360-Degree Feedback Template

The 360-degree employee feedback process typically consists of four main components:

1. Self-assessment: Employees evaluate their own performance review, setting a baseline for comparison
2. Peer feedback: Team members provide input on collaboration, interpersonal skills, and problem-solving
3. Manager feedback: Supervisors assess employee performance and leadership abilities
4. Direct report feedback: For managers, employees evaluate leadership effectiveness and communication

To create an effective 360-degree feedback survey, follow these steps:

1. Define objectives: Determine what you want to achieve, such as identifying areas for improvement or recognizing strengths
2. Select competencies: Focus on core attributes like employee performance, leadership, communication, and teamwork
3. Use a rating scale: Incorporate a standardized rating scale (e.g., 1-5) to ensure consistency in responses
4. Include open-ended review questions: Add open-ended questions to allow team members to provide candid feedback
5. Consider anonymity: Encourage honesty by keeping responses confidential
6. Use 360-degree review templates: Leverage 360 review templates or feedback tools for consistency in feedback collection
7. Review and improve: Continuously refine the feedback process based on effectiveness

A 360 feedback template is a structured document or survey that collects feedback from multiple sources—such as peers, managers, direct reports, and even customers—on an employee’s performance review. These templates include open-ended questions and a rating scale to assess key competencies, such as interpersonal skills, problem-solving, and leadership. Unlike traditional performance reviews, which focus on manager evaluations, 360 feedback surveys provide a well-rounded perspective.

A well-structured 360 review process typically includes 20-30 questions, combining:

• 15-20 structured questions using a rating scale (e.g., 1-5)
• 5-10 open-ended questions to allow for qualitative insights

Keeping the 360 feedback questionnaires concise ensures high response rates and meaningful input.

Open-ended questions encourage detailed responses and go beyond simple yes/no answers. In 360 reviews, they help identify areas of strength and improvement. Examples include:

• What are this employee’s greatest strengths?
• How does this person approach decision-making?
• How does this person contribute to a positive work environment?
• How do this person’s behaviors reflect our company values?
• How does this person contribute to meeting our organizational goals?
• Can you describe a time when this employee demonstrated exceptional interpersonal skills?

These questions make the feedback process more insightful and actionable, helping employees develop in a meaningful way.

Pros:

• Comprehensive evaluation: The 360 review process gathers feedback from multiple sources, offering a balanced view of employee performance
• Encourages professional development: Helps employees develop by highlighting strengths and identifying areas for improvement
• Enhances self-awareness: Provides insights that traditional performance review methods may miss
• Improves team collaboration: Helps team members understand each other’s interpersonal skills and work styles

Cons:

• Time-consuming: Conducting 360 reviews requires significant effort to collect, analyze, and discuss feedback for multiple stakeholders
• Potential bias: Responses may be influenced by personal relationships or workplace politics
• Requires clear action plans: Without structured follow-up, feedback may not lead to meaningful growth and development

A strong example of 360-degree feedback balances positive insights with constructive suggestions:

Positive feedback: “Alex demonstrates excellent problem-solving abilities and consistently supports team members in difficult situations. Their ability to manage conflict and foster collaboration has significantly improved team dynamics.”

Constructive feedback: “One area for growth and development is time management. Setting clearer priorities could help Alex meet deadlines more efficiently.”

This ensures candid feedback while focusing on actionable insights.