40 Examples of 360 Feedback Questions to Drive Growth

360 feedback questions

Ever feel a little lost about the types of 360-degree feedback questions you might encounter? Perhaps you’re a professional looking to craft a robust 360 feedback system for your organization.

That’s where 360-degree feedback questions come in. Now you may ponder, “That’s great, but how do we equip it?”

This blog delves deeper into well-crafted 360 feedback questions that would unlock valuable performance insights!

360 feedback questions

What are 360-degree Feedback Questions?

360-degree feedback questions gather insights on an employee’s performance from all directions, including managers, colleagues, direct reports, and clients. These questions aim to assess strengths, weaknesses, and improvement areas across various competencies, such as communication, teamwork, and problem-solving. 

360-degree feedback helps make performance management more holistic by providing a well-rounded perspective.

What are the Essential Elements of Good 360-degree Feedback Questions?

The key to crafting powerful 360-degree feedback questions is uncovering an employee’s blind spots, not just task performance. Here are a few ways to achieve that:

1. Tailor to the individual

Generic questions will reveal little. Instead, focus on the person receiving feedback’s specific role and responsibilities. For example, a manager should ask about their ability to delegate effectively. 

This helps target areas for growth relevant to their specific job.

2. Go beyond performance

Sure, performance matters, but 360 feedback is also about uncovering strengths and weaknesses in attributes that drive performance. Ask about communication style, decision-making skills, or how they handle pressure. This gives a more holistic picture.

3. Uncover blind spots

Phrase questions to prompt feedback on behaviors that might be overlooked. Instead of “Is Mary a good problem solver?” ask, “How does Mary approach complex challenges? Does she actively seek input from others?”

This encourages reviewers to identify areas where the person might be unaware of their impact.

What are the Differences Between Closed-ended and Open-ended Feedback Question Examples?

The difference between closed-ended and open-ended questions in 360 feedback boils down to control and detail. Here’s the breakdown:

Closed-ended Feedback Question

Closed-ended questions offer pre-defined answer choices, like multiple choice or rating scales (e.g., Strongly Agree, Disagree). They’re great for gathering quick, easy-to-analyze data. 

Imagine asking, “Does John consistently meet deadlines?” with options like “Always,” “Sometimes,” or “Rarely.” This gives you a clear snapshot of his time management.

Open-ended Feedback Questions

Open-ended questions, on the other hand, allow for more detailed and nuanced responses. These are phrased to encourage elaboration, like “Describe a situation where John demonstrated a strong work ethic.” 

This lets the reviewer share specific 360 feedback examples, giving you a richer understanding of his strengths. The key is to use a good mix of both. 

Closed-ended questions give you the numbers, while open-ended questions provide the “why” behind them. Think of it as painting a picture. Closed-ended questions sketch the basic outline, while open-ended ones fill in the details and colors.

What are the Guidelines for Writing Quality 360-degree Feedback Questions?

Crafting good 360-degree feedback questions requires attention to several key things. Let’s break it down.

1. Pay attention to framing of the question

Focus on observable behaviors instead of general traits. Ask “How effectively does John explain…” instead of “Is John a good communicator?”. 

Use positive language encouraging development, like “How can John improve…” instead of simply pointing out shortcomings. Remember to tailor the question to the specific role. 

For a manager, ask about delegation effectiveness, not just general collaboration. Finally, prioritize actionable feedback. 

Instead of “Does Mary collaborate well?”, ask for specific actions Mary could take to improve. By following these framing tips, you’ll design 360 feedback questions that give your clients valuable insights to build on their strengths and reach their full potential.

2. Choose a specific question 

Instead of a vague “How’s John’s communication and team management?”, ask separate questions about each skill: “How clearly does John explain project goals?” and “Does John empower his team to make decisions?”. 

This provides clearer feedback for both the recipient and the reviewer. Similarly, avoid double-barreled questions like “Does Sarah meet deadlines and maintain a positive attitude?”. 

Focus on one competency per question- “Does Sarah meet deadlines?” or “Does Sarah maintain a positive attitude?”. Finally, the more specific your question, the more insightful the feedback. 

Instead of asking, “Is David a good leader?” ask, “How effectively does David motivate his team to achieve challenging goals?”. By following these tips, you can design targeted 360 feedback questions. 

It gives your clients a clear understanding of their strengths and weaknesses across different competencies, paving the way for focused development and success.

3. Consider the language of the question

Try to keep the question clear and concise. Avoid fancy words or overly complicated sentences. People should be able to understand what you’re asking right away. 

Focus on using action verbs that describe specific behaviors instead of subjective terms like “good” or “bad.” For example, ditch “Is Michael a strong problem solver?” 

Ask, “How effectively does Michael analyze complex problems and develop solutions?” This gives reviewers more concrete details to base their feedback on. 

Also, consider leading questions that push reviewers toward a specific answer. Instead of “Does Sarah always arrive on time?”, ask a more neutral question like “How consistently does Sarah meet start times for meetings?” 

This allows for a more objective assessment. Finally, Frame questions in a way that encourages constructive feedback and development. 

For example, rephrase “Does John struggle to manage his workload?” as “How can John improve his time management skills to meet deadlines more effectively?” This penetrates a growth mindset and helps your clients learn from the feedback.

4. Keep the question relevant to your organization 

If teamwork is a core value, ask questions about collaboration and communication. This ensures the feedback directly ties to what matters most for your company’s success.

