Need to give 360 feedback for your boss? Well, fret not! We have curated a list of 360 degree feedback examples for managers that can be used throughout the year on your 360 evaluation form.
360 degree feedback isn’t all about reviewing an employee’s performance but gauging their development as well.
The same goes for managers as well. So in this article, we will explore:
- Forty two 360 review feedback examples for managers: the happy and the not-so-happy
- What are good questions to ask employees about their managers?
360 Degree Feedback Examples For Managers
How do you give positive feedback to a manager: Examples
Positive or reinforcing feedback for managers is all about acknowledging the good stuff!
When we give positive 360 feedback, we’re highlighting what the manager is doing well and encouraging them to keep it up. This helps them feel good about themselves, motivated, and confident, which in turn leads to better performance and productivity. It’s all about recognizing the good things and building on them.
With that in mind, here are 21 positive 360 degree feedback examples for managers.
- “I’ve noticed that the team seems to have a great attitude towards work lately. It seems like the positive work environment you’ve created is really paying off.”
- “I appreciate the open-door policy you’ve implemented, as it encourages team members to communicate more openly and freely.”
- “I’ve noticed that everyone on the team feels like they belong and that we’re all working together towards the same goals. That’s a great feeling.”
- “You’re really good at explaining things in a way that’s easy to understand. I think that’s why the team is so efficient and productive.”
- “You have a talent for active listening. Your ability to hear and acknowledge different perspectives has helped resolve conflicts and create a more collaborative work environment.”
- “I really appreciate how you communicate with empathy. It makes me feel like you really care about what I have to say and that my opinion matters.”
- “You’re such an inspiring leader! Seeing you lead by example really motivates me to do my best.”
- “I love how clear you are about the team’s goals and how our work fits into the bigger picture. It really helps me stay focused on what’s important.”
- “Thanks to your leadership, we’ve really built a strong team culture. Everyone takes accountability for their work and supports each other when needed.”
- “Your motivational skills are unparalleled, and your ability to inspire team members to achieve their best has helped the team achieve exceptional results.”
- “I really appreciate how you recognize and appreciate our hard work. It feels great to know that our efforts are noticed and valued.”
- “Thanks for always providing us with opportunities for growth and development. It really helps me stay motivated and engaged in my work.”
- “Your focus on productivity and efficiency has helped the team achieve impressive results and complete projects on time and within budget.”
- “Your encouragement to prioritize tasks based on their importance has been really helpful in increasing our productivity. I can see that we’re getting more done in less time, thanks to your guidance.”
- “I’ve noticed that we’re getting more done as a team, and it’s all thanks to your focus on productivity. It’s inspiring to see how much we can achieve when we all work together towards the same goal.”
- “Thanks for always being fair and constructive when mediating disputes. Your ability to resolve conflicts quickly and effectively is something that we all really appreciate.”
- “You approach conflicts with empathy and understanding. This helps de-escalate tense situations and create a positive outcome for all parties involved.”
- “Thanks for always taking the time to identify the root cause of conflicts. It really helps prevent similar issues from happening in the future, and makes our work environment more collaborative and supportive.”
Mentorship and guidance:
- “I just wanted to say thank you for all of your mentorship and guidance. Your constructive feedback has really helped me grow professionally, and I appreciate all of the support you’ve provided.”
- “Your willingness to provide ongoing coaching and support has helped me overcome challenges and reach my full potential.”
- “You always focus on our individual strengths and provide us with opportunities for growth. It makes me feel like a valued and invested member of the team.”
How do you give negative feedback to your manager: Examples
Negative or redirecting feedback for managers is all about addressing areas where they could do better.
It’s not about criticizing or tearing them down. But rather highlighting areas where they can improve, and giving them specific suggestions on how to do so. This 360 feedback is intended to redirect their behavior towards a more productive and positive outcome.
By focusing on areas that need improvement, we can help managers become even more effective in their roles. With that in mind, here are 21 constructive 360 degree feedback examples for managers.
- “Your efforts to create a positive work environment are appreciated. But I feel like there could be more opportunities for team-building activities outside of work. I feel like some of the team-building exercises have become too repetitive and aren’t as effective as they could be.”
- “I think there could be more emphasis on transparency and communication around company goals and expectations. This will create a more collaborative work environment.”
- “While I appreciate your focus on positivity, I feel like there could be more recognition for team members who bring up constructive criticism and feedback.”
- “I appreciate your clear communication style. But I feel like there could be more opportunities for team members to provide feedback on their own needs.”
- “There could be more emphasis on active listening and acknowledging others’ perspectives during team discussions. This will improve overall communication.”
- “I appreciate your efforts to give clear instructions. But I feel like there could be more communication around the reasoning and impact of certain decisions on the team and the project.”
