed the deal, and later explained to me what needs to be done in such situations. I appreciate how X handled the situation and gave me the confidence to move on to the next one. 

2. Pointing out a flaw

I understand X is under a lot of pressure lately but we have made some real progress regarding the website architecture. We rarely brainstorm ideas together these days and it would be great if X can schedule 1:1 huddles with team members to review work at least once a week.

How to give 360 feedback to your peers 

Peer appraisals are a different beast. Many employees feel torn between being an honest friend and a critic. It's important to be honest yet kind and to remember that constructive feedback is valuable to the recipient. Be thoughtful about your wording and use a professional tone to help them gauge their performance. 

360 feedback examples for peers

1. highlighting a strong point.

X has incredible communication skills and often helps other team members to resolve communication issues. It has improved our workflow and productivity. Last week X stayed late to help a couple of us in the meeting and closed a new client.

2. Pointing out a weakness

X is very tolerant of errors when a project is handed over to him. While a certain degree of errors is expected, he'll reach new heights in his career with a more detail-oriented and thorough approach.

3. Appreciating job knowledge

X has a solid knowledge of key job responsibilities that has helped our team deliver quality work on a day-to-day basis. The fact that X often acts as a subject matter expert on new topics is greatly appreciated.

How to give 360 feedback to employees 

When bosses give 360 feedback to employees, it's important to balance the positives with negatives and offer an encouraging view vis-a-vis the job responsibilities of the employee. A constructive and encouraging approach, emphasising strengths and pointing out opportunities for improvement in an empathetic way, will leave ideally employees feeling seen, validated, and inspired.

360 feedback examples for employees 

1. point out the wins.

Last week, X's work under pressure stood out for me. The way X handled the data breach and fixed the SQL query was an example for the entire team. Great job finishing the project before the deadline. 

2. Show how they can improve

X's overall performance and contribution would benefit from better responsiveness and communication from X. An effort to respond to urgent emails quicker will help the team plan better.

3. Highlight their potential

X has great leadership skills that are often visible when their team is under the pump. X stays calm, communicates with their peers, and has an eye for details. 

In the next section, we’re going to give you some closed and open example 360-degree feedback questions. 

You’ll be able to implement them fast, or simply use them as inspiration. 

Closed 360-degree feedback questions [Examples]

Closed questions, which means questions where the respondents choose between the options of "strongly disagree," "disagree," "neutral," "agree," and "strongly agree," are great to include in your 360-degree feedback review. Closed-ended questions enable quantifiable analysis and help you track changes over time. 

Examples of 360-degree feedback questions include: 

[Name] is good at prioritising their workload and meeting deadlines.

[Name] communicates clearly and efficiently with other coworkers and me.

[Name] has strong leadership skills and is a good leader.

[Name] exhibits strong interpersonal skills and helps people feel welcome and at ease.

[Name] provides timely and clear feedback.

[Name] prioritises teamwork and puts the team first.

[Name] takes the initiative in problem-solving and is solution-oriented.

[Name] is open to receiving feedback, both when it's negative and positive.

[Name] embodies our company culture and values.

[Name] values different perspectives and welcomes diverse opinions. 

Open-ended 360-degree feedback questions [Examples]

To get more qualitative information, including open-ended questions in your 360-degree feedback is also essential. These questions should focus both on an employee's strengths and their areas for improvement. This will help ensure that each 360-degree review includes a balance of positive and constructive feedback. 

Examples of open-ended 360-degree feedback questions include: 

What would you say are the strengths of [Name]? 

What is one thing [Name] should do more?

What is one thing [Name] should continue doing?

What is one thing [Name] should stop doing?

How well would you say [Name] manages their time and workload?

Can you share an example of a company value that [Name] has brought to life?

What three words would you use to describe [Name]?

[For leadership roles] If you were [Name], what would be the first thing you would do?

How well does [Name] adapt when priorities change?

Can you name an area where you'd like to see [Name] improve? 

5 things to keep in mind

Several factors play into the effectiveness and usefulness of feedback questions. The type, length, timing, frequency, phrasing, and structure can all impact how well participants receive them. That's why it is essential to choose carefully when designing these types of surveys for your organisation, and when choosing a 360 feedback tool.

An organised and structured approach to peer feedback is necessary if employees are to develop from the feedback over the long term. A 360° feedback tool enables HR and managers to create actionable feedback loops, to increase engagement and productivity in the workplace. 

1. The purpose is to evolve, not to be evaluated 

During the 360° feedback process, it's essential that the employees understand and feel like the goal is to evolve, rather than be evaluated. 

Otherwise, the feedback can cause stress. 

Remember: 360° feedback tools should be employee-centric and take other things than numbers into account, which is what makes them very different from regular performance measurement tools. 

