Develop Impactful Leaders with 360 Feedback for Managers

360 feedback for managers

Ever feel like you’re getting the same old feedback loop with your managers? You give it, they give it, but sometimes it doesn’t quite translate to real growth.

That’s where 360-degree feedback for managers comes in. But hold on. Maybe you’re thinking, “Great idea, but how do we implement that?”

The key lies in creating a structured approach – a system that gathers well-rounded feedback and equips everyone to give constructive input.

This blog dives deep into real-world examples, proven tips, and best practices to help you implement 360 feedback for managers.

360 feedback for managers

What is 360-degree Feedback for Managers?

360-degree feedback for managers is a development tool that gathers insights from colleagues, direct reports, and sometimes even customers. This well-rounded perspective helps managers identify strengths and areas for improvement, like leadership, communication, and coaching.

360-degree feedback empowers managers to become more effective leaders and drive better team performance by providing a holistic view.

Why Should You Use 360-degree Feedback for Manager/Employee Development?

360-degree feedback provides a broad perspective on one’s strengths and weaknesses. You receive feedback from your manager, colleagues, subordinates, and sometimes even clients.

This allows you to understand how others perceive you from different angles rather than just one perspective. It also makes your performance reviews more helpful and employee-centric.

The feedback should be:

  • Specific: 360 feedback often paints a broad picture. You might learn to improve communication, but it won’t pinpoint what needs work.
  • Actionable: Vague feedback leaves you wondering what to do next. “Improve communication” doesn’t give you steps to take.
  • Targeted: 360 feedback covers a lot of ground, but it might not address your specific development goals.

The feedback should not be:

  • Vague: “You did a good job” doesn’t tell you how to improve.
  • Overly critical: Focuses on negativity without offering solutions.
  • Infrequent: Long gaps between feedback make it hard to remember and act on.

What are Some Appropriate Questions to Inquire About Employees’ Managers?

When gathering feedback on managers, it’s important to balance getting honest insights and remaining professional. Here are some appropriate questions you can ask employees to understand their manager’s effectiveness.

Focus on development and support

  • “Does your manager clearly communicate expectations and goals?”
  • “Do you feel comfortable approaching your manager with questions or concerns?’
  • “Does your manager provide regular feedback and opportunities for growth?’

Teamwork and collaboration

  • “Does your manager foster a collaborative and supportive team environment?”
  • “Does your manager effectively delegate tasks and workload throughout the team?”
  • “Does your manager recognize and acknowledge individual and team achievements?”

Leadership and direction

  • “Does your manager inspire and motivate you to perform your best?”
  • “Does your manager clearly communicate the team’s overall direction and goals?”
  • “Does your manager make clear and timely decisions?”

How Do You Give Valuable 360-degree Feedback to Your Manager?

Giving 360 feedback to your manager can feel daunting, but it’s a fantastic opportunity to help them grow as a leader. Here are some tips to ensure your feedback is valuable and well-received:

1. Display sensitivity and empathy in your interactions: Put yourself in their shoes. How would you want to receive feedback? Be respectful and avoid accusatory language.

2. Reflect on your present situation: Focus on areas directly impacting your work and avoid nitpicking personal traits.

3. Give constructive praise: Highlight your manager’s strengths! This sets a good tone and shows genuine appreciation.

4. Practice makes perfect: Rehearse what you want to say beforehand. This helps you stay focused and articulate your thoughts clearly.

5. Offer a few illustrations: Use specific 360-degree feedback examples to illustrate your points. This makes your feedback more impactful and actionable for your manager.

6. Be a problem-solver: Don’t just point out issues; offer suggestions for improvement. This shows initiative and a desire to find solutions together.

7. Be aware of the timing and its significance: Choose a private, calm moment for your conversation. Avoid giving feedback when your manager is stressed or rushed.

21 Positive Examples of 360-degree Feedback Suitable for Managers

Using these specific examples, your manager can gain valuable insights and craft a targeted development plan that propels them (and their team) to the next level!

