Boost Performance by Creating Impactful 360 Feedback Surveys

360 degree feedback survey

Ever feel like performance reviews only tell part of the story? You know you’re valuable, but a single perspective can miss key areas for growth.

That’s where 360-degree feedback comes in to save the day. It gathers feedback and gives you a complete picture of your strengths and weaknesses.

But how do you design a 360-degree survey that works? The trick is crafting personalized questions that target your organization’s needs.

We have shared proven tips for building an impactful 360 feedback survey, from asking the right questions to determining the ideal frequency and delivery method for results.

360 degree feedback survey

What is a 360-degree Feedback Survey?

A 360-degree feedback survey is an employee performance appraisal tool that gathers feedback from multiple sources – Managers, Peers, Direct Reports, and sometimes External Stakeholders.

The survey assesses various aspects of an individual’s skills, competencies, and behaviors. It provides a comprehensive view of their strengths and improvement areas. This constructive feedback is used for personal development, performance appraisal, and enhancing teamwork and collaboration.

What are the benefits of a 360-degree feedback survey?

Imagine getting a complete picture of your strengths and weaknesses, not just from your manager but from colleagues across all levels. It’s a chance to see yourself through the eyes of others and gain valuable insights about your work.

Traditionally, feedback comes from one direction – your manager.  A 360 feedback survey provides a holistic view by incorporating feedback from peers, superiors, and even direct reports (if applicable).

This well-rounded perspective helps identify blind spots and areas where you might exceed expectations without realizing it.

Moreover, the specific, actionable feedback you receive from colleagues highlights areas for growth that are most relevant to your day-to-day work. Imagine a developer receiving feedback from a designer about the clarity of their technical documentation.

This targeted insight allows you to focus your development efforts for maximum impact.

How should you create a 360-degree employee feedback survey?

Your team can create, implement, and utilize a 360-degree feedback survey that builds a culture of learning and growth within your organization. Here’s a breakdown of the key steps to create a survey:

1. Define Your Goals & Audience 

Are you aiming to identify leadership potential, improve communication skills, or assess overall performance? Clear goals determine the type of questions asked and who provides feedback.

Who will be receiving feedback? Tailor the survey based on the recipient’s role.

For instance, a manager might receive feedback from direct reports, peers, and superiors, with each group focusing on relevant aspects of leadership.

Who will provide feedback? Common choices include direct reports, peers, managers, and even clients (depending on the role).

2. Design Clear, Relevant & Actionable Questions

Ditch confusing jargon and focus on observable behaviors. Instead of asking, “Is John a team player?” ask, “Does John actively listen to and consider the ideas of others during brainstorming sessions?”

Tailor questions to the specific roles and interactions between raters and the employee receiving feedback. For example, a manager wouldn’t need feedback on “following instructions” the same way a junior team member might.

Aim for questions that spark actionable feedback for development. “How effectively does Sarah manage her time and prioritize tasks?” allows for specific suggestions on time management techniques.

3. Run the Surveys

Select a secure, user-friendly platform for administering the survey. An intuitive 360 feedback software would be more than enough.

Clearly communicate the purpose of the survey and provide detailed instructions on completing it. Set clear deadlines and consider offering modest incentives to encourage participation.

4. Prioritize Confidentiality & Anonymity

Guarantee anonymity to ensure honest and constructive feedback. Employees need to feel safe expressing their opinions without fear of repercussions.

Use a secure platform that protects employee data and ensures anonymity throughout the process.

5. Train People to Give Valuable Feedback

Employees need guidance on providing constructive and actionable 360-degree feedback. Train them on effective feedback techniques like:

  • Specificity: Focus on behaviors, not personality traits.
  • Balance: Highlight both strengths and areas for development.
  • Actionability: Offer suggestions for improvement.
  • Objectivity: Focus on observations, not personal opinions.

Example: Instead of saying, “Sarah is difficult to work with,” a rater could say, “In our last project, Sarah sometimes missed deadlines.

Perhaps creating a shared calendar would improve communication and project visibility.” This actionable feedback helps Sarah identify an improvement area.

