Impactful 360 Feedback Questions for Employee Development

Good questions on the survey can give employees feedback they need to improve and succeed at work.
360 survey questions

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360 review form Example

The Importance of Quality Questions in 360-Degree Assessments

Feedback plays a critical role in understanding how an organization's employees are supported by management and how they can be aided in their growth and development. For employees, receiving feedback is valuable as it provides insights into how their work and efforts are perceived by others, enabling them to channel their efforts towards improvement. This is precisely why the 360-degree feedback exercise holds immense significance in any comprehensive human resources toolkit.

When formulating 360-degree feedback questions, certain key principles should be observed:

  1. Relevance to the Individual: The feedback should come from relevant sources, such as peers, line managers, and direct reports, who have meaningful working relationships with the employee. Gathering feedback from unrelated individuals might lead to irrelevant data.
  2. Focus on Attributes, not Just Performance: The feedback should center on the employee's attributes and behaviors rather than solely on performance metrics. Areas like communication, motivation, and interpersonal skills should be assessed, allowing for a comprehensive evaluation beyond Key Performance Indicators (KPIs).
  3. Uncover Blindspots: The questions should be designed to identify blindspots without being judgmental or leading in nature. They should encourage an unbiased evaluation that helps individuals recognize areas for improvement without feeling attacked.
  4. Employee Engagement: Leaders who actively seek feedback and demonstrate a commitment to their own development tend to inspire greater engagement among their teams. Employees appreciate leaders who are open to growth and continuous improvement.

By adhering to these principles, organizations can create effective and impactful 360-degree feedback processes. Such feedback not only aids in individual growth and development but also fosters a healthier and more constructive work environment where employees are encouraged to thrive and contribute to the organization's success.

Tips to write a good 360 feedback question

Writing a good 360 feedback question requires careful consideration to ensure it effectively gathers relevant, unbiased, and actionable feedback. Here's a step-by-step guide to help you write a good 360 feedback question:

  1. Define the Objective: Start by clearly defining the purpose of the feedback. Identify the specific competencies, skills, or behaviors you want to assess. Having a clear objective will guide you in crafting targeted questions.
  2. Keep it Clear and Concise: Use simple language and avoid jargon or technical terms. Ensure the question is easy to understand, even for respondents who may not be familiar with specific industry language.
  3. Focus on Observable Behaviors: Frame the question around observable behaviors rather than abstract traits. This makes the feedback more specific and actionable. Instead of asking, "Is the employee a good communicator?" ask, "Does the employee actively listen to others during discussions?"
  4. Use Neutral and Non-Leading Language: Avoid leading or biased language that may influence respondents' answers. Stay neutral and objective in your phrasing to ensure unbiased feedback.
  5. Ask One Thing at a Time: Keep each question focused on a single aspect of performance or behavior. Asking multiple questions in one can lead to confusion and less reliable responses.
  6. Use Both Closed and Open-Ended Questions: Include a mix of closed-ended questions (e.g., yes/no, Likert scale) for quantitative data and open-ended questions to encourage respondents to provide detailed insights.
  7. Tailor Questions to the Role or Individual: Customize questions to align with the specific job role or individual being evaluated. This ensures the feedback is relevant and meaningful.
  8. Include Contextual Information (if necessary): For certain questions, providing context can be helpful. However, be cautious not to bias the response by providing too much information.
  9. Ensure Anonymity and Confidentiality: Assure respondents that their feedback will remain anonymous and confidential. This will encourage honest and candid responses.
  10. Test the Questions: Before implementing the 360 feedback, pilot test the questions with a small group to identify any potential issues or areas for improvement.

Example of a Well-Written 360 Feedback Question:

"Does the employee actively seek feedback from peers and supervisors to improve their performance?"

This question is clear, specific, and focuses on the observable behavior of seeking feedback. It also aligns with the objective of assessing the employee's openness to constructive criticism and their willingness to grow.

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360 feedback question examples by type

The following are examples of 360 feedback questions organized by type. These questions are designed to be used in a 360 feedback survey, to collect feedback from multiple sources. They can also be used in a self-assessment, to help leaders reflect on their own performance.

