35 Effective 360 Feedback Examples That Promote Team’s Growth

360 feedback examples

Struggling to craft insightful 360-degree feedback that truly helps colleagues improve? We’ve all been there. Leaving vague comments or sugar-coating strengths doesn’t empower professional growth.

The key lies in providing clear and actionable feedback. But how do you write impactful feedback that resonates with the recipient? That’s where this blog comes in.

Read the proven tips and many 360-degree feedback examples. We have covered feedback for everyone –  from managers to peers and even direct reports.

360 feedback examples

What are 360-degree feedback examples?

360-degree feedback examples are real-life feedback examples that show how a comprehensive feedback approach can be applied in various workplace scenarios, where feedback is gathered from multiple sources like managers, peers, and subordinates.

These examples help team members understand how 360-degree feedback works in practice and how it can be used to provide a more holistic and well-rounded assessment of an individual’s performance and development areas.

Different 360-feedback examples for more effective feedback

Feedback examples – Close and open-ended questions

These feedback question examples are targeted at the employees and will be answered by their managers.

Close-ended questions

1. How effectively does the employee set and achieve their performance goals? (1 = Ineffective, 5 = Highly Effective)

2. Does the employee actively seek and respond to feedback to improve their performance? (Yes/No)

3. How well does the employee collaborate with team members to achieve common goals? (Poor/Fair/Good/Excellent)

4. Has the employee consistently improved their skills and competencies over the past year? (Yes/No)

5. Does the employee take initiative in identifying and pursuing opportunities for professional development? (Yes/No)

Open-ended questions

1. Can you provide specific examples of the employee’s recent accomplishments or contributions demonstrating their growth and development?

2. What areas of the employee’s performance do you believe they should focus on to further their professional development, and why?

3. Please share any instances where the employee demonstrated a willingness to learn from mistakes or setbacks and how they handled these situations.

4. How have the employee’s collaboration and teamwork skills evolved over the past year, and how has it impacted the team’s success?

5. Describe any mentoring or coaching opportunities that would benefit the employee’s career growth and why you believe these opportunities are essential.

Positive and negative constructive feedback examples

Positive feedback 

“I wanted to acknowledge your excellent communication during the last team meeting. Your concise explanations and open-mindedness encouraged everyone to participate more actively. Keep up the great work!”

“I appreciate the support you provided during the project’s tough phases. Your willingness to listen and offer guidance significantly impacted our team’s motivation and productivity.”

“I wanted to recognize your outstanding teamwork during our recent project. Your dedication to our shared goals, consistent communication, and willingness to go the extra mile were crucial to our success.”

“Your presentation skills have improved significantly, as shown in our client meeting. Your confidence and clarity made a lasting impression, and I believe it will continue to benefit the team.”

“Your creative problem-solving skills during our cross-department meeting were impressive. Your unique perspective and innovative ideas provided valuable solutions to our challenges.”

Negative feedback 

“I’ve noticed that deadlines sometimes get missed, causing delays in our projects. I believe establishing a more structured timeline and prioritizing tasks would help us consistently meet our goals.”

“While I appreciate your feedback, there have been times when the delivery felt harsh. A more empathetic approach would make it easier for the team to accept and act upon suggestions.”

“There have been instances when communication within our team could have been clearer. It would be beneficial to be more proactive in sharing updates and information to enhance our collaboration.”

“During our recent project, I observed that some tasks were duplicated, leading to inefficiencies. Streamlining our collaboration and clarifying roles would help us work more smoothly.”

“In our recent cross-team meeting, it seemed like our goals were not entirely aligned. Clearer communication and a shared understanding of objectives would make our collaborations more effective.”

Feedback examples based on the participants

Peer-to-Peer feedback

“Your willingness to step in and assist with tasks outside your usual responsibilities was a significant help to the team. It demonstrated your commitment to our collective success.”

“In our collaborative efforts, I’ve observed a few instances where your responses to feedback seemed defensive. Embracing feedback with an open mindset could lead to better outcomes.”