- “While I value your input on projects, I feel like you have a tendency to micromanage and don’t give team members enough autonomy to make decisions.”
- “I understand you’ve been busy lately. But can we have more opportunities for team members to give input on decisions and have their voices heard?”
- “You have great leadership potential. I think there could be more emphasis on leading by example and modeling the behavior and values expected from the team.”
- “While I appreciate the focus on external motivators like bonuses, I think there could be more emphasis on intrinsic motivators like meaningful work and personal growth.”
- “Your willingness to address individual needs and concerns has been helpful. But there is room for improvement in terms of team bonding and collaboration.”
- “There seems to be a lack of motivation among team members. Can we work together to identify the root cause and find ways to address it?”
- “Right now I feel we are emphasizing short-term productivity. But I feel like there could be more emphasis on work-life balance to prevent burnout and increase long-term productivity.”
- “While I appreciate the use of performance metrics, I think there could be more emphasis on individual strengths and opportunities for growth.”
- “There needs to be more opportunities for team members to provide feedback on workflow and processes. This will identify areas for improvement much faster.”
- “While I appreciate the focus on compromise, I think there could be more opportunities for team members to express their needs and concerns in a safe and constructive environment.”
- “There should be more emphasis on active listening and understanding others’ perspectives.”
- “I understand we had a massive workload this last quarter which caused a lot of stress. Thanks to your leadership skills we were able to prevent any major conflicts. But can we have a plan in place to ensure this doesn’t happen?”
Mentorship and guidance:
- “While I appreciate the regular feedback, I think there could be more emphasis on constructive feedback and specific examples to improve individual performance.”
- “I feel like there could be more opportunities for coaching on specific areas of improvement.”
- “Compared to my previous roles, I feel that I’m not getting enough opportunities for me to take on new challenges and develop my skills. Can we look into this?”
What Are Good Questions To Ask Employees About Their Managers?
There’s a big difference between a 360-degree feedback questionnaire and a regular employee performance review questionnaire. That means the questions asked should be different too! One of the main reasons why managers sometimes struggle with office-wide 360-degree feedback is because the questions asked don’t collect the right data to reach a conclusion.
To get it right, you need a good 360-degree feedback survey that has a mix of open-ended and close-ended questions. These questions should be designed to measure various aspects of the employee’s personal and professional development.
The trick is to find the right balance between open-ended and close-ended questions to gather all the data needed for a conclusive result.
But when it’s done well, a 360-degree feedback survey can be super valuable for providing insight into an employee’s performance and development. So it’s definitely worth investing the time and effort to get it right!
Here are 41 questions you need to ask.
I. 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.
- Does this employee make maximum use of his/her time in the office?
- Do you think this employee is honest and ethical when it comes to making critical decisions?
- Does this employee take feedback seriously and try to improve themselves?
- Does the employee feel empathetic to the customers?
- Has this employee willingly taken up any projects?
- Does the employee take every extra effort to make the customers happy?
- Does this employee contribute to a healthy working environment?
- Do you think this employee perform according to the company’s goals and interest?
- Does this employee help co-workers when they approach him/her with any issues?
- 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 in 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.
- Does this employee actively listen to every instruction before jumping to conclusions?
- Does this employee communicate well with other employees?
- Do you feel the employee is comfortable giving presentations/demonstrations?
- Does this employee communicate well with the customers?
- Does this employee try to reach out to clarify things he/she didn’t understand?
- Is this employee willing to hear the ideas or views of others?
- 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 maintaining 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.
- Does this employee cooperate with their peers to get the best results for a task?
- Do you think the employee follows the instructions given to the tee?
- Does this employee contribute to a culture open to discussions and values everyone’s opinions and ideas?
- Does this employee invest time to improve their skills and learn more from other employees?
- Do you think the employee maintains a healthy relationship with co-workers?
- Is the employee successful in managing their emotions?
- How effectively do you think the employee manages stress?
- 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.
- Does this employee ask questions to understand the depth of an issue?
- Is this employee able to carry out different tasks without many directions?
- Is the employee willing to accept new challenges and evolve?
- Do the ideas of this employee solve problems efficiently?
- Is this employee able to arrive at conclusions quickly?
- Is the employee able to identify trends or patterns during complex situations?
- Does this employee reach out to others and use their opinions to resolve issues?
- Is the employee able to analyze an issue and identify the root cause of the problem?
- Is the employee aware of the short-term and long-term impacts of their decisions?
- Do you think the employee takes a decision as per the code of conduct?
II. 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.
- What are the employee’s greatest strengths?
- What is the one thing the employee should start doing?
- How well does the employee adapt to the changing business goals and priorities?
- What is the one thing that the employee should continue doing?
- Name the one thing that the employee should stop doing?
- 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. So kick start your annual performance review and appraisal with our 360-degree feedback surveys now.
Happy surveying, folks!