The 360-degree feedback model revolves around gathering input from a diverse set of perspectives, offering a holistic view of an individual’s performance. This approach provides individuals with clear insights into how they are perceived by others, promoting a better understanding of their strengths and areas for improvement. By inviting feedback from multiple angles, employees gain a more comprehensive assessment of their effectiveness.
360 Degree Feedback Details
In practice, 360-degree feedback goes beyond traditional supervisor evaluations by incorporating input from colleagues, subordinates, clients, and vendors. In some cases, the individual may proactively request this feedback, while in others, their supervisor or a designated authority initiates the process.
Typically, 360-degree feedback is conducted during performance management cycles, often aligned with semi-annual or annual evaluations. In larger organizations, digital tools are commonly employed to streamline the feedback collection process, while smaller organizations may leverage simpler, readily available alternatives or even develop their own tools tailored to their needs.
Regardless of organizational size, the process is generally straightforward and user-friendly. Many 360 feedback systems center around three key questions:
- What is one action the individual should start doing?
- What is one action they should stop doing?
- What is one action they should continue doing?
This concise yet effective structure ensures that the feedback process is practical, actionable, and meaningful, enabling individuals to refine their performance and align their behaviors with organizational goals.
What Should Be The Questions for 360 Degree Feedback?
A well-constructed 360 review provides a comprehensive evaluation of an employee’s performance, highlighting areas of strength and offering clear guidance for improvement. The goal is to deliver actionable feedback that helps employees refine specific skills or behaviors while aligning with overall organizational objectives.
Effective 360-review questions should balance open-ended and closed-ended formats to capture both qualitative and quantitative insights. For example, a rating scale ranging from “strongly agree” to “strongly disagree” works well for tracking measurable progress, while open-ended questions encourage more detailed, nuanced feedback. Below are 25 questions you can use to create an impactful 360-degree review:
Performance
- Does this person effectively prioritize their workload and meet deadlines?
- What are the three best assets that contribute to this employee’s overall performance?
- Does this employee exercise and deliver high standards of work quality?
- Does this employee have high standards for ethics and integrity?
- Is there an area where this employee could improve their performance?
Development
- Is this person showing demonstrated commitment to learning and development?
- How has this person shown an incentive for growth and development?
- What skills could this employee improve upon, or what education might be useful?
- How could this employee make improvements to help you meet your goals?
- How proficient is this employee at setting goals and meeting deadlines?
Contributions
- Does this person employ problem-solving skills and look for creative solutions?
- Does this person embody and practice our company values?
- What are three words you would use to describe this employee?
- How has this employee contributed to the overall success of the team?
- Is this employee proactive in contributing independently and collaboratively?
Communication
- Is this person good at communicating when they need help or support?
- Does this person value diverse perspectives and ideas?
- Does this person have strong interpersonal skills and create an inclusive environment?
- Can this employee deliver clear and concise information verbally, written, and in group settings?
- How effective is this person at sharing knowledge with others?
Strengths and Weaknesses
- Are you aware of any specific strengths that this person contributes to the team?
- Are there any weaknesses or areas where you would like to see improvement?
- Is this person open to receiving positive and negative feedback?
- What is one thing this person should continue to do?
- What are this person’s greatest successes and challenges over the last months?
By incorporating these questions into your 360 review process, you can foster a culture of continuous improvement and ensure employees feel supported in their professional journey.