Employee-to-Manager feedback

“Your approachability and willingness to listen to employee concerns have created a positive atmosphere in the team. It’s great to know you value our input.”

“While your vision for our department is inspiring, it would be helpful to have clearer long-term goals and objectives to ensure we are all working toward the same outcomes.”

Self-Evaluation feedback

“I actively sought out opportunities for professional development and acquired new skills that have contributed to the team’s success.”

“I sometimes struggle with time management, leading to occasional rush and stress. I plan to improve my time allocation to avoid these situations.”

Cross-functional feedback 

“Your team’s collaboration with ours during the product launch was seamless. The regular status updates and shared resources made it a smooth process.”

“In our cross-functional projects, I’ve noticed that sometimes there’s a lack of clarity regarding roles and responsibilities. Defining these more explicitly would streamline our efforts.”

How do you give effective feedback to your boss?

Providing feedback to your boss can be a delicate task, but it can contribute to a more open and productive working relationship when done thoughtfully. Here are some tips for giving feedback to your boss:

1. Select an appropriate time and setting for the conversation. Avoid catching your boss off guard or during particularly busy periods.

2. Frame your feedback in a positive and constructive manner. Instead of focusing solely on what went wrong, highlight areas for improvement and suggest solutions.

3. Support your feedback with specific examples. This makes it easier for your boss to understand the context and take actionable steps.

4. Watch your tone to ensure it remains respectful and professional. Avoid sounding confrontational or overly


5. Begin the conversation with positive feedback or acknowledgment of your boss’s strengths. This sets a positive tone for the discussion.

6. Address specific behaviors or actions rather than making personal judgments. This helps keep the feedback objective and less likely to be perceived as an attack.

7. Instead of just pointing out issues, provide constructive suggestions or solutions. This demonstrates your commitment to finding mutually beneficial outcomes.

8. Before providing feedback, organize your thoughts and consider the points you want to cover. This

preparation ensures a more focused and effective conversation.

9. After the initial conversation, follow up to check on progress or to discuss any additional thoughts. This shows your commitment to ongoing improvement.

What are some examples of effective feedback to your boss?

Upward feedback, where employees provide feedback to their managers, is valuable for promoting open communication and continuous improvement. Here are some examples of giving upward feedback:

1. Communication

“I’ve noticed that there are times when key information is communicated via email, but it might be more effective if we could have a brief follow-up meeting to discuss and clarify any questions.”

2. Leadership style

“I appreciate your leadership style, especially the emphasis on autonomy. However, at times, additional guidance on expectations for certain projects would be beneficial for the team.”

3. Team collaboration

“I value the collaborative environment, but I’ve observed a few instances where team members may benefit from more structured brainstorming sessions to encourage diverse ideas.”

3. Recognition and feedback

“I appreciate the feedback provided on my recent contributions. Having more regular check-ins or performance reviews would be helpful in understanding my strengths and areas for improvement.”

4. Workload and priority management

“I’ve been handling multiple tasks and projects simultaneously. It would be valuable to discuss workload expectations and prioritize tasks to ensure I’m focusing on the most critical aspects.”

5. Professional development

“I’m enthusiastic about professional development. It would be helpful to have a conversation about potential growth opportunities within the company and how I can align my goals with the organization’s objectives.”

6. Decision-making process

“I’ve noticed that the decision-making process on certain projects is not always clear. It would be beneficial to have more transparency on how decisions are made and the factors considered.”

7. Feedback on projects

“In the recent project, I found that the feedback on deliverables varied. Establishing consistent review points and criteria for evaluation would contribute to more consistent and high-quality outputs.”

How do you ensure your feedback is constructive?

You can use these actionable tips to immediately help your team members be more effective feedback givers and maintain this consistency with the help of regular training and feedback loops within their teams.

You can use these actionable tips to immediately help your team members give more effective 360 feedback and maintain this consistency with the help of regular training and feedback loops within their teams.

1. Use the ‘Feedback Sandwich’ technique

Start and end with positivity while placing constructive feedback in the middle.