6. Pilot Test & Refine (Optional)

Before unleashing the survey on everyone, conduct a pilot test with a small, diverse group. Get feedback from the pilot group on the survey’s clarity, relevance, and overall experience.

Based on the pilot test results, refine the survey by adjusting question-wording, adding/removing questions, or improving the overall flow.

Example: Imagine a pilot test group finds a question about communication style ambiguous. The team can revise the question to be more specific, such as “Does Max actively listen to others and consider their viewpoints before making decisions?”

7. Analyze and Distribute the Results

Utilize the survey platform or your performance management software to generate insightful reports. Provide each participant with a personalized report summarizing their feedback.

It would be best if you could talk in person and guide participants to leverage this feedback for creating development plans and setting goals.

Example:  A manager might receive a report highlighting their strength in delegating tasks and identifying improvement areas in providing timely feedback to direct reports. Now, the manager can create a development plan that includes attending workshops on effective feedback techniques.

How can you write 360-degree feedback survey questions?

Writing effective 360-degree survey questions is an art, not a guessing game. There are a few things to remember and understand that will largely depend on your organization’s specifics.

Don’t use a one-size-fits-all approach. Tailoring questions ensures the feedback aligns with each rater’s perspective on the employee’s role.

Here’s a deep dive into the considerations for writing impactful 360-degree feedback survey questions:

1. Focus on Behaviors, Not Traits 

Ditch vague personality assessments. Instead, target observable behaviors that paint a realistic picture.


  • Trait-Based: “Is Mary a reliable team player?” (Subjective and unspecific)
  • Behavior-Focused: “Does Mary consistently meet deadlines and follow through on commitments?” (Provides concrete feedback)

This shift allows employees to receive specific and actionable feedback they can use to improve their work style and achieve goals.

2. Leverage the “How” and “To What Extent”

These powerhouses unlock detailed and nuanced feedback beyond simple yes/no answers.


  • Basic: “Does John communicate effectively?” (Limited insight)
  • Enhanced: “How effectively does John explain complex technical concepts to non-technical audiences?” (Prompts a more detailed response)
  • Nuanced: “To what extent does David demonstrate initiative in taking on new challenges?” (Allows for a spectrum of feedback)

You gain a deeper understanding of an employee’s strengths and weaknesses in specific areas by using “how” and “to what extent.”

3. Make a Variety of Questions

A well-rounded survey incorporates a mix of question types to capture diverse perspectives and a comprehensive view of an employee’s performance.

  • Multiple Choice: Offer a range of pre-defined answers for quick response.
  • Likert Scale: Use a scale (e.g., strongly disagree/agree) to gauge the intensity of behavior.
  • Open-Ended: Allow for in-depth feedback and specific examples.


  • Multiple Choice: “How effectively does Sarah manage her time?” (a) Inefficiently (b) Moderately well (c) Very effectively
  • Likert Scale: “To what extent does David demonstrate initiative in taking on new challenges?” (1) Never (2) Rarely (3) Sometimes (4) Often (5) Always
  • Open-Ended: “What is one specific thing [Employee Name] could do to be more effective in their role?” (Focuses on development)

4. Avoid Double-Barreled Questions

These sneaky culprits pack two questions into one, making it difficult to answer accurately.

Example: “Does Mary collaborate well and meet the deadlines?”

This forces a rater to choose an answer that might not fully reflect their observations.

Solution: Break it down!

“Does Mary collaborate well?” AND

“Does Mary consistently complete the deadlines?”

5. Embrace Open-Ended Questions

While powerful, use them strategically to avoid overwhelming participants.

Example: “What is one specific thing [Employee Name] could do to be more effective in their role?” (Promotes focused feedback)

This allows for insightful suggestions for improvement.

Remember: Don’t overdo it! A survey overloaded with open-ended questions can lead to lower completion rates.

6. Tailor the Questions to Different Rater Groups 

One size does not fit all! Questions for managers should differ from those for peers.