Communication skills

  • “You’re a great listener. Your understanding of different viewpoints has helped us work together better and be more productive.”
  • “Your talent for listening attentively has been instrumental in resolving conflicts and penetrating a more cooperative atmosphere within the team.”
  • “Your empathetic communication style is truly valued. It shows that you genuinely care about my thoughts and opinions, making me feel heard and respected.”

Motivational skills

  • “Your ability to motivate us is outstanding, and your encouragement has led to our team achieving remarkable success.”
  • “I am grateful for your support and acknowledgment of our dedication. It’s rewarding to feel recognized and respected for our contributions.”
  • “Thank you for continuously offering opportunities to learn and improve. Your efforts keep me inspired and committed to my job.”

Conflict resolution

  • “We truly appreciate your fair and constructive approach to mediating disputes. Everyone highly values your skill in resolving conflicts quickly and effectively.”
  • “Your empathetic and understanding approach to conflicts is commendable. It helps defuse tense situations and ensures a positive outcome for everyone involved. Thank you for that.”
  • “Thank you for consistently identifying the underlying causes of conflicts. Your efforts prevent similar issues in the future and support a more collaborative and supportive work environment.”

Mentorship and guidance

  • “Thank you for your mentorship and guidance. Your feedback has helped me grow professionally, and I appreciate your support.”
  • “Your coaching and support have been instrumental in helping me overcome challenges and reach my full potential. Thank you for that.”
  • “Your focus on our strengths and provision of growth opportunities make me feel valued and part of the team. Thank you for your investment in us.”


  • “Your emphasis on productivity and efficiency has greatly contributed to the team’s success in delivering impressive results and finishing projects on schedule and within budget.”
  • “Thanks to your guidance, we have enhanced our productivity by prioritizing tasks based on their importance. It’s evident that we are accomplishing more in less time.”
  • “It’s truly inspiring to witness the progress we have made as a team, and it’s all thanks to your dedication to productivity. Working together towards a common objective has shown us how much we can accomplish.”

Leadership skills

  • “You inspire me as a leader! Your example motivates me to give my best effort.”
  • “Your clear communication about team goals and the bigger picture helps me stay focused on what matters.”
  • “Your leadership has created a strong team culture where everyone takes responsibility and supports each other.”

​​Work environment

  • “The team’s positive attitude towards work is really shining through lately. Your efforts in creating a positive work environment are truly making a difference.”
  • “Your open-door policy has greatly impacted how team members communicate with each other. It’s great to see everyone feeling more comfortable to share their thoughts.”
  • “It’s clear that everyone on the team feels valued and united in working towards common goals. This sense of belonging is truly uplifting.”

21 Negative Examples of 360-degree Feedback Suitable for Managers

Using these specific examples, your manager can gain valuable insights and craft a targeted development plan that propels them (and their team) to the next level!

Communication skills

  • “Your clear communication style is valued, yet there is room for team members to share feedback on their needs.”
  • “Team discussions could benefit from focusing more on active listening and recognizing different viewpoints to enhance communication.” 
  • “Your clear instructions are noted. However, more communication on the rationale and effects of decisions on the team and project would be beneficial.”


  • “I believe that instead of just bonuses, we should also focus on things like meaningful work and personal growth for motivation.”
  • “You have been good at addressing individual needs, but we need to work on improving team bonding and collaboration.”
  • “The team seems unmotivated. Let’s figure out why and come up with solutions together.”

Conflict resolution

  • “Although I value the importance of compromise, I believe it would be beneficial to create more chances for team members to openly communicate their needs and concerns in a secure and positive setting.”
  • “It is crucial to prioritize active listening and comprehending different viewpoints.”
  • “I acknowledge that we faced a significant workload in the previous quarter, resulting in considerable stress. Thanks to your effective leadership, we managed to avoid any significant conflicts. However, can we establish a plan to prevent this from happening again?”

