360-degree Feedback Questions and Examples

Introduction

Want to implement 360-degree feedback at your organization but not sure of what questions to add to your 360-degree feedback questionnaire? 

Our previous articles dwelled upon what skills to measure in 360-degree feedback and how to conduct one. This article focuses on what questions to ask in 360-degree reviews. We give you many examples of questions that will help you get the kind of feedback you want.

What is asked in 360-degree feedback?

360-degree feedback is a review model where employee feedback is taken from multiple sources. It is also called a multi-rater feedback system since peers, superiors, juniors, self, and sometimes even customers provide employee reviews. When taking feedback from so many sources, the feedback questionnaire should be concise and relevant.

Also, a 360-degree feedback system reviews employees on various qualitative skills like communication skills, team management, creativity, etc. The most effective questionnaire is able to measure these qualities in a quantified manner. 

Hence, usually, a 36-degree feedback questionnaire comprises open-ended as well as close-ended questions that are able to provide a more holistic response.

Open-ended questions

Open-ended questions in a 360-degree survey refer to subjective questions where the response is essay-type. This help to understand the employee in depth and know more about the behavioral aspects of the person.

These require a lot more time and effort to analyze and draw inferences. Also, since these are subjective, a lack of communication skills at either end can cause misinterpretations and thus, defer the resulting review from the actual.

Examples: 

1. What are employees’ weaknesses?
2. How does the employee manage the project?
3. How does the employee handle the team?

Close-ended questions

Close-ended questions in a 360-degree questionnaire refer to those that can be rated on a scale of 1-5 or 1-10. These are quantified questions that have objective answers. These answers can also be on a scale like – never, rarely, sometimes, often, always; or strongly disagree to strongly agree.

Close-ended questions make life easy for both the reviewer and HR. It is easy to calculate results from the rating scale and automatically draw inferences based on the total score. However, the limitation of such questions is that they provide very specific answers and not a general overview or deeper understanding. 

360-degree feedback questions and examples

To ensure the success of 360-degree feedback, it is important to have well-defined questions that measure various skills and roles. Here are some 360-degree feedback examples of questions with the reason to ask them that can be used:

1. Is the employee punctual at work? This question assesses the employee’s reliability and time management skills. It indicates whether they consistently arrive on time and fulfill their work obligations promptly.
2. Does the employee meet project deadlines? This question evaluates the employee’s ability to manage their time effectively and deliver work within designated timelines. It reflects their organizational skills and commitment to meeting project goals.
3. Does the employee actively listen to ideas and input from the team? This question assesses the employee’s communication and collaboration skills. It indicates whether they value and consider the perspectives and contributions of their colleagues, fostering a positive team dynamic.
4. Does the employee demonstrate strong problem-solving skills? This question evaluates the employee’s ability to identify and resolve challenges or obstacles. It reflects their critical thinking abilities and their capacity to find innovative solutions.
5. Does the employee provide constructive feedback to their team members? This question measures the employee’s ability to offer feedback in a helpful and supportive manner. It assesses their communication style and their commitment to helping others grow and improve.
6. Does the employee demonstrate leadership qualities? This question assesses the employee’s ability to inspire and guide others. It evaluates their capacity to make informed decisions, delegate tasks effectively, and motivate their team members toward achieving shared goals.
7. Does the employee adapt well to change and handle ambiguity? This question measures the employee’s flexibility and resilience in the face of uncertainty. It reflects their ability to embrace change, adjust their approach when necessary, and remain productive in dynamic work environments.

Here are some more unique examples of questions that can be used for 360-degree feedback:

1. Does the employee actively seek feedback and show a willingness to learn and grow?
2. How effectively does the employee collaborate and foster teamwork within their department or cross-functional teams?
3. Does the employee demonstrate strong problem-solving skills when faced with complex challenges?
4. How well does the employee manage conflicts and resolve issues within their team or with clients?
5. Is the employee able to adapt their communication style to effectively engage with different stakeholders (e.g., team members, clients, senior management)?
6. How well does the employee demonstrate empathy and understanding towards colleagues or clients?
7. Does the employee effectively prioritize tasks and manage their workload to meet project or organizational objectives?
8. How well does the employee contribute innovative ideas and suggestions to improve processes or achieve better results?
9. Does the employee demonstrate a commitment to their own professional development and actively seek opportunities to enhance their skills and knowledge?
10. How well does the employee demonstrate resilience and maintain a positive attitude during challenging situations?

Remember, the specific questions used in 360-degree feedback will depend on the organization’s goals, values, and competencies required for success in a particular role. Customizing the questions to align with these factors ensures the feedback gathered is relevant and meaningful for individual and organizational growth.

360-degree feedback questions for Managers

1. Does the manager solve problems effectively?
2. Does the manager provide constructive feedback?
3. Is the manager motivating and encouraging?
4. Does the manager provide clear objectives and directions?
5. Does the manager hear others out?
6. Is the manager good at time management?
7. Is the manager able to resolve issues and conflicts?
8. Does the manager respect subordinates?
9. Can the manager handle stress and pressure?
10. How does the manager take care of poor work?
11. How does the manager reward good performance?
12. Is the manager well aware of organizational practices?

360-degree feedback questions for Leaders

1. Does the employee know organizational goals?
2. Is the employee result oriented?
3. How does the employee take feedback?
4. Does the employee show innovative thinking?
5. How does the employee manage problems and adverse situations?
6. Can the employee take pressure and stress?
7. How does the employee manage conflict?
8. Is the employee good at giving directions and communicating objectives?
9. Does the employee show initiative?
10. Does the employee believe in company values and vision?
11. Does the employee show analytical skills?
12. Is the employee a good motivator?

360-degree feedback questions for Peers

1. Is the employee respectful?
2. Is the employee collaborative?
3. How does the employee deal with conflict?
4. How is the employee as a team member?
5. Does the employee respect others’ opinions?
6. How good is the employee at communication skills?
7. How often does the employee end in a conflict with others?
8. Is the employee on track with their deliverables?
9. Does the employee efficiently use their time?
10. Is the employee diligent and sincere at work?
11. Does the employee participate in recreational HR initiatives?
12. Does the employee help other teammates in times of need?

Conclusion

The above questions are mere examples of different ways to ask for feedback from multiple sources in a more objective and quantified manner. However, it is ideal to implement a 360-degree review software or tool for the best results from this appraisal system.