Example: “Your presentation skills have improved significantly (positive). However, there’s room for even more improvement (constructive). Overall, your contributions to the team are valuable and appreciated (positive).”

2. Be specific

Provide specific examples and details to illustrate your feedback.

Example: “During the client meeting last week, when you actively engaged with questions and addressed concerns, it positively impacted our client’s confidence in our proposal.”

3. Focus on behavior, not personality

Address actions and behaviors rather than making judgments about a person’s character.

Example: Instead of saying, “You’re lazy,” say, “I’ve noticed that you sometimes miss project deadlines, which affects the team’s workflow.”

4. Ask for permission

Before offering feedback, ask if the person is open to receiving it, creating a receptive environment.

Example: “Would you be open to some feedback on the report you submitted, or would you prefer to discuss it later?”

5. Provide context

Help the recipient understand the circumstances surrounding the feedback.

Example: “Considering the tight project timeline, I understand why you had to prioritize certain tasks over others.”

6. Offer solutions or suggestions

Instead of just pointing out the issue, propose solutions or recommendations.

Example: “To improve our communication, we could schedule regular team check-ins to ensure everyone is on the same page.”

7. Balance positive and negative feedback

Maintain a balanced approach, highlighting both strengths and areas for improvement.

Example: “Your attention to detail is outstanding, and if you can enhance your time management skills, you’ll be even more effective.”

8. Actively listen

Encourage a two-way conversation and actively listen to the recipient’s perspective.

Example: “I’m interested in your thoughts on collaborating more effectively.”

9. Give it on a timely basis (use software)

Provide feedback promptly to ensure it’s relevant and actionable. Consider using performance management software to streamline the process.

Example: “I noticed the issue during our latest project meeting, so I wanted to discuss it immediately to address any potential roadblocks.”

10. Maintain privacy and confidentiality

Respect the privacy and confidentiality of the feedback recipient. Discuss feedback in a private setting.

Example: “Let’s find a time to talk privately about your recent performance in the last marketing campaign.”

11. Practice empathy and emotional intelligence

Approach feedback with empathy and emotional intelligence, considering the recipient’s feelings and perspective.

Example: “I understand this project was particularly challenging, and I appreciate your dedication. Let’s work together to make it smoother next time.”

12. Attend the feedback training

It helps you hone your feedback-giving skills and ensure a consistent approach across the organization.


Remember, the most impactful 360 feedback questions and comments target observable behaviors and focus on development. Incorporate the above examples and tips to write helpful feedback for your team members.

Want to take your 360-degree feedback program to the next level? Consider hiring our Performance Management Consultants.

They can help you create a feedback program that aligns with your organization’s specific goals and extract the most impactful insights from your team. Feel free to contact us!

Frequently Asked Questions

1. Can I use 360-degree feedback for OKRs?

Absolutely! 360-degree feedback provides valuable insights that can be directly linked to OKRs. For example, feedback highlighting communication skills can inform an OKR focused on improving team collaboration.

2. How can I use feedback examples to improve OKRs?

Analyze feedback to identify strengths that can be leveraged to achieve OKRs more efficiently. For example, if feedback highlights strong leadership skills, consider assigning ownership of a crucial OKR task to that individual.

3. What is upward feedback?

Upward feedback flips the script on traditional performance reviews. Instead of managers evaluating employees, it allows employees to provide feedback on their manager’s performance, leadership style, and communication. This two-way street fosters transparency and empowers employees to contribute to a more positive and productive work environment.

4. How to use 360-degree feedback samples?

When using 360-degree feedback samples for OKRs, focus on aligning the behavior described in the example with a specific OKR. Ask yourself: How does this strength or weakness impact our ability to achieve this objective? This connection will help you tailor OKRs or identify areas where feedback can be leveraged for improvement.

5. How do I write 360-degree feedback for my boss?

Focus on the boss’s behaviors directly impacting your work and team performance. Maintain a professional tone and frame feedback constructively, offering suggestions for improvement alongside positive reinforcement. It’s also important to check your company’s performance review guidelines, as some organizations may have designated channels for manager feedback.

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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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