360 degree feedback isn’t all about reviewing an employee’s performance but gauging their development as well.
360-degree feedback questionnaire is entirely different from an employee performance review questionnaire. Therefore, the questions asked should be different too.
One of the many reasons why managers fail to reach a conclusion after conducting office-wide 360-degree feedback is because the questions fail to collect the data required to reach that conclusion.
A good 360-degree feedback survey will have both open-ended and close-ended questions specifically directed to measure various aspects of the employee’s development, both personal and professional.
Well, fret not! We have curated a list of 360-degree feedback examples for managers that can be used throughout the year on every 360 evaluation form.
360 degree Feedback Examples For Managers
As mentioned earlier, a good 360-degree feedback survey is the perfect mixture of close-ended questions and open-ended ones. Worried about how to find the ideal balance between both? Let me explain it to you:
Close-Ended 360 Degree Feedback Questions
Close-ended questions help you extract quantifiable data from the employees, allowing you to easily conclude whether the employee has performed enough to earn an appraisal. These can either be rating-scale type questions or multiple-choice type questions.
Further, the close-ended questions are structured in a way that managers can easily measure each aspect of the employee’s performance and development in a certain period.
360-degree feedback questions to identify potential leaders in the organization
These questions help to identify if the employee can actually take up higher positions inside the organization. The questions are highly directed to monitor their ethical values as professionals, see if they can take up the initiative, and know if they can manage a group of people to achieve certain goals.
1. Does this employee make maximum use of his/her time in the office?
2. Do you think this employee is honest and ethical when it comes to making critical decisions?
3. Does this employee take feedback seriously and try to improve themselves?
4. Does the employee feel empathetic to the customers?
5. Has this employee willingly taken up any projects?
6. Does the employee take every extra effort to make the customers happy?
7. Does this employee contribute to a healthy working environment?
8. Do you think this employee perform according to the company’s goals and interest?
9. Does this employee help co-workers when they approach him/her with any issues?
10. Do you rely on this employee when you face certain obstacles in the workplace?
Before we proceed any further, here’s a simple yet effective survey that I made with the help of these 360 degree feedback examples for managers.
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360 degree Feedback Questions To Evaluate The Communication Efficiency
Questions included under this section help you to measure the communication efficiency of the employee easily. The questions assess both the verbal and non-verbal communication of the employee with peers and with customers as well.
11. Does this employee actively listen to every instruction before jumping to conclusions?
12. Does this employee communicate well with other employees?
13. Do you feel the employee is comfortable in giving presentations/demonstrations?
14. Does this employee communicate well with the customers?
15. Does this employee try to reach out to clarify things he/she didn’t understand?
16. Is this employee willing to hear the ideas or views of others?
17. Do you think this employee knows how to effectively communicate his ideas both verbally and written?
360 degree Feedback Questions To Gauge Interpersonal Skills
Interpersonal skills are essential to maintain a healthy and effective workplace environment. The questions under this section help you know whether the employee contributes to healthy working culture. Further, it measures how the employee reacts and effectively cooperates with the co-workers in the face of a crisis or an obstacle.
18. Does this employee cooperate with their peers to get the best results for a task?
19. Do you think the employee follows the instructions given to the tee?
20. Does this employee contribute to a culture open to discussions and values everyone’s opinions and ideas?
21. Does this employee invest time to improve their skills and learn more from other employees?
22. Do you think the employee maintains a healthy relationship with co-workers?
23. Is the employee successful in managing their emotions?
24. How effectively do you think the employee manages stress?
25. Does this employee reflect the company’s core values and work towards creating a positive environment inside the office?
360 degree Feedback Questions To Assess The Problem-solving Skills of An Individual
Critical thinking and problem-solving skills are quite important for an individual to advance in their career. He/she should be able to gather the necessary data, assess the current situation, and should arrive at a feasible conclusion as soon as possible. Such employees are an asset to the organization as they are quick to respond to and resolve the customers’ needs.
26. Does this employee ask questions to understand the depth of an issue?
27. Is this employee able to carry out different tasks without many directions?
28. Is the employee willing to accept new challenges and evolve?
29. Do the ideas of this employee solve problems efficiently?
30. Is this employee able to arrive at conclusions quickly?
31. Is the employee able to identify trends or patterns during complex situations?
32. Does this employee reach out to others and use their opinions to resolve issues?
33. Is the employee able to analyze an issue and identify the root cause of the problem?
34. Is the employee aware of the short-term and long-term impacts of their decisions?
35. Do you think the employee takes a decision as per the code of conduct?
Open-ended 360 degree Feedback Questions
To gain more insight into an employee’s capabilities, you will have to identify their core strengths and weaknesses. This can be achieved with the help of the right open-ended questions.
With that said, the respondents shouldn’t be able to answer the question with a yes or no. The question should urge them to think about the employee in question, analyze how they perform daily, and then identify their strong traits and weaknesses.
36. What are the employee’s greatest strengths?
37. What is the one thing the employee should start doing?
38. How well does the employee adapt to the changing business goals and priorities?
39. What is the one thing that the employee should continue doing?
40. What is the one thing that the employee should stop doing?
41. What is that one area where the employee can improve?
All these 360-degree feedback examples for managers will help you frame better questionnaires. With these, you can easily get a holistic view of the employee’s performance and how they developed/improved their skills compared to the previous term.
Further, don’t stop with the assessments alone. Get the complete report of the employee and have a one-on-one conversation to educate them on the areas where they should improve and where they excel.
Closing the feedback loop is as important as gathering the data. Without that, all these efforts remain futile!
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Happy Surveying, Folks!