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360 Degree Feedback Questionnaire: Examples And Templates

Kate William

9 min read

Feedback is important for businesses and individuals alike. Companies want feedback from customers so that they can see where they are going wrong and what needs to be done. Employers want feedback about their employees so that they can evaluate how they need to be compensated or given promotions. In this article, we are going to discuss 360 degree feedback questionnaire. It gives employers the opportunity to get feedback from seniors, juniors, peers and everyone.

What is 360 degree feedback?

It is a way of gathering feedback anonymously about a specific employee from multiple people who are connected to the person in the company. From direct reporting managers to juniors, everyone who interacts with the employee for work is asked to rate them on various parameters. Some of the parameters include leadership, communication, teamwork, job-related skills, interpersonal relationships, etc. 

A 360 degree feedback usually asks a series of questions to the employer where the answers are on a rating scale. The survey might even have open-ended questions which gives the respondent an opportunity to offer detailed answers. After all the questionnaires are completed, they are then used to formulate a report which will show the strength of the employee and areas where they can improve. The report will show the employee how others assess them and what can be done about it. 

Why is 360 degree feedback important?

They are considered as an extremely powerful tool which will help employees grow themselves and help them with different perspectives of people who interact with them on a daily basis. If they are willing to incorporate the feedback, they will be able to change their personality as well as the output that they are able to achieve. The entire exercise doesn’t only focus on the performance of the person, but rather on all aspects of the employee, starting from behavior to interpersonal skills. From helping employees find their blind spots to make them understand how their actions reflect on the performance of someone else, 360 degree feedback is an all-encompassing feedback solution.

To roll out a 360 degree feedback survey, you’ll need a 360 degree feedback software like SurveySparrow. Take a look at a 360 feedback survey created using the software.

To create a similar 360 degree feedback survey, you can create a FREE account on SurveySparrow.

When should you do 360 degree feedback?

The focus of 360 degree feedback review is to understand how employees behave with their peers, subordinates and superiors. It also takes into account how each of their behavior reflects on the company’s output. So when you are doing a 360 degree feedback, it helps with creating a better culture too. 

We recommend using a 360 degree feedback for your employees when your company wants to do the following:

  • When there is a clear business strategy in mind
  • Understand what everyone thinks about each other
  • Increasing the effectiveness of teams
  • When you want to create a much better culture
  • Improve your HR systems

These are some of the reasons when you should indulge in 360 degree feedback.

Benefits of 360 degree feedback:

Identifies employee strengths:

360 degree feedback reviews are one of the best ways to identify an employee’s strengths, because there is an unbiased set of responses received from different quarters. It even tells you about the strength of an employee in a particular area based on inputs from superiors and subordinates. Based on this, the business will be able to create customized solutions that will help the employee increase their strengths.

Helps uncover blindspots:

Since a 360 degree feedback program offers inputs from individuals who work in different capacities with the employee, there is a lot of potentials there in understanding things that might have been missed out on if the evaluation was done only by a single person. If you want your employees to keep themselves improving, you need to uncover blindspots which might be stopping them from proving their mettle. 

Offers multiple perspectives:

It doesn’t take a genius to figure out that the ones in the leadership roles never get rated by others in the organization. Thanks to the anonymity that the 360 degree feedback questionnaire offers, juniors don’t have to worry about any repercussions. More often than not, it will also be an eye-opener for the leader, thanks to feedback from different quarters. It not only helps the ones in the top management but for employees of other capacities too. 

Encourages evaluations:

One of the best things about 360 degree feedback is that it creates an atmosphere of improvement. Everyone who is involved in the 360 degree feedback processes will understand that each part of their work and how they interact with others is taken into account. They will genuinely be moved to make things work. When they see leaders taking steps based on the feedback, they will go out of their way to improve themselves too.

Create 360-degree Feedback Surveys that are interactive and collect pertinent feedback from employees.

