360 degree feedback questions [with examples]
October 27, 2021
How can you make your feedback more constructive? It's all about the questions you ask. 360 degree feedback is a process for evaluating people in an organization by soliciting input from their peers, subordinates, supervisors and customers. The key to success with this method of evaluation is asking the right questions that will produce meaningful data to help employees grow.
A 360 review is a valuable way of gathering employee feedback, and working with employee performance and performance management. A good review process is a great tool for Human Resources, team members, and managers alike. It can help improve leadership communication and support your leaders in developing their managerial skills.
In this blog post, we'll go over some common 360-degree feedback survey sample questions with examples so you can get started on building out your own set of engaging, helpful questions. We'll look both at so-called closed questions, where participants rate different statements on a scale, and open questions, that bring more qualitative responses.
Related reading: The best employee engagement survey questions – what to ask and why
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. They enable quantifiable analysis and help you track changes over time.
Examples of closed 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 on the team.
[Name] provides timely and clear feedback.
[Name] prioritizes 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 start doing/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?
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 organization. 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!
Related reading: 360-degree feedback in performance reviews