2. Focus on strengths and opportunities

When thinking of employee development, it's a common mistake to start pointing out all the negatives you'd like to see removed. 

Instead, focus on the positive aspects of the employee, and try to reproduce the productive behaviour. 

However, there is always room for growth, both on an individual and organisational level. Combining questions about the employee's strengths with questions about areas where they can grow and evolve, will help you avoid scenarios where people feel overwhelmed or unfairly assessed. 

3. It's all about the employee

Self-leading individuals who take responsibility for their growth and career development are every employer's dream. Allowing employees to take their own initiative and receive feedback whenever they want, from whomever they want, is empowering. That's why it's essential for 360-degree surveys to be employee-centric.

4. Numbers are important, but not everything

Moving beyond numbers is vital to achieving actual change from the feedback given to the employee. 

Many factors in the workplace aren't quantifiable, at least not in a way that makes employees feel motivated. 

Instead, your 360 feedback tool is a great complement to other performance appraisal methods, as it adds the qualitative and interpersonal aspects of performance.

5. Effective surveys keep the employee engaged 

Although often neglected, the length of your survey has a big impact on its effectiveness. If it's too long, people may not put the same effort into each answer. 

It can also be challenging for the person being reviewed to handle too much data. It's usually best to keep your 360 surveys short and sweet, focusing on the most important questions.

For more information about which style might best suit your needs or how we could help you with this process, please reach out to our team.

What to do after receiving 360-degree feedback?

After receiving 360-degree feedback, it's essential for individuals to reflect on the input provided and create an action plan for implementing changes or improvements in their performance. 

This demonstrates a commitment to personal growth and enhances overall team dynamics.

Step 1: Analyse received feedback objectively

Embrace different perspectives with an open mind to maximise the value of 360-degree feedback and leverage it as a learning opportunity. 

Do not let constructive criticism affect your self-esteem; rather, use it to identify areas of improvement and grow professionally. Instead, use this opportunity to learn from others' insights and identify areas where you can grow professionally.

Review each piece of feedback carefully and look for recurring themes or patterns.

Acknowledge both positive comments as well as suggestions for improvement.

Consider discussing your findings with a trusted colleague or mentor who can provide additional guidance.

Step 2: Create actionable steps for improvement

The next step is developing a concrete plan to address identified areas of development based on the received 360-feedback. 

By setting specific goals, you'll be able to track progress over time while also demonstrating your commitment towards self-improvement within the workplace:

Prioritise key areas of improvement by considering their impact on your job performance and professional growth potential.

Create SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives that outline how you will tackle these challenges head-on. Note: For more information about SMART goals, check out this helpful resource .

Develop a timeline for achieving your goals, including milestones and deadlines to keep yourself accountable.

Consider seeking additional resources or support, such as professional development courses or mentorship opportunities within your organisation.

Incorporating the feedback you've received from your 360-degree evaluation into an actionable plan is crucial for driving personal growth and enhancing team dynamics. Embracing feedback and striving to grow will aid you in becoming a more productive worker, thus aiding the organisation's success.

There you have it!

Our complete rundown on 360-degree performance reviews. Use our tips to improve your processes and give better feedback to your peers.

We’re here to support you on your performance management journey. 

So if you’d like to discover how Eletive can help you collect feedback more effectively, then book a demo here.

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How to give 360 feedback to your manager with examples The hardest things to give feedback to your manager on

Giving constructive feedback helps you and your manager work together better, but it may not be easy. Here's our guide to how to do it - with examples.

• You’re being micromanaged
• Your boss can’t say no to new work
• Your boss doesn’t respect you
• Your boss doesn't listen to you
• Your boss only ever criticises you

The hardest things to feedback to your manager on, with examples of how to do it

• Your manager can’t say no to new work
• Your manager doesn't listen to you
• Your manager avoids difficult conversations
• Your manager has favourites, and you're not one
• Your manager can't see you're drowning
• Your boss talks too much in meetings
• Focus on the behaviour: be explicit about what your manager did and how they did it. Don’t make it personal.
• Explain the impact: what effect your manager’s behaviour is having - on you, on the work. 
• Speak for yourself and not for others
• Suggest a solution: make an offer and be open to talk about it. You may not like the behaviour but there might be a reason that’s driving it. 

1. My boss is micromanaging me

2. my manager never says no, which puts me under a lot of pressure, 3. my boss doesn’t respect me, 4. my manager doesn't listen to me, 5. my manager avoids difficult conversations.