Increases transparency:

It creates a sense of transparency among everyone who is in the workspace. The increased trust will result in better decision making, and everyone’s performance increases, which will result in a much better bottomline. When the 360 degree feedback is executed properly, there is a lot of room for changing existing policies which might need to be evaluated. It might also result in changes in the way things have been handled so far by the HR team. From hiring to retention practices, everything will be improved based on the feedback. It is a win-win for everyone.

Provides insight into an employee’s work:

The main objective of 360 degree feedback is to understand how an employee’s work is affecting the company and every other person who works closely with the employee. It goes beyond understanding the output of their performance; it also factors in interpersonal relationships and so on. Are they a cultural fit? Do they motivate the other employees who report to them or even with their peers?

Enhanced performance:

By improving employee relationships and providing better clarity on what is expected, 360 degree feedback ultimately results in an improved performance. Apart from creating an enhanced work atmosphere, it also helps in better employee engagement and retention. Since people are given more importance here, they feel valued and will be in a position to give more for the organization. 

Conduct appraisal backed by employee performance reviews.

Open culture:

You cannot implement 360 degree feedback if you do not have an open culture. Why? Because you need to provide your employees with a sense of belonging and they should trust the organization enough to be able to provide honest answers even though their identities will be masked. When there is an open culture, employees will feel empowered to share their thoughts freely without fear of any repercussions.

Reduces bias:

Remember that in a 360 degree feedback process, the opinions are collected not only from a single source, but from everyone, including peers, subordinates, seniors, and so on. Therefore, it gives an all-around opinion about someone rather than an assumption from a single person, usually the employee’s immediate manager. There are high chances of one person’s assumption being biased, while it cannot happen when there are a lot of people involved. 

How to administer 360 degree feedback in your office?

Create a questionnaire:

The questions asked in a 360-degree feedback format are usually graded on a rating scale. They are used to collect different aspects of the individual’s job performance, starting from leadership qualities to communication. Using online survey tools like SurveySparrow helps you create surveys that will be smooth for the respondent to complete and easy for the survey creator to administer. Getting the questions printed and handing it over to every stakeholder can be a tedious process, and not to forget, time-consuming as well.

Maintain confidentiality:

If the respondent knows that the answer will be shared to everyone and their names will be out, the chances of them being honest with their responses reduces significantly. No one wants to tell publicly that their reporting managers could be much better. They know that instances like this could affect their job prospects. It is best to offer them anonymity so that you can get honest answers.

Explain 360 degree feedback:

This feedback process might not be familiar to everyone. To get the best results from it, make sure that you explain how it works, what is expected from each of the respondents and how the results will be used by the organization. Provide sample 360-degree feedback questions so that they are not confused when the actual process begins.

Offer the 360 degree feedback questionnaire:

Once you have passed the above steps, ensure that you distribute the questionnaire to each of them. If you are using SurveySparrow for sending the online survey, it is possible to make sure that the respondents can answer anonymously. If any of the employees have any questions, help them with navigating through it. 

Analysis of the data:

Most of the online survey tools make it easy to analyze the survey results by putting them into a visual representation like charts, pies, graphs, etc. Based on this, the organization will be able to make business decisions. The results from the 360-degree feedback questionnaire will show you the strengths, weaknesses and areas which need immediate improvement for the person. 

Take appropriate action:

The feedback results should be shared with the employee and others who are above this person in the organization, although the latter is not necessary. Give them a comparison chart on how they are faring against their competitor’s. Based on the feedback, you can pat them on the back for certain things while you should help the employee with finding ways to bridge the gap in what is found lacking. Offer to train them or fund them for workshops which you think might be beneficial. 

360 degree feedback questions for various purposes:

360 degree feedback questions for managers:

Businesses can use this to find out the potential of managers as well as those who have the potential to be your managers one day. You need to ask the right questions to get feedback that will be helpful to assess them. 

