360 Feedback Questions to Measure and Improve Employee Performance

360 feedback is a comprehensive approach that gathers insights from peers, subordinates, supervisors, and even self-assessments to provide a well-rounded picture of an employee’s performance.

This article includes 100+ 360-degree feedback questions, with open-ended and rating question variants. You will find questions for traditional performance assessments (focused, among other things, on goal and deadline achievement) and competency-based 360 feedback processes.

Job performance questions for 360 feedback

Evaluating job performance is essential for understanding how well employees fulfill their roles and responsibilities. These questions help assess various aspects of their work, including efficiency, quality, and consistency.

Questions for manager and peer reviews

Scale questions:

1. Rate the employee’s ability to meet deadlines on a scale of 1-5, where 1 means rarely meets deadlines and 5 means always meets deadlines.
2. How would you rate this employee’s attention to detail on a scale of 1-5, where 1 means rarely attentive and 5 means always attentive?
3. Rate the employee’s consistency in delivering high-quality work on a scale of 1-5, where 1 means rarely consistent and 5 means always consistent.
4. How effectively does this employee prioritize their tasks on a scale of 1-5, where 1 means rarely effective and 5 means always effective?
5. On a scale of 1-5, how effectively does this employee manage their workload, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where the employee went above and beyond their job requirements. What specific actions did they take?
2. How does this employee handle unexpected challenges or changes in their workload? Provide an example.
3. In what ways has this employee contributed to improving team performance or efficiency? Give specific examples.
4. Can you provide an example of a project or task where this employee demonstrated exceptional problem-solving skills?
5. In what ways has this employee effectively managed their workload? Give examples.

Questions for self-evaluations

Scale questions:

1. Rate your ability to meet deadlines on a scale of 1-5, where 1 means rarely meeting deadlines and 5 means always meeting deadlines.
2. How would you rate your attention to detail on a scale of 1-5, where 1 means rarely attentive and 5 means always attentive?
3. Rate your consistency in delivering high-quality work on a scale of 1-5, where 1 means rarely consistent and 5 means always consistent.
4. How effectively do you prioritize your tasks on a scale of 1-5, where 1 means rarely effective and 5 means always effective?
5. On a scale of 1-5, how effectively do you manage your workload, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where you went above and beyond your job requirements. What specific actions did you take?
2. How do you handle unexpected challenges or changes in your workload? Provide an example.
3. In what ways have you contributed to improving team performance or efficiency? Give specific examples.
4. Can you provide an example of a project or task where you demonstrated exceptional problem-solving skills?
5. In what ways have you effectively managed your workload? Give examples.

Goal alignment questions

Goal alignment questions assess how well an employee’s personal goals and actions align with the organization’s objectives. This alignment ensures all team members work towards the same outcomes.

Questions for manager and peer reviews

Scale questions:

1. Rate the employee’s awareness of the organization’s goals on a scale of 1-5, where 1 means rarely aware and 5 means always aware.
2. How would you rate this employee’s motivation to achieve team/project goals on a scale of 1-5, where 1 means rarely motivated and 5 means always motivated?
3. Rate the employee’s ability to align their daily tasks with team goals on a scale of 1-5, where 1 means rarely aligning and 5 means always aligning.
4. On a scale of 1-5, where 1 means rarely effective and 5 means always effective, how effectively does this employee prioritize tasks to ensure goals are met?

Open-ended questions:

1. Describe a situation where the employee demonstrated a strong understanding of the organization’s goals. What actions did they take to align their work with these goals?
2. Can you provide an example of how this employee showed curiosity and interest in the organizational goals?
3. How does this employee take responsibility and show eagerness to improve when they miss a goal? Provide a specific example.
4. In what ways has this employee shown that they understand how their daily tasks contribute to team goals? Provide examples.