  • Manager Feedback: “How effectively does Sarah delegate tasks and provide clear direction to her direct reports?” (Focuses on leadership skills)
  • Peer Feedback: “Does David actively listen to your ideas and perspectives during brainstorming sessions?” (Focuses on collaboration)

This tailored approach ensures the feedback aligns with each rater’s experience working with the employee.

7. Avoid Leading Questions & Biases/Opinions

Don’t plant seeds in your questions!

Example: “Don’t you think Mary could be more assertive?” (Leading and biased)

This limits honest feedback and pushes the rater towards a specific answer.

Solution: Instead, phrase the question neutrally: “How comfortable does Mary seem expressing her ideas during meetings?”

What should be the frequency of the 360-degree feedback surveys?

The ideal cadence for your 360-degree feedback surveys depends on several factors.  Here’s a framework to guide your decision:

Consider These Factors

  • Pace of Change: More frequent surveys (every 6 months) might be beneficial in fast-paced environments with rapid skill development needs. For slower-paced roles, annual surveys might suffice.
  • Focus of the Feedback: Is the goal to assess long-term development or capture progress on short-term goals? Frequent surveys can track progress on specific initiatives, while annual surveys might focus on broader skill development.
  • Survey Fatigue: Overdoing it can lead to lower completion rates and less thoughtful feedback. Balance the need for data with participant engagement.

What is the ideal approach?

  • Start with annual surveys. This provides a solid foundation for ongoing development.
  • Consider piloting a six-month frequency for high-growth roles or specific development initiatives.
  • Gather feedback from participants on their preferred frequency after a year of running the program.

Remember: The key is to find a frequency that balances the need for valuable feedback with participant engagement.

How should you deliver the 360-degree feedback survey results?

While reports can be helpful, in-person conversations breathe life into the feedback. This interactive approach fosters a learning environment where employees can truly understand, analyze, and utilize the valuable insights gleaned from the 360-degree survey.

Here’s why a face-to-face approach unlocks the true potential of this feedback:

  • Unpack the Nuances: An in-person conversation allows for clarification, elaboration, and exploration of specific feedback points. The employee can ask questions and better understand the rater’s perspective.
  • Build Trust & Transparency: A dedicated meeting demonstrates the organization’s investment in the employee’s development. It builds trust and transparency and encourages open communication about the feedback.
  • Tailor the Discussion: The recipient can guide the conversation to focus on areas they find most valuable.  This personalized approach ensures the feedback is most relevant to their development goals.
  • Address Concerns & Emotions: Receiving feedback, even positive, can be emotionally charged. An in-person setting allows the facilitator to address concerns, clarify misunderstandings, and provide emotional support.


Remember, tailor your questions to your organization’s culture and goals, and don’t be afraid to get creative!

Think about the specific behaviors you want to assess. This method provides actionable insights that fuel development.

Do you need help getting started or refining your 360-degree feedback program? Consider hiring our OKR and Performance Management Consultants

They can empower you to design a survey that perfectly aligns with your organization’s unique needs and goals. Feel free to contact us!

Frequently asked questions

1. What is a 360-degree feedback questionnaire?

A 360-degree feedback questionnaire is a set of questions used to gather feedback on an employee’s performance from different perspectives and team members in the organization. This comprehensive approach provides a well-rounded picture of an employee’s strengths, weaknesses, and areas for development.

2. What is the 360-degree feedback evaluation method?

This method involves several steps:

  • Set Goals & Choosing Participants
  • Design Clear & Actionable Questions 
  • Administer the Survey
  • Analyze Results & Delivering Feedback 

3. What are some good 360 feedback questions?

Here are some 360-degree feedback questions:

  • Behavior-focused: “Does John actively listen to and consider the ideas of others?”
  • Actionable: “How effectively does Sarah manage her time?”
  • Tailored: Questions for managers might focus on leadership, while peer feedback might assess collaboration skills.

4. How do I prepare for the 360 feedback survey?

As an employee receiving 360 feedback, here’s how to prepare:

  • Understand the process
  • Reflect on your performance
  • Set an open mind
  • Prepare for the discussion
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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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