60+ Must Ask 360 Review Questions For Performance Evaluation

Mr. Toto: Seth, how should we evaluate employee performance?

Seth: I know a few ways to do that, sir.

Mr. Toto: C’mon, Seth. Tell me the best one.

Seth: 360-degree performance review, for sure.

Mr. Toto: Tell me all about it.

Taking over from Seth, if you’re like Mr. Toto, looking for the best way to conduct employee performance evaluation, this is the article for it.

In this blog, we’ll cover:

1. What is a 360-degree performance review?
2. 60+ 360 review questions for performance evaluation
3. The key to a good 360 review question
4. Tips for writing good 360 review questions
5. Why is 360 review the best method of evaluation?
6. Why you should invest in a 360-degree feedback tool?

From giving 60+ 360 review questions to explaining the importance of 360-degree software, we’ve covered everything. Enjoy the read!

What Is A 360 Degree Performance Review?

There are multiple ways of measuring employee performance, from a top-down review to a peer-to-peer one. A 360-degree performance review is where managers, decision-makers, customers, and peers evaluate an employee’s performance. The total number of evaluators ranges from six to twenty people, and there’s space for self-evaluation, too.

All feedback is reviewed and analyzed, and a comprehensive look at an employee’s efficiency, productivity, behavior, and contribution is formed. Since employees under 360-degree performance review receive feedback from all directions, there are multiple roles like;

• An HR employee as the evaluation administrator
• An evaluating manager directly supervising the employee under review
• An evaluating department head of the employee under review
• Four to ten evaluating peers of the concerned employee
• Two to six evaluating customers or clients the employee regularly communicates with

Once they’re selected, the outstanding and evergreen 360 review questions come next.

60+ Must Ask 360 Review Questions For Performance Evaluation

In a 360-review performance evaluation, questions are different for the head of the department to customers. Let’s see the most effective 60+ 360 review questions for all evaluators in a top-down approach;

360 Review Questions For The Head Of Department

The head of the department always evaluates employees in 360-degree performance evaluations. For a small team, knowing everyone is easier compared to a company with a large employee base. In the latter case, the manager or team leader evaluation is enough.

Let’s see the top 360 review questions, most of which are the ‘strongly agree’ (SA) to ‘strongly disagree’ (SD) or open-ended types, posed to department heads for employee performance evaluation:

• Do you think [employee name] is in-sync with [company name]’s vision and mission? {Open ended}
• Can you share a recent positive interaction with [employee name]? {Open ended}
• What five words best describe [employee name]? {Open ended}
• What improvements, if any, will make [employee name] an effective leader? {Open ended}
• [Employee name] communicates effectively with all managers and colleagues? {SA/SD type}
• [Employee name] doesn’t shy away from pitching his/her ideas? {SA/SD type}
• [Employee name] prioritizes the team over personal accomplishments? {SA/SD type}
• [Employee name] is a quick learner that shows in his/her work? {SA/SD type}
• [Employee name] will stand up against the management for what he/she think is right? {SA/SD type}
• [Employee name] promotes diversity in the workplace and welcomes inclusion with open arms? {SA/SD type}

Before we dive further, here’s an annual 360 review template created using ThriveSparrow…

Sign up below to try ThriveSparrow’s 360 review template for FREE.

360 Review Questions For Team Leaders

Team leaders know an employee’s work ethic, behavior, and personality. As such, these 360 review questions for them play a vital role in the overall process:

• An area where you saw [employee name] excel this month/quarter/year? {Open ended}
• To what extent did [employee name] meet all performance goals for the quarter/year? {Open ended}
• How well did [employee name] manage the workload this quarter/year? {Open ended}
• What are the primary strengths of [employee name]? {Open ended}
• One thing helping [employee name] maximize his/her potential? {Open ended}
• One thing [employee name] should stop doing to grow faster? {Open ended}
• On a scale of 1 to 10, please rate the overall work of [employee name] since the first quarter. {Scale type}
• On a scale of 1 to 10, please rate the level of [employee name]’s creativity. {Scale type}
• On a scale of 1 to 10, rate [employee name]’s level of adaptability. {Scale type}
• On a scale of 1 to 10, how would you rate [employee name]’s customer interactions? {Scale type}
• [Employee name] treats everyone respectfully in the workplace. {SA/SD type}
• [Employee name] gives importance to team members’ opinions at work. {SA/SD type}
• [Employee name]’s team can always rely upon him/her. {SA/SD type}
• [Employee name] always meets the deadline with quality work. {SA/SD type}