• Talk to your manager about it Be specific: instead of making general statements, give examples of when your manager avoided a difficult conversation or when poor behaviour from a colleague went unchallenged. Keep it personal and use an "I" statement, this will avoid your manager feeling defensive. For example, instead of saying "You always avoid difficult conversations," you could say, "I noticed that when Joe cuts Karen off in meetings, you avoid saying anything about it." Then focus on the impact that it has on you. For example, you could say, "when you avoid that conversation, it means Joe can carry on doing it, Karen feels really bad, and I don’t feel safe to share my thoughts in meetings either. It’s having an effect on my morale and my productivity."
• Call it out when it happens You could call it out when it’s happening. For example in a team meeting, you could say, “Can I just say something? When you speak like that in a meeting, I feel really anxious and I don’t feel safe to say what I’m thinking. Maybe it's only me that feels this way, but perhaps other people feel the same. And that's really not helpful for us as a group. Could we talk about it?” In hierarchical organisations you'd expect your manager to do this, but if they're not, you could do it. Other people might pile in and say, "actually, yes, I'd like to talk about it too." And the group could fix it, which is what every manager really wants, for their team to be self-led.

6. My manager never recognises my good work, and only criticises me

7. my manager has favourites and i’m not one, 8. my manager can't see i'm drowning, when i tell her she thinks i lack commitment, 9. my boss talks too much in meetings.

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Quicklinks ‍

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 Survey Examples

For managers and leaders, use a 360 degree survey to measure competencies like:.

• Interpersonal skills
• Relationship building
• Leadership & Motivation
• Managing execution

For individual contributors, use a 360 feedback process for competency areas like:

Managers, peers, and direct reports are typically included in the feedback process.

A self-assessment is also an essential component of any leadership development program.

There is often a gap between how we view ourselves and how others view us. Increasing self-awareness is often one of the most valuable aspects of the experience.

Listed below are some sample 360 feedback survey categories , with examples of how the assessment items might differ for senior leaders and non-managers.

Note that a complete 360 feedback evaluation form would likely include some additional categories.

Mid/Upper-Level Manager, Organizational Leader

• Eagerly pursues new knowledge, skills, and methods
• Knows own strengths and limitations
• Personally committed to the strategy
• Makes decisions based on business needs rather than personal agenda
• Self confident
• Open to feedback and criticism
• Avoids negative politicking and hidden agendas
• Willing to take a courageous stand
• Trusts others appropriately
• Respected by others
• Sincere and straightforward
• Serves others; avoids selfishness
• Accepts responsibility for own mistakes
• Can be trusted with sensitive information
• Patient when necessary
• Avoids bias in attitude or treatment of people

Non-Manager, Individual Contributor

Interpersonal Skills

• Resolves conflicts among team members
• Brings conflicts into the open for resolution
• Listens effectively
• Encourages open dialog
• Gives personal attention; is accessible
• Adjusts to changes without frustration
• Preserves others' self esteem
• Earns respect without being overbearing
• Recognizes the value of people with different talents and skills

Building Talent

• Gives me enough feedback
• Gives feedback accurately and fairly
• Makes performance review a meaningful experience
• Develops a talented team
• Judges the capabilities of people accurately
• Keeps talented people challenged
• Develops bench strength for the future
• Develops career paths for talented employees
• Knows employee needs for development
• Provides cross-training and job rotations

Leadership/Motivation

• Makes a compelling case for his/her point of view
• Effectively persuades others in order to build commitment for ideas
• Communicates an inspiring vision
• Helps people develop passion for their work
• Recognizes employee contributions and ideas
• Sensitive to satisfaction and morale in the group
• Generates urgency in others
• Recognizes and rewards high performers
• Provides a positive example; "walks the talk"
• Creates an atmosphere that inspires others to achieve at a higher level
• Helps staff define clear objectives
• Regularly reviews objectives with staff
• Involves employees in decisions
• Delegates enough work
• Delegates authority; encourages independence
• Sets clear deadlines
• Facilitates rather than dominates
• Manages costs without alienating work force
• Communicates reasons for changes and decisions
• Conducts effective meetings
• Manages people according to their unique needs
• Tolerates honest mistakes as learning experiences
• Articulates the strategy in plain language

SEE HOW 360-FEEDBACK CAN HELP YOUR ORGANIZATION

The 360 evaluation questions depend on the feedback recipient. The survey measures different characteristics for employees at different manager and leadership levels.

The 360 appraisal tool will have a lot of overlap in some areas, but differ significantly in other areas, in particular leadership and building talent.

When a 360 feedback survey is used as a development tool for managers or individual contributors, employees have the opportunity to identify their strengths and weaknesses, identify potential blind spots, hone interpersonal skills, and most importantly, develop greater awareness of how others perceive them and how their actions and behaviors impact the people they work with.

It's one of the most-used review systems by HR to develop talent and improve leadership.

There is often a gap between how we view ourselves and how others view us. Many managers and leaders fail to fully appreciate the impact their day-to-day actions and behaviors have on others.

Self-awareness is a key component of leadership development and a key benefit of the 360 feedback process.

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