Questions for self-evaluations

Scale questions:

1. Rate your awareness of the organization’s goals on a scale of 1-5, where 1 means rarely aware and 5 means always aware.
2. How would you rate your motivation to achieve team/project goals on a scale of 1-5, where 1 means rarely motivated and 5 means always motivated?
3. Rate your ability to align your daily tasks with team goals on a scale of 1-5, where 1 means you rarely align and 5 means you always align.
4. How effectively do you prioritize tasks to ensure goals are met on a scale of 1-5, where 1 means rarely effective and 5 means always effective?

Open-ended questions:

1. Describe a situation where you demonstrated a strong understanding of the organization’s goals. What actions did you take to align your work with these goals?
2. Can you provide an example of how you showed curiosity and interest in the organizational goals?
3. How do you take responsibility and show eagerness to improve when you miss a goal? Provide a specific example.
4. In what ways have you shown that you understand how your daily tasks contribute to team goals? Provide examples.

Role-specific 360 feedback questions

Role-specific feedback questions help evaluate the employee’s success within their role responsibilities. Tailoring these questions to the specific role ensures that the feedback is relevant and actionable.

Questions for manager and peer reviews

Scale questions:

1. (Project manager) Rate the efficiency of this person in pitching solutions on a scale of 1-5, where 1 means rarely efficient and 5 means always efficient.
2. (Salesperson) How would you rate this person’s effectiveness in closing sales on a scale of 1-5, where 1 means rarely effective and 5 means always effective?
3. (Developer) Rate this employee’s ability to adapt to new technologies on a scale of 1-5, where 1 means rarely adaptable and 5 means always adaptable.
4. (Customer service representative) Rate this employee’s ability to handle customer inquiries on a scale of 1-5, where 1 means poorly and 5 means excellently.
5. (Marketing specialist) Rate this employee’s ability to analyze marketing data and metrics on a scale of 1-5, where 1 means poor and 5 means excellent.
6. (HR manager) On a scale of 1-5, how effectively does this employee support employee development and training, where 1 means poorly and 5 means excellently?
7. On a scale of 1-5, how would you rate this person’s [role-specific competency] skills, where 1 means poor and 5 means excellent?

Open-ended questions:

1. How can this person become a better [role name]? Provide specific actions they can take.
2. What are this person’s strengths as a [role name]? Provide examples.
3. Describe a situation where this employee effectively collaborated with other [role name]s. What was the outcome?
4. Describe a situation where this employee successfully resolved a difficult customer complaint. What was the outcome?
5. Can you provide an example of how this employee’s analysis of marketing data led to actionable insights?
6. In what ways has this employee supported employee development and training initiatives? Give examples.
7. Can you provide examples of ways this person could further develop their [role-specific competency] skills?

Questions for self-evaluations

Scale questions:

1. (Project manager) Rate your efficiency in pitching solutions on a scale of 1-5, where 1 means rarely efficient and 5 means always efficient.
2. (Salesperson) How would you rate your effectiveness in closing sales on a scale of 1-5, where 1 means rarely effective and 5 means always effective?
3. (Developer) Rate your ability to adapt to new technologies on a scale of 1-5, where 1 means rarely adaptable and 5 means always adaptable.
4. (Customer service representative) Rate your ability to handle customer inquiries on a scale of 1-5, where 1 means poorly and 5 means excellently.
5. (Marketing specialist) Rate your ability to analyze marketing data and metrics on a scale of 1-5, where 1 means poor and 5 means excellent.
6. (HR manager) On a scale of 1-5, how effectively do you support employee development and training, where 1 means poorly and 5 means excellently?
7. On a scale of 1-5, how would you rate your [role-specific competency] skills, where 1 means poor and 5 means excellent?

Open-ended questions:

1. How can you become a better [role name]? Provide specific actions you can take.
2. What are your strengths as a [role name]? Provide examples.
3. Describe a situation where you effectively collaborated with other [role name]s. What was the outcome?
4. Describe a situation where you successfully resolved a difficult customer complaint. What was the outcome?
5. Can you provide an example of how your analysis of marketing data led to actionable insights?
6. In what ways have you supported employee development and training initiatives? Give examples.
7. Can you provide examples of ways you could further develop your [role-specific competency] skills?

