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360 Feedback Template & How-To Guide For Implementing

2025-05-04 21:29
A 360-degree feedback template is a tool—either digital or physical—that gathers feedback from peers, managers, team members, and external partners on individual or team performance. It supports a fair, transparent process that reduces bias, builds accountability, identifies strengths and areas for improvement, and aligns individual growth with company goals.
Key features include:
  • Standardized format: A 360 degree feedback template typically includes predefined questions and rating scales that help ensure consistency.
  • Multiple perspectives: The form collects input from peers, supervisors, subordinates, self-assessments, and, if applicable, external partners.
  • Flexible formats: Templates can be created using tools like Google Forms, HR software, or traditional paper documents.
  • A combination of question types: They often use rating scales for measurable feedback and open-ended questions for detailed insights.

Why implement a 360 feedback template?

  • Consistency and fairness
  • Time-saving
  • Improved data accuracy
  • Enhanced objectivity and reduced bias
  • Simplified analysis and comparisons

Sections to include in your template

  • Clear instructions: Start with simple, concise directions so participants understand the purpose, steps, deadlines, and how you’ll use their feedback.
  • Rating scale: Use an easy-to-understand scale — numerical or descriptive — with guidance to ensure accurate responses.
  • Open-ended questions: These invite participants to share specific examples, elaborate on their observations, and provide actionable insights.
  • Feedback categories: Organize questions by topics like communication, leadership, and teamwork, and make sure they match the company’s core values.
  • Confidentiality statement: Assure participants you’ll keep their responses anonymous and use them constructively. This encourages honest feedback.

360 feedback questions

for employees
  1. How effectively does the employee communicate with colleagues and clients?
  2. How well do they collaborate with others in a team setting?
  3. Do they take initiative and demonstrate problem-solving skills?
  4. How effectively do they manage their workload and meet deadlines?
  5. How adaptable are they to change and new challenges?
  6. How well do they contribute to a positive work environment?
  7. How receptive are they to constructive feedback?
  8. What are their key strengths?
  9. What areas could they improve upon to be more effective?

for managers
  1. How effectively does this manager communicate expectations and goals?
  2. How well do they support employee development?
  3. How do they handle conflict within the team?
  4. How approachable and open to feedback are they?
  5. How well do they recognize and reward employees’ efforts?
  6. How do they encourage a positive team culture?
  7. What improvements could they make to enhance leadership effectiveness?
  8. How effectively do they delegate tasks and responsibilities?
  9. How well do they provide guidance and mentorship to team members?
  10. Do they create an inclusive and supportive work environment?
  11. How effectively do they align team objectives with organizational goals?
  12. What additional support or training would help them improve their leadership skills?

How feedback questions should differ by role

Below are some examples of how you can tailor 360 feedback questions to suit different types of roles in your organization.

Managers vs. individual contributors

Managers: Questions should assess leadership, team management, decision-making, and strategic thinking.
  • Example: How effectively does this manager provide guidance and mentorship to their team?
Individual contributors: Questions should focus on collaboration, problem-solving, communication, and task execution.
  • Example: How well does this employee contribute to team projects and support colleagues?

Entry-level vs. senior employees

Entry-level employees: Questions should focus on learning, adaptability, and teamwork.
  • Example: How well does this employee take initiative in learning new skills and seeking feedback?
Senior employees: Questions should assess leadership, mentoring, and strategic contributions.
  • Example: How effectively does this employee contribute to shaping department goals and strategies?

Sales teams

Questions for those in sales roles should target relationship-building, negotiation skills, and the ability to meet targets.
Examples:
  • How effectively does this salesperson build and maintain client relationships?
  • How well does this employee handle objections and negotiate deals?

Engineering teams

Questions for engineers should be about problem-solving abilities, technical expertise, and collaboration skills.
Examples:
  • How well does this engineer contribute to innovative solutions and technical problem-solving?
  • How effectively does this engineer work with cross-functional teams to deliver projects?

Customer service teams

Questions regarding customer service roles should focus on communication, problem resolution, and empathy.
Examples:
  • How effectively does this employee handle customer inquiries and resolve issues?
  • How well does this employee maintain professionalism and empathy in customer interactions?
👉🏻 Free 360 feedback template

Implementing the 360 feedback template

  • Train participants and facilitators
  • Align feedback with organizational goals
  • Follow up and track progress
  • Assess the template’s effectiveness
  • Train new managers on 360 feedback
In the 360 Degree Employee Appraisal course, learn how to provide objective evaluation and feedback on talent and performance.