Questions to Include in a 360-Degree Feedback Questionnaire
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Traditional annual reviews share just the manager's feedback from your appraisal discussion. In a 360-degree assessment, the employer gathers feedback from several touchpoints, including team members, direct reports, managers, senior leaders and cross-functional peers. This review method aims to ask the right questions to the feedback providers to prepare a comprehensive assessment of the employee's job performance. In this article, we discuss what makes a good 360 feedback questionnaire and 66 questions you can include in your questionnaires to give professionals a well-rounded annual review.
What makes a good 360-degree feedback questionnaire?
A 360-degree feedback questionnaire is an assessment that involves gathering information about a specific employee from different perspectives, including self, manager, colleagues, direct reports and others. The employer then combines the survey results to create a report that showcases the strengths and weaknesses of the individual being assessed. The 360-degree survey begins with a feedback questionnaire that's shared with their managers, colleagues and direct reports to gather opinions about their performance in areas such as communication, teamwork, leadership and other job-related skills. The professional also receives a questionnaire to self evaluate their performance and identify areas of strengths for growth.
The 360-degree feedback questionnaire typically includes a series of questions that you can answer using a rating scale. Questionnaires often include around 50 and 100 areas to be rated on a scale from one to 10, where one implies the individual requires more improvement and ten implies they excel in that area. A good feedback questionnaire has the right mix of open and closed-ended questions. The open-ended questions capture qualitative data focussing on soft skills and the closed-ended questions can provide quantitative data for feedback. This can help in consolidating a detailed review with actionable insights.
360-degree feedback questions for managers
Organisations can use 360-degree survey questionnaires to evaluate current managers and identify potential future leaders within their organisation. Effective leaders inspire and motivate their team members to perform well. When you include the right questions in the feedback survey, it can help you identify which individuals are efficient in their role and who can move onto more senior leadership roles. Here are 14 sample questions you can include to evaluate current managers within the organisation:
Can this manager solve problems effectively?
Does the manager act in ways that inspire growth and development in others?
Can this manager resolve conflicts appropriately?
Does this manager treat co-workers and direct reports with respect?
Do you receive constructive feedback from this manager?
When making critical decisions, does this manager consider the other's opinion?
Does this manager reward employees for excellent performance or behaviour?
Do you feel this manager sets clear goals that align with the organisation's strategy?
Does this manager exercise good control over their emotions and behaviour, even when faced with stressful situations?
Does the professional act professionally?
Does the professional use their time effectively?
Is this manager readily available to provide guidance and feedback when you want it?
Do you think this professional is honest, trustworthy and ethical?
Do you think you can rely on this individual to follow through with their promises and responsibilities?
360-degree feedback questions for interpersonal skills
Interpersonal skills questions aim to identify how a professional maintains relationships with their colleagues. These questions pertain to the overall productivity and morale an individual commits to the company. Here are 10 sample questions you can use to evaluate an individual's interpersonal skills within the organisation:
Does this person follow instructions to attain the desired results?
Does this person help in creating a culture that fosters and values collaboration?
Does this person seek to improve by mastering new skills and techniques?
Does this person work well with their colleagues to get things done?
Does this person build purposeful and productive relationships with others?
Does this person present themselves as a reliable and committed team member?
Is this person effective at handling their own emotions and the emotions of others?
Can this person recognise and manage stress?
Do the actions of this person exhibit compassion, empathy and respect for others?
Do this person's actions demonstrate the core values of the company and seek to inspire a positive company culture?
360-degree feedback questions for problem-solving skills
Questions that evaluate a professional's problem-solving skills aim to identify how effectively they gather information and analyse data to arrive at a proper solution to a problem. Here are 10 sample questions to assess an individual's problem-solving skills within the company:
Is this person able to work autonomously?
Does this person react promptly and appropriately to unforeseen challenges?
Does this person offer clear and effective solutions to problems and challenges?
Does this person ask the right questions to assess the issues?
Is this individual's approach to resolving conflicts innovative and creative?
Does this person seek others' opinions and use this information when resolving issues?
Can this individual identify patterns in differing information, data or events?
Does this person gather information from multiple, relevant sources when making a decision?
Can this individual effectively analyse issues and break them down into their components?
Does this individual understand the long-term and short-term consequences of their decisions?
360-degree feedback questions for communication
Questions that evaluate the communication skills of an individual aim to identify how effectively a professional can communicate through verbal, non-verbal and written communication. The survey questions target how the team member communicates with clients, co-workers and supervisors. Here are 10 sample questions to assess an individual's communication skills within the organisation:
Does the professional communicate well with their colleagues?
Does the professional communicate well with their clients?
Is this individual a good active listener?
Does the professional communicate well with managers?
Can this professional deliver presentations with ease and composure?
Is the person open to receiving feedback from supervisors and peers?
Does the individual take initiative to seek clarification on subjects they don't understand?
Does the individual proactively seek to learn the views and opinions of others?
Can the employee communicate in a clear, concise and organised manner?
Can the professional write in a clear and concise manner, using appropriate grammar, spelling and punctuation?
360-degree feedback questions for organisational skills
The questions under the organisational dimension measure an individual's ability to develop plans and objectives, create long-term solutions, set business objectives and adhere to deadlines. 10 sample questions you can ask to assess a person's organisational skills include:
Is the person informed of the organisation's top goals and objectives?
Does the professional plan meetings effectively?
Does the professional organise and schedule events and activities effectively?
Is the professional good at managing their time?
Does the individual adhere to deadlines set up for different projects?
Does the individual prioritise the needs of their customers?
Can the person set personal and professional goals that inspire them to work harder?
Is the person good at delegating tasks and activities to other team members?
Can the professional work effectively in a high-pressure work environment?
Is the individual self-motivated?
Open-ended 360-degree sample questions
To obtain qualitative information about the candidate, you may also want to include some open-ended questions that focus on the individual's strengths and areas of improvement. This can help you provide a more comprehensive report containing both positive and constructive feedback for the team member. You can include open-ended questions at the end of each competency section or towards the end of the questionnaire. Here are 12 sample questions you can include that encourage survey respondents to share detailed explanations:
Do you have any other feedback about this particular competency?
Can you share a specific example of something this person does well?
Can you provide a specific example of an area where the professional could improve?
How well does this person manage their workload and time?
What sets this individual apart from others on their team or within the organisation?
What do you think are the strengths of this professional?
Name one thing this person should start doing?
Name one thing this person should continue doing?
Name one thing this person should stop doing?
Can you share three or four words to describe this person?
How well does this individual adapt to changing priorities?
What's an area you'd like to see this individual improve?
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