Mentorship and guidance

  • “Although I value the feedback I receive regularly, I believe it would be beneficial to focus more on providing constructive feedback and offering specific examples to enhance individual performance.”
  • “I believe there is room for more coaching opportunities to address specific areas where improvement is needed.”
  • “Compared to my past experiences, I feel I am not being presented with sufficient chances to tackle new challenges and enhance my skills. Could we explore this matter further?”


  • “Currently, it seems that we are focusing more on short-term productivity. However, I believe it would be beneficial to prioritize work-life balance to avoid burnout and enhance long-term productivity.”
  • “Although I value the use of performance metrics, I believe it would be advantageous to place more emphasis on recognizing individual strengths and providing opportunities for personal growth.”
  • “It is essential to create additional avenues for team members to share their feedback on workflow and processes. This will help us identify areas for improvement more efficiently.”

Leadership skills

  • “I appreciate your input on projects, but I believe there is room for improvement in allowing team members more autonomy in decision-making.”
  • “I know you’ve been occupied recently. Can we provide more chances for team members to share their thoughts and feel heard?”
  • “Your leadership potential is impressive. It would be beneficial to focus more on setting a good example and demonstrating the behavior and values we expect from the team.”

Work environment

  • “I appreciate your efforts in creating a positive work environment, but I believe we could explore more opportunities for team-building activities outside of work. Some team-building exercises have become repetitive and may not be as effective as possible.”
  • “It would be beneficial to place more importance on transparency and communication regarding company goals and expectations. This will foster a more collaborative work environment.”
  • “Although I value your emphasis on positivity, I believe it would be beneficial to recognize team members who provide constructive criticism and feedback.”

How to Get the Most Out of 360-degree Feedback?

360 feedback is a powerful tool, but you need the right approach to maximize its impact. Here are some key strategies to get the most out of it.

1. Think about what lies ahead: Don’t dwell on the past. Use the feedback to identify areas for development and set goals for improvement. Think of it as a roadmap for becoming a better leader.

2. Modify the extent of effort: Don’t try to tackle everything at once. Prioritize 2-3 key areas for improvement based on the feedback. This keeps things manageable and allows you to focus your energy effectively.

3. Ensure it remains private: The 360 review feedback process should be confidential to encourage honest feedback. Discuss how anonymity is maintained and emphasize that the goal is to help you grow, not point fingers.

4. Ensure to analyze costs with caution: Consider the time investment needed to analyze the feedback, set goals, and potentially seek coaching. Ensure the benefits outweigh the time commitment.

5. Act instead of simply listening: Analyze the feedback. 360 feedback software makes this easy. Then, develop an action plan with specific steps to address your chosen development areas.


360-degree feedback provides a unique opportunity for self-discovery and growth. You can become a more effective leader by embracing this feedback and taking action. 

If you are ready to take your employee development to the next level? Consider partnering with our performance management consultants.

They can provide personalized coaching, help you craft a development plan, and offer ongoing support. Feel free to contact us!

Frequently asked question

1. What is an example of 360-degree feedback for managers?

“Your leadership abilities are unquestionable, and it’s clear you’re on track to becoming a manager. Your effective communication skills and decision-making are establishing a benchmark for all, including team members with more experience.”

2. How do I rate my manager?

You rate your manager based on their communication, leadership, and decision-making skills, providing honest feedback to help them improve and grow. Use specific examples to illustrate your ratings and suggestions for areas of development.

3. What are the benefits of using 360-degree feedback for managers?

360-degree feedback for managers helps you gain insights into your strengths and weaknesses from multiple perspectives, supporting personal growth and development. It enhances self-awareness, improves leadership effectiveness, and strengthens relationships with your team.

4. How often should 360-degree feedback be conducted?

You should conduct 360-degree feedback annually or semi-annually to track progress, identify trends, and ensure continuous improvement in your performance. Adjust the frequency based on organizational needs and goals. You can also align it to your performance management system.

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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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