  • 360 feedback questions for managers

    These close-ended questions are useful for adding to management 360 feedback reviews, to ask relevant questions for this particular role.

    • Does the manager work in a respectful manner to others?
    • Does the manager consider other team members’ opinions before making a decision?
    • Does the manager effectively solve problems?
    • Is the manager responsive to their team’s needs and questions?
  • Leadership

    These close-ended questions are great to understand the leadership abilities of the employee.

    • Does the employee provide solutions to difficult customer problems?
    • Is the employee demonstrating leadership on a daily basis?
    • Does the employee take accountability for the work and carry it out to the deadline?
    • Do other team members look to the employee to help them with their work?
  • Communication

    These close-ended questions are used to understand how well an employee communicates.

    • Does this employee listen well to others’ suggestions?
    • Does the employee communicate effectively with customers/managers/peers?
    • Does the employee ask for more information if they do not understand something?
    • Does the employee create opportunities for discussion and dialogue?
  • Interpersonal skills

    These close-ended questions are used to understand how well an employee can form and nurture relationships within the organization.

    • Does the employee regularly have a conflict with others?
    • Does the employee exhibit the core people values of the organization?
    • Does the employee collaborate with others effectively in a team?
    • Is this employee someone that other staff will turn to for advice?
  • Employee’s Motivation

    These close-ended questions look at how an employee’s motivation levels for the work and their own role.

    • Does the employee communicate that they are motivated by their job?
    • Is the employee difficult to motivate to do a task?
    • What is the level of motivation that the employee shows?
    • Is the employee motivated to independently share their work with others?
  • Problem-solving

    These close-ended questions are used to understand how well an employee can examine a problem and find a suitable solution.

    • Is the employee effective at evaluating a problem?
    • Does the employee suggest useful solutions to a problem?
    • Does the employee recognize when there is a problem?
  • Decision-Making

    These close-ended questions are focused on evaluating a manager's decision-making skills.

    • Does the manager make timely and well-informed decisions?
    • Does the manager consider the potential impact of decisions on the team and organization?
    • Does the manager involve relevant stakeholders in the decision-making process?
    • Does the manager take ownership of their decisions, even if outcomes are unfavorable?
  • Team Building

    These close-ended questions assess how effectively a manager builds and nurtures their team.

    • Does the manager encourage collaboration and teamwork among team members?
    • Does the manager provide constructive feedback to team members to help them grow?
    • Does the manager recognize and appreciate the contributions of their team?
    • Does the manager actively work towards resolving conflicts within the team?
  • Goal Setting and Alignment

    These close-ended questions focus on a manager's ability to set clear goals and align them with the organization's objectives.

    • Does the manager set challenging yet achievable goals for their team?
    • Does the manager communicate the organization's goals effectively to the team?
    • Does the manager ensure that individual goals align with the team and company objectives?
    • Does the manager provide the necessary resources and support for the team to achieve their goals?
  • Performance Management

    These close-ended questions evaluate how a manager handles performance management and development.

    • Does the manager conduct regular performance evaluations with their team members?
    • Does the manager provide actionable feedback to help team members improve performance?
    • Does the manager support the professional development of their team members through coaching and training?
    • Does the manager recognize and reward exceptional performance in a fair and consistent manner?
  • Change Management

    These close-ended questions assess a manager's ability to lead and adapt during times of change.

    • Does the manager effectively communicate changes and their rationale to the team?
    • Does the manager help their team members cope with change and address concerns?
    • Does the manager demonstrate flexibility and openness to new ideas during periods of change?
    • Does the manager lead by example in embracing and implementing changes within the team?
  • Innovation and Creativity

    These close-ended questions focus on a manager's approach to fostering innovation and creativity within the team.

    • Does the manager encourage team members to share new ideas and solutions?
    • Does the manager support and implement innovative approaches to work processes?
    • Does the manager provide a conducive environment for creative thinking and experimentation?
    • Does the manager recognize and celebrate team members' contributions to innovation?
Responsly Employee Experience platform helps us to manage employee satisfaction and communication within our organization.

Alicja Zborowska, Administration Specialist

Red bull

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