Competency-based 360 feedback questions

Competency-based appraisals focus on specific competencies essential for success in various roles. This section includes questions related to key competencies such as communication, emotional intelligence, problem-solving, and leadership potential.

Use your competency framework to select relevant competencies for your appraisals.

Employee communication

These questions assess how effectively the employee communicates with peers, supervisors, and subordinates. Effective communication is vital for team cohesion and productivity.

Questions for manager and peer reviews

Scale questions:

1. Rate this employee’s verbal communication skills on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How would you rate this employee’s written communication skills on a scale of 1-5, where 1 means poor and 5 means excellent?
3. Rate this employee’s ability to communicate clearly with clients and third parties on a scale of 1-5, where 1 means poor and 5 means excellent.
4. On a scale of 1-5, how effectively does this employee convey complex or technical information, where 1 means poorly and 5 means excellently?
5. Rate this employee’s ability to give and receive constructive feedback on a scale of 1-5, where 1 means poor and 5 means excellent.

Open-ended questions:

1. Describe a situation where this employee demonstrated exceptional verbal communication skills. What was the impact?
2. Can you provide an example of how this employee’s written communication has positively affected their work or the team?
3. How well does this employee communicate with clients and third parties? Provide specific examples.
4. In what ways has this employee successfully conveyed complex or technical information? Provide examples.
5. How has this employee demonstrated the ability to give and receive constructive feedback? Provide specific examples.

Questions for self-evaluations

Scale questions:

1. Rate your verbal communication skills on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How would you rate your written communication skills on a scale of 1-5, where 1 means poor and 5 means excellent?
3. Rate your ability to communicate clearly with clients and third parties on a scale of 1-5, where 1 means poor and 5 means excellent.
4. On a scale of 1-5, how effectively do you convey complex or technical information, where 1 means poorly and 5 means excellently?
5. Rate your ability to give and receive constructive feedback on a scale of 1-5, where 1 means poor and 5 means excellent.

Open-ended questions:

1. Describe a situation where you demonstrated exceptional verbal communication skills. What was the impact?
2. Can you provide an example of how your written communication has positively affected your work or the team?
3. How well do you communicate with clients and third parties? Provide specific examples.
4. In what ways have you successfully conveyed complex or technical information? Provide examples.
5. How have you demonstrated the ability to give and receive constructive feedback? Provide specific examples.

Teamwork questions

Teamwork questions evaluate how well the employee collaborates with others, contributes to team goals, and supports colleagues. Strong teamwork skills are essential for a productive and harmonious work environment.

Questions for manager and peer reviews

Scale questions:

1. Rate this employee’s ability to collaborate with team members on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How effectively does this employee contribute to team planning and coordination on a scale of 1-5, where 1 means rarely and 5 means always?
3. Rate this employee’s ability to resolve conflicts within the team on a scale of 1-5, where 1 means poorly and 5 means excellently.
4. On a scale of 1-5, how well does this employee motivate and support other team members, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where this employee showed exceptional teamwork. What was the outcome?
2. Can you provide an example of how this employee contributed to team planning and coordination?
3. How has this employee effectively resolved conflicts within the team? Provide specific examples.
4. In what ways has this employee motivated and supported other team members? Give examples.

Questions for self-evaluations

Scale questions:

1. Rate your ability to collaborate with team members on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How effectively do you contribute to team planning and coordination on a scale of 1-5, where 1 means rarely and 5 means always?
3. Rate your ability to resolve conflicts within the team on a scale of 1-5, where 1 means poorly and 5 means excellently.
4. On a scale of 1-5, how well do you motivate and support other team members, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where you showed exceptional teamwork. What was the outcome?
2. Can you provide an example of how you contributed to team planning and coordination?
3. How have you effectively resolved conflicts within the team? Provide specific examples.
4. In what ways have you motivated and supported other team members? Give examples.