360 Review Questions For Clients Or Customers

An extremely crucial part of the 360-degree performance evaluation is asking customers or clients about an employee they regularly interact with. Taking approval from them before sending the evaluation survey is the best way to collect genuine data. Use these questions for it:

• On a scale of 1 to 10, how would you rate your interactions with [employee name]? {Scale type}
• On a scale of 1 to 10, how would you rate the overall technical know-how of [employee name]? {Scale type}
• On a scale of 1 to 10, how quick was the problem resolution from [employee name]? {Scale type}
• What area of [employee name]’s customer service skills need work? {Open ended}
• What would you say is the best aspect about [employee name]? {Open ended}
• [Employee name] satisfies with his/her quick and prompt problem-solving. {SA/SD type}
• [Employee name] brings creativity in solving issues. {SA/SD type}
• [Employee name] is a patient listener. {SA/SD type}
• [Employee name] made sure you don’t face the same issue again. {SA/SD type}

360 Review Questions For Peers

After customers or clients, it’s 360 review questions for peers to evaluate their colleagues:

• [Employee name] set and met all deadlines throughout the calendar year. {SA/SD type}
• [Employee name] approached new workplace challenges in the best possible manner. {SA/SD type}
• [Employee name] shared his/her knowledge effectively with all colleagues. {SA/SD type}
• [Employee name] gave regular constructive feedback during product/campaign/strategy testing. {SA/SD type}
• [Employee name] was proactive in anticipating problems and worked on them. {SA/SD type}
• On a scale of 1 to 10, how much risk does [employee name] take on crucial projects? {Scale type}
• On a scale of 1 to 10, how has [employee name]’s work impacted your ability to deliver on set goals? {Scale type}
• How did [employee name] work around the roadblocks of [specific project name]? {Open ended}
• What strategy did [employee name] undertook for ensuring [specific project name] success? {Open ended}
• How and to what extent do [employee name] involve the right stakeholders in their work? {Open ended}
• What have been [employee name]’s successes and challenges over the last month/quarter/year? {Open ended}
• As a teammate, what’s one constructive advice you’d give to [employee name]? How would it impact his/her performance levels? {Open ended}

360 Review Questions For Self-Evaluation

Self-evaluation is as crucial in performance reviews as cheese in your burgers, and don’t we love em!

Self-evaluation gives evaluators a clear idea of what the employee thinks about his performance and how he thinks to improve on it. So, you can’t miss these 360 evaluation questions during employee performance reviews:

• What accomplishments are you most proud of this month/quarter/year? {Open ended}
• Are you happy with your performance this month/quarter/year? {Open ended}
• Name three areas where you would like to continue growing? {Open ended}
• What should you do differently next year and why? {Open ended}
• What elements of your job are the most challenging? How would you work on them? {Open ended}
• What elements of the job piques your interest the most? {Open ended}
• What company values did you exemplify at work last month/quarter/year? {Open ended}
• On a scale of 1 to 10, how well did you meet this month/quarter/year goals? {Scale type}

360 Review Questions For Managers

These questions are designed to provide constructive feedback to managers – by focusing on specific aspects of their leadership, communication, and management skills.