360 degree feedback questionnaire to assess the current managers:

  • Is the manager making use of their time properly
  • Do they treat each subordinate with respect?
  • Have they been able to solve problems in an appropriate manner?
  • Do they have the patience and fortitude to take tough decisions and wait for results calmly?
  • Have they been able to handle pressure effectively?
  • Is the manager able to inspire others in doing their job effectively?
  • Does the manager reward good behavior with praise?
  • How does the manager handle poor work?
  • Does the manager provide constructive feedback that helps the recipient without coming across as rude?
  • Does the manager work towards fulfilling the objectives of the organization?

360 degree feedback questionnaire for potential leaders in your organization:

  • Does this employee produce good results? 
  • Do they use their time effectively?
  • Have they been able to produce results consistently?
  • Would this person be able to thrive under pressure?
  • Are they on the right track to grow?
  • Will they be able to communicate effectively with clients and subordinates?
  • Do they take the initiative to come up with effective solutions to problems in the workplace?
  • How do they treat their colleagues?
  • Do they have good leadership qualities?
  • Can they be trusted to take up projects and get results from it effectively?
  • Do they encourage other employees to do the right thing?
  • Does this person believe in the company’s values and mission?

360 degree feedback questionnaire for effective communication:

  • Does the employee find it difficult to put their point across?
  • Is the person someone who can be trusted to get their point across with minimum fluff?
  • Does the employee take an effort to understand the point of view of someone else, no matter which rang in the hierarchy they are?
  • Can the employee be put in a position where they need to be constantly communicating?
  • Does the person have the ability to write appropriately without making errors in grammar usage or tone?
  • Can the person communicate in a composed manner?
  • Will the person be comfortable with taking down instructions?
  • Will the employee thrive in a situation where they are supposed to pass information to different teams?
  • Do they keep themselves updated about the latest regulations and policies and present them in an easy-to-understand manner?

360 degree feedback questionnaire for understanding problem-solving skills:

  • Does the person find it comfortable to address issues?
  • Do they have the ability to constantly be on the run to solve problems?
  • Does the person take efforts to understand the root of a problem?
  • Is their approach to every problem logical and devoid of emotions?
  • Does the employee analyze each and every aspect of the problem before embarking on solving them?
  • Do they have a “can-do” attitude when it comes to problems or do they go on the defensive by passing the buck to others?
  • Do they strive to collect information from different reliable sources and then look at the overall picture or do they try to solve it without any plan?
  • Will they be able to detach themselves from the problem emotionally and solely focus on it objectively?

360 degree feedback questionnaire for interpersonal skills:

  • Do other people enjoy working with this employee?
  • Do other employees feel comfortable in the presence of this person?
  • Does this person help create a culture where there is open communication?
  • Does the person believe in making everyone around them feel valued and appreciated?
  • Do the actions of the employee show their innate trust in others?
  • Do you find the person emotionally mature?
  • Do they have a positive outlook towards everything that happens in the office?
  • Do you always see them wear a positive outlook?
  • Is the employee someone who makes everyone smile?
  • Can the employee be considered as a good team player?
  • Do you think they are reliable?
  • Will you be willing to work with this person directly for a few days? Does the thought of that make you feel happy or do you dread it?
  • Does this person show empathy and compassion in the way they talk and behave?
  • Are they someone who always acts professionally?
  • Do you think this person is ethical? 

360 degree feedback questionnaire for efficiency:

  • Is the person competent at handling all the tasks assigned to them? 
  • How efficient are they at understanding new concepts?
  • Does their work methodology indicate that they are someone who will produce exceptional results?
  • Will they be able to produce efficient work when the odds are stacked against them?
  • Do they thrive under pressure?

These are some of the types of questions that will make your 360 degree feedback questionnaire extremely powerful. It will help you understand many things about the employee specifically. Remember that the intention of all of this is not to make the employee go on a defence, but to make them more efficient. 

Kate William

Content Marketer at SurveySparrow

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