Problem-solving

Problem-solving questions assess the employee’s ability to identify issues, think critically, and implement effective solutions. These skills are crucial for maintaining productivity and overcoming challenges.

Questions for manager and peer reviews

Scale questions:

1. Rate this employee’s ability to identify problems and suggest solutions on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How well does this employee handle unexpected challenges on a scale of 1-5, where 1 means poorly and 5 means excellently?
3. Rate this employee’s creativity and innovation in problem-solving on a scale of 1-5, where 1 means poor and 5 means excellent.
4. On a scale of 1-5, how effectively does this employee collaborate with others to solve problems, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where this employee identified a problem and suggested an effective solution. What was the outcome?
2. Can you provide an example of how this employee handled an unexpected challenge?
3. How has this employee demonstrated creativity and innovation in solving problems? Provide specific examples.
4. In what ways has this employee collaborated with others to solve problems? Give examples.

Questions for self-evaluations

Scale questions:

1. Rate your ability to identify problems and suggest solutions on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How well do you handle unexpected challenges on a scale of 1-5, where 1 means poorly and 5 means excellently?
3. Rate your creativity and innovation in problem-solving on a scale of 1-5, where 1 means poor and 5 means excellent.
4. On a scale of 1-5, how effectively do you collaborate with others to solve problems, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where you identified a problem and suggested an effective solution. What was the outcome?
2. Can you provide an example of how you handled an unexpected challenge?
3. How have you demonstrated creativity and innovation in solving problems? Provide specific examples.
4. In what ways have you collaborated with others to solve problems? Give examples.

Decision-making

Decision-making questions evaluate the employee’s ability to make informed and effective decisions. Good decision-making skills are essential for leadership and operational success.

Questions for manager and peer reviews

Scale questions:

1. Rate this employee’s decision-making skills on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How well does this employee make decisions under pressure on a scale of 1-5, where 1 means poorly and 5 means excellently?
3. Rate this employee’s ability to consider the opinions of others before making decisions on a scale of 1-5, where 1 means rarely and 5 means always.
4. On a scale of 1-5, how effectively does this employee make decisions that align with company values and goals, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where this employee demonstrated strong decision-making skills. What was the outcome?
2. Can you provide an example of how this employee made a decision under pressure?
3. How has this employee effectively considered the opinions of others before making a decision? Provide specific examples.
4. In what ways has this employee made decisions that align with company values and goals? Give examples.

Questions for self-evaluations

Scale questions:

1. Rate your decision-making skills on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How well do you make decisions under pressure on a scale of 1-5, where 1 means poorly and 5 means excellently?
3. Rate your ability to consider the opinions of others before making decisions on a scale of 1-5, where 1 means rarely and 5 means always.
4. On a scale of 1-5, how effectively do you make decisions that align with company values and goals, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where you demonstrated strong decision-making skills. What was the outcome?
2. Can you provide an example of how you made a decision under pressure?
3. How have you effectively considered the opinions of others before making a decision? Provide specific examples.
4. In what ways have you made decisions that align with company values and goals? Give examples.

Questions for assessing leadership potential

These questions assess an employee’s potential for taking on leadership roles within the organization. They evaluate attributes such as vision, influence, decision-making, and ability to inspire others.

Questions for manager and peer reviews

Scale questions:

1.Rate this employee’s ability to inspire and motivate others on a scale of 1-5, where 1 means poor and 5 means excellent. 2. How well does this employee demonstrate strategic thinking on a scale of 1-5, where 1 means poorly and 5 means excellently? 3. Rate this employee’s influence on their peers and subordinates on a scale of 1-5, where 1 means poor and 5 means excellent. 4. On a scale of 1-5, how effectively does this employee handle leadership responsibilities, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where this employee demonstrated leadership qualities. What was the impact?
2. Can you provide an example of how this employee has inspired or motivated their team?
3. How has this employee demonstrated strategic thinking in their role? Provide specific examples.
4. In what ways has this employee shown potential for taking on more leadership responsibilities? Give examples.