• How well [manager name] communicate expectations and goals to your team? {Scale type}
• How effectively does [manager name] provide feedback and coaching to direct reports? {Scale type}
• In what ways does [manager name] foster innovation and creativity within your team? {Scale type}
• How well does [manager name] manage conflicts and difficult situations with team members? {Scale type}
• What are some areas where [manager name] could improve their leadership skills? {Open ended}
• In what ways does [manager name] support the professional growth and development of team members? {Open ended}
• How did [manager name] balance the needs of the team with the needs of the organization? {Open ended}
• What steps has [manager name] taken to create a positive and inclusive work environment? {Open ended}
• How does [manager name] ensure that your team is aligned with the strategic priorities of the organization? {Open ended}
• Does [manager name] hold themselves accountable for the performance of your team? {SA/SD type}

360 Review Questions For CEOs

These questions provide specific feedback about CEOs by focusing on key aspects of their leadership, communication, and management skills.

• How effectively does [name] communicate the company’s vision and mission to stakeholders? {Scale type}
• How well does [name] manage relationships with external stakeholders – such as customers, investors, and partners? {Scale type}
• How effectively does [name] manage risks and uncertainties that could impact the company’s success? {Scale type}
• Does [name] ensure that the company’s strategies and initiatives are aligned with its goals and priorities? {SA/SD type}
• What are 3 areas where [name] could improve their leadership skills? {Open ended}
• In what ways does [name] foster a culture of innovation and creativity within the organization? {Open ended}
• What steps has [name] taken to create a diverse and inclusive work environment?{Open ended}
• In what ways does [name] promote transparency and accountability within the organization? {Open ended}
• What are [name’s] plans for developing the skills and knowledge of the executive team? {Open ended}
• How does [name] measure the impact of the company’s initiatives on customers, employees, and the community? {Open ended}

What Is The Key To A Good 360 Review Question: Best Practices

A good 360 review question should be specific, relevant, and actionable. Here are some key considerations to keep in mind when crafting effective 360 review questions:

1. Specificity: The question should be clear and concise, and it should focus on a specific aspect of performance or behavior. So avoid using industry jargon or overly broad language.
2. Relevance: The question should be relevant to the individual’s role, responsibilities, and goals. It should address areas where improvement or development is needed.
3. Actionability: The question should be designed to get specific feedback for concrete actions or changes.
4. Objectivity: The question’s language should be objective and impartial. This can help ensure that the feedback is constructive.
5. Clarity: The question should be easy to understand and answer – for the person being reviewed and those providing feedback.

How To Write A Good 360 Review Question: 5 Effective Tips

 

 

1. Set clear expectations: This means agreeing on goals or other measurable metrics ahead of time. This way, everyone knows what they’re being evaluated against.
2. Ask for examples: For example, instead of asking a general question like “How did this person contribute to sales?” try asking for “3 specific ways that the person made an impact in sales”. This helps remove subjectivity and provides concrete evidence.
3. Be as specific as possible: Avoid asking subjective questions like, “What do you think of Claire?” that can lead to various interpretations. Instead ask for a specific example in an area that you’re looking to measure. .
4. Align with the goals of the organization: If the company has clear goals or metrics, employees should be evaluated against those. So frame your review questions accordingly.
5. Test your questions: Before finalizing your review questions, test them with a small group of people to ensure that they are easy to understand and answer. This can help identify issues ahead of time.

Why Is 360-Degree Review The Best Performance Evaluation Method?

Here are the reasons why a 360-degree review is the best performance evaluation method:

You Become Your Best Friend!

The best person who knows you full well is… you. That’s right. Nobody has a complete idea about your strengths, weaknesses, and challenges better than you.

During performance evaluation, the manager has his perspective about you. The same is for other evaluators assigned for your review. But you know how well you’ve performed in a quarter or year, and to what extent you can improve. When you take the self-evaluation survey with full honesty, you become your own best friend by thinking deeply about the work you’ve put in and the kind of recognition you deserve for it.

When this happens an employee truly starts growing.

Comprehensive Analysis

An employee interacts with many inside the organization and performs different roles during that time. And in that process, they display different skills to different people in varying degrees.

For example, a manager is best positioned to judge an employee’s leadership, overall knowledge, and attitude. But a colleague is best placed to judge an employee’s collaboration skills.

So while conducting a 360-degree review, a comprehensive analysis of an employee’s ability is done which gives a complete picture. This is something that no other performance evaluation method offers.

