Best Of
360 Degree Feedback Questionnaire: 60+ Example Questions
Article written by Kate Williams
Product Marketing Manager at SurveySparrow
17 min read
31 May 2024


Best Of
Article written by Kate Williams
Product Marketing Manager at SurveySparrow
17 min read
31 May 2024


Looking for some interesting 360-degree performance review questions to ask in your 360 degree feedback questionnaire?
In the world of business and personal development, feedback has immense value. On one hand, businesses rely on feedback from customers to pinpoint areas for improvement. On the other hand, employers seek feedback about their employees to make the right decisions about compensation and promotions.
So in this blog, we will explore the significance of feedback – through the lens of the comprehensive 360-degree feedback questionnaire. We will:
360 degree feedback is a way of gathering feedback anonymously about a specific employee from multiple people who work with the person in the company.
From direct reporting managers to juniors, everyone who interacts with the employee for work rates them on various parameters. Some of the parameters include leadership, communication, teamwork, job-related skills, interpersonal relationships, etc.

After the 360 survey questions are complete, we use them to formulate a report. This 360 report will show the strengths of the employee and areas where they can improve. Also, the report will show the employee how others assess them, and what can be done about it.
To roll out a 360-degree feedback survey, you’ll need a 360-degree feedback software like ThriveSparrow. Check out an annual 360 feedback survey template…
Sign up for a free account to explore our 360 performance reviews.
360 degree feedback usually asks a mix of rating scale questions and open-ended 360 feedback questions. The questions will be phrased, however, according to the role or skill the 360 surveys are meant to assess.
Here is a list of 360 degree feedback questions by type:
Businesses can use this to find out the potential of managers – as well as those who have the potential to be your managers one day. Here are 360 degree feedback questions to assess the current managers.

These are some of the types of questions that will make your 360 degree feedback questionnaire extremely powerful. They help you understand many things about the employee specifically.
Remember that the intention of all of this is not to make the employee go on the defensive, but to make them more efficient.

The focus of 360 degree feedback review is to understand how employees behave with their peers, subordinates and superiors. It also takes into account how their behavior reflects on the company’s output.
So when you are doing a 360 degree feedback, it helps with creating a better culture too. We recommend using a 360 degree feedback questionnaire for your employees when 1. There is a clear business strategy in mind, and 2. Your company wants to achieve the following goals:
These are some of the reasons when you should invest in 360 degree feedback.
360 degree feedback reviews are one of the best ways to identify an employee’s strengths because there is an unbiased set of responses from different quarters.
It even tells you about the strengths of an employee in a particular area from inputs by superiors and subordinates. Based on this, managers can create custom plans that will help the employees work on their strengths.
If you want your employees to keep improving, you need to uncover blind spots that might be stopping them from proving their mettle.
Since a 360 degree feedback program offers inputs from individuals who work in different capacities with the employee, there is a lot of potential to understand things that you might miss if the evaluation is only by one person.
It doesn’t take a genius to figure out that the people in leadership roles rarely get rated by others in the organization.
But thanks to the anonymity that the 360 degree feedback questionnaire offers, juniors don’t have to worry about any repercussions. More often than not, it will also be an eye-opener for the leader, thanks to feedback from different quarters. It not only helps the ones in the top management but employees of other capacities too.
One of the best things about 360 degree feedback is that it creates an atmosphere of improvement.
Everyone who is involved in the 360 degree feedback processes will understand that each part of their work and how they interact with others is taken into account. They will genuinely be moved to make things work.
When they see leaders taking steps based on the feedback, they will go out of their way to improve themselves too.

360 degree feedback creates a sense of transparency among everyone who is in the workspace. The increased trust will result in better decision-making, better work performance, and a much better bottom line.
When the 360 degree feedback is executed properly, there is a lot of room for changing existing policies. It might also result in changes in the way things have been handled so far by the HR team. From hiring to retention practices, everything will be improved based on the feedback. It is a win-win for everyone.
The main objective of 360 degree feedback is to understand how an employee’s work is affecting the company and their coworkers.
This goes beyond understanding the output of their performance. It also factors in interpersonal relationships and so on. Are they a cultural fit? Do they motivate the other employees who report to them or even their peers?
By improving employee relationships and providing better clarity on what you expect, 360 degree feedback ultimately results in a performance boost.
Apart from creating a better work atmosphere, 360 feedback also helps in better employee engagement and retention. Since people’s feedback is given more importance here, they feel valued and willing to give more to the organization.
You cannot implement 360 degree feedback if you do not have an open culture. Why? Because you need to provide your employees with a sense of belonging.
They should trust the organization enough to be able to provide honest answers even though their identities will be anonymous. When there is an open culture, it empowers employees to share their thoughts freely without fear of any repercussions.
Remember that in a 360 degree feedback process, the opinions are not only from a single source, but from everyone, including peers, subordinates, seniors, and so on.
Therefore, it gives an all-around opinion about someone rather than an assumption from a single person (usually the employee’s immediate manager). There are high chances of one person’s assumption being biased. But when there are a lot of people involved, it reduces bias.

The questions in a 360-degree feedback format are usually graded on a rating scale. They collect data on different aspects of the individual’s job performance, starting from leadership qualities to communication.
Printing the questions and handing it over to every stakeholder can be a tedious process, and not to forget, time-consuming as well. Using online survey tools like SurveySparrow helps you create surveys that will be smooth for the respondent to complete and easy for the survey creator to administer.
If the respondent feels that everyone will see the answers and their names will be out, the chances of them being honest with their responses reduce significantly.
No one wants to publicly say that their reporting managers could be much better. They know that instances like this could affect their job prospects. So it is best to offer them anonymity so that you can get honest answers.
This feedback process might not be familiar to everyone. To get the best results from it, make sure that you explain how the 360 degree feedback questionnaire works, what is expected from each of the respondents, and how the results will be used by the organization.
Also, provide sample 360-degree feedback questions as a test so that the employees are not confused when the actual process begins.
Once you have passed the above steps, ensure that you distribute the questionnaire to each of them.
If you are using SurveySparrow for sending the online survey, it is possible to make sure that the respondents can answer anonymously. If any of the employees have any questions, help them with navigating through it.
Most of the online survey tools make it easy to analyze the survey results by putting them into a visual representation like charts, pies, graphs, etc.
Based on this, the organization will be able to make better business decisions. The results from the 360-degree feedback questionnaire will show you the strengths, weaknesses, and areas which need immediate improvement for the person.

Share the feedback results with the employee and their direct reporting managers in the organization. Give them a comparison chart on how they are faring against their competitors.
Based on the feedback, you can pat them on the back for certain things. For areas of improvement, you can help the employee find ways to bridge the gap. Offer to train them or fund them for workshops which you think might be beneficial.
The 360 degree feedback questionnaire isn’t your ordinary performance tool. It’s a power-packed strategy that helps employees see their work from all angles – including behavior and interpersonal skills.
Now, think about this: wouldn’t you want to know how your actions and work are affecting your teammates? That’s exactly what this tool does, making it a fantastic way to boost the culture within your organization.
The questionnaire comes with a bundle of benefits – from uncovering your blind spots and showing your strengths, to giving you multiple perspectives and even reducing bias. So, if you’re part of an organization with a clear vision, this is your cue to dive into the world of 360 degree feedback. Get in touch with our team to learn more.

Thousands of brands trust SurveySparrow to turn feedback into growth. Try it free today!

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