Questions for self-evaluations

Scale questions:

1. Rate your ability to inspire and motivate others on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How well do you demonstrate strategic thinking on a scale of 1-5, where 1 means poorly and 5 means excellently?
3. Rate your influence on your peers and subordinates on a scale of 1-5, where 1 means poor and 5 means excellent.
4. On a scale of 1-5, how effectively do you handle leadership responsibilities, where 1 means poorly and 5 means excellently?

Open-ended questions:

• Describe a situation where you demonstrated leadership qualities. What was the impact?
• Can you provide an example of how you have inspired or motivated your team?
• How have you demonstrated strategic thinking in your role? Provide specific examples.
• In what ways have you shown potential for taking on more leadership responsibilities? Give examples.

Questions on motivation and commitment to growth

These questions assess an employee’s level of motivation and their commitment to personal and professional growth. Understanding these aspects can help improve job satisfaction and retention and identify areas for development.

Questions for manager and peer reviews

Scale questions:

1. Rate this employee’s interest in growth opportunities within the company on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How well does this employee maintain a positive attitude in stressful situations on a scale of 1-5, where 1 means poorly and 5 means excellently?
3. Rate this employee’s accountability and responsibility for their results on a scale of 1-5, where 1 means poor and 5 means excellent.
4. On a scale of 1-5, how motivated does this employee seem to complete their work and pursue professional growth, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where this employee showed interest in growth opportunities within the company. What actions did they take?
2. Can you provide an example of how this employee maintained a positive attitude during a stressful situation?
3. How has this employee demonstrated accountability and responsibility for their results? Provide specific examples.
4. In what ways has this employee shown motivation to complete their work and pursue professional growth? Give examples.

Questions for self-evaluations

Scale questions:

1. Rate your interest in growth opportunities within the company on a scale of 1-5, where 1 means poor and 5 means excellent.
2. How well do you maintain a positive attitude in stressful situations on a scale of 1-5, where 1 means poorly and 5 means excellently?
3. Rate your accountability and responsibility for your results on a scale of 1-5, where 1 means poor and 5 means excellent.
4. On a scale of 1-5, how motivated do you feel to complete your work and pursue professional growth, where 1 means poorly and 5 means excellently?

Open-ended questions:

1. Describe a situation where you showed interest in growth opportunities within the company. What actions did you take?
2. Can you provide an example of how you maintained a positive attitude during a stressful situation?
3. How have you demonstrated accountability and responsibility for your results? Provide specific examples.
4. In what ways have you shown motivation to complete your work and pursue professional growth? Give examples.

Choosing between open-ended vs. close-ended questions for 360 feedback

The pros and cons of open-ended vs rating questions:

As a best practice, use a mix of open-ended and closed-ended questions. The advantage of blending is that:

• Open-ended questions support qualitative feedback—they give the “why” about how things work in your organization and allow reviewers to be specific and share valuable information that helps put the answer in a larger context
• Closed-ended questions support quantitative feedback—they make for easier comparisons between employees and give the “what” about how things work in your organization

Rating questions provide a straightforward method to gauge specific aspects of an employee’s performance, skills, and behavior on a defined scale. These questions help quantify feedback and make comparisons easier.

Automate 360-degree feedback with Deel Engage

Feel free to use the questions we included in this article for your 360-degree feedback surveys.

But you can go a step further with Deel Engage. You can use our software to:

• Easily set up meaningful, growth-oriented 360-degree feedback cycles and eliminate tedious manual processes
• Enable multi-rater feedback
• Gain valuable insights into employee performance, engagement, and well-being
• Collect anonymous, honest feedback
• Connect the dots between performance reviews, employee growth plans, and future career paths

Deel HR, our truly global HRIS solution, is always included for free.

Book a demo to see how our solutions will help you build a high-performance workforce.