Enhanced Synergy

When you give feedback to a colleague, he naturally focuses a lot on his behavior, working style, and commitment levels. As such, the collaboration between you two enhances. You know the strengths and weaknesses of your peers, and they know the same about you.

So an area where one lacks, the other comes in support. Camaraderies improve, improving the overall peer-to-peer synergy, leading to more productive work.

Boosts Employee Morale

The 360-degree feedback process allows all employees to participate in the review process. This clearly demonstrates the organization values their time and opinions. This way, employees develop more confidence and boosted morale regarding their position in the company.

This boost in morale shows in their work, and how they start interacting with their managers, knowing that respect goes both ways. The same happens when they’re interacting or pitching a raw, untested idea that’s full of potential in front of the management. The confidence is there, the morale is high because employees know their ideas and opinions matter.

Promotes Mutual Respect

Using a 360-degree performance review process, employees know impressing one manager isn’t enough. It won’t get them the rating or points they want for a lofty appreciation or promotion. Instead, they have to focus on building positive relationships with everyone inside the organization, and with the customers, too.

By implementing the 360-degree process, organizations send out the message that everyone is important, and that everyone’s opinion matters. When employees know that, they’re likely to improve their relationships with others. By doing that, mutual respect develops between them which leads to a healthier working environment, increasing the overall productivity.

Improves Engagement

This one’s pretty straightforward. When employees know their opinions matter, they engage better. With their peers, managers, and customers. They feel empowered to pitch ideas and make crucial decisions. That takes their engagement levels higher. And what happens when employee engagement improves? Their satisfaction improves, too.

It’s alarming to see that in the US, only 46% of employees think they have a voice. 360-degree performance evaluation ensures that’s not the case for employees in your organization.

The Culture Gets Better

This one’s a no-brainer. When their more synergy, morale, mutual respect, and engagement between employees, there’s a clear improvement in the overall organizational culture.

Start using this evaluation method, you’ll see the changes yourself.

Professional Development

Organizations prepare performance reports based on the responses from the 360 feedback surveys. These reports show an employee how various aspects of the organization view their competence?

As the responses are from different evaluators, they clear insight into different aspects of the employee’s performance. Comprehensive analysis, to put it clearly. That makes it easier for employees to develop effective improvement strategies that can deliver apt professional development.

Ensures Fairness

Lastly, one of the best things about 360-degree performance evaluation is how fair it is. The employee under review never has an idea who his evaluators are until the results are out. This eliminates the risk of favoritism or victimization in the organization, making sure a 100% fair evaluation process.

Related: How to create a thriving workforce with 360 assessments

How Does A 360-Degree Feedback Tool Help?

You know why a 360-degree review is the best performance evaluation type around. But without a dedicated tool for it, it’s an uphill task. Simply because you gotta conduct all evaluation surveys manually. And even if you do that, analyzing the collected data manually is an arduous task.

Enters SurveySparrow. It’s easily one of the best bets for a 360 feedback tool if employee assessment is no ‘annual humbug’ for you. It helps you build and conduct all evaluation surveys, store data, and reveal relevant performance-related patterns for individual employees.

The key features of this software are;

• Highly personalized and engaging 360 review survey experience.
• The multi-UI platform offers both chat-like surveys and conversational forms.
• Create a custom 360-degree feedback survey using this tool.
• Increase productivity & drive growth with 360 Reports.
• Customize all Employee 360 reports & emails.
• Conduct appraisals backed with performance reviews.
• Readily track assessment in the employee portal.
• Automate and henceforth conduct surveys at convenient time intervals.
• Insightful click-free dashboard, and seamless integrations.

What’s The Wait?

Whether you’re an entrepreneur or an HR director, you will benefit from a 360-degree performance evaluation. That’s guaranteed. And you have the questions, along with a dedicated 360-degree feedback tool to start. What’s the wait, then?

Your employees deserve a fair and comprehensive performance evaluation, and it affects their satisfaction levels. So, start using this evaluation method right away? You can count on us 24/7 for any, literally any help, you or your team may need with it.

Do what’s right for your employees and do it now!