Some fields require specific skill sets. For example, you might ask about someone’s ability to analyze data in research and development. 

Tailoring questions to industry expectations ensures relevant and actionable feedback. Finally, remember that there is no one-size-fits-all approach. 

The ideal questions for a marketing manager will differ from those for a software engineer. Focus on the specific skills and behaviors required for each role within your organization.

5. Keep in mind the role you possess

Focus on the essential skills needed for the recipient’s position, not generic ones. For a marketing manager, craft questions about communication strategy and market analysis. 

This ensures the feedback addresses what’s crucial for their success in that specific role. Think about the day-to-day tasks and responsibilities. For a software engineer, ask about problem-solving skills and code quality. 

This helps reviewers provide feedback on areas that directly impact their performance in the role. While there might be some overlap with performance reviews, 360 feedback goes deeper. 

Instead of just meeting deadlines, ask about the person’s time management skills and how they plan and prioritize their workload. This provides a more holistic view of their strengths and weaknesses specific to the role.

6. Create an easy-to-complete process

If you’re using closed-ended questions, offer clear and easy-to-understand answer choices. This will reduce confusion and allow reviewers to quickly select the most appropriate response.

While open-ended questions are valuable, don’t overdo it. Aim for a good mix of closed and open-ended questions to gather rich data without feeling like a chore.

Consider offering a rating scale (like strongly agree/disagree) for some questions. This will allow reviewers to gauge their responses easily and provide a quick way to analyze data.

Finally, pilot-test your questions with a small group before launching the feedback process. A 360 feedback software makes these tasks much easier with automation and a central platform.

What are the 360 Feedback Question Examples by Type?

Crafting 360 feedback questions by type allows your client to target specific areas for development. Here’s a breakdown to help you explain it to your client:

For managers

  • “Does [Name] provide clear expectations and deadlines for projects?” 
  • “Describe a situation where [Name] effectively coached and developed a team member.”

For leadership

  • “Does [Name] empower team members to make decisions and take ownership?” 
  • “In what ways does [Name] inspire and motivate others to achieve their best?”

For communication

  • “When [Name] gives instructions, are they clear and easy to follow?” 
  • “Provide a specific example of how [Name] could improve their communication style with clients from different backgrounds.”

For interpersonal skills

  • “Does [Name] actively listen to and consider the perspectives of others?” 
  • “Describe a situation where [Name] effectively built rapport and collaborated with a colleague from a different department.”

For problem-solving

  • “Does [Name] consider various solutions before implementing a course of action?” 
  • “Provide a specific example of how [Name] identified and addressed a potential problem before it escalated.”

For organizational alignment

  • “Does [Name] understand how their role contributes to the company’s overall goals?” 
  • “How well does [Name] connect their daily tasks to the bigger picture of the company’s objectives?”

For employee motivation 

  • “Does [Name] demonstrate a strong work ethic and a willingness to take on new challenges?” 
  • “What factors contribute to [Name] motivation and desire to learn and grow?”

For efficiency

  • “Does [Name] manage their time effectively and meet deadlines consistently?” 
  • “Provide an example of a strategy [Name] could implement to improve their workflow and prioritize tasks more effectively.”

Examples of Open-Ended 360-degree Feedback Questions

Open-ended questions in 360 feedback allow reviewers to elaborate and provide rich insights into your client’s employee’s performance. Here are some examples to start with:

  • “In what ways does [Name] inspire and motivate others? Give an example of their leadership style in action.”
  • “Provide a specific example of how [Name] could improve their communication style. How would this benefit the team?”
  • “Describe a situation where [Name] effectively built relationships or resolved conflict within the team. What was the outcome?”
  • “Think of a time when [Name] faced a challenge. How did they approach the problem, and what was the outcome? Did they consider different solutions?”
  • “How well does [Name] connect their daily tasks to the bigger picture of the company’s goals? Provide an example.”
  • “What factors contribute to [Name]’s motivation and work ethic? Describe a situation where they went above and beyond.”
  • “Describe a strategy [Name] could implement to improve their time management or workflow. How would this benefit their overall effectiveness?”

Examples of Closed-Ended 360-degree Feedback Questions

Closed-ended questions offer pre-defined answer choices, making them easy to answer and analyze. Here’s how to use them effectively:

  • “Does [Name] delegate tasks effectively to empower team members?” 
  • “When [Name] gives instructions, are they clear and easy to follow?” 
  • “Does [Name] build strong working relationships with colleagues?” 
  • “Does [Name] approach problems critically and develop solutions?” 
  • “Does [Name] understand how their role contributes to the company’s goals?”
  • “Does [Name] demonstrate a strong work ethic and a willingness to go the extra mile?”
  • “Does [Name] manage their time effectively and meet deadlines consistently?” 

10 Examples of 360 Feedback Questions on Core Competencies

Answer the following in brief and by numbering. Here are some sample 360 feedback questions focused on core competencies, but remember to adapt them to your client’s specific needs:

1. Communication

  • Closed-Ended: “How clearly does [Name] explain complex technical concepts to non-technical audiences?” 
  • Open-Ended: “Describe a situation where [Name] demonstrated exceptional written communication skills.”

2. Problem-Solving 

  • Closed-Ended: “Does [Name] consider different perspectives and solutions before making a decision?” 
  • Open-Ended: “Provide a specific example of how [Employee Name] overcame a significant challenge. What was their approach, and what was the outcome?”

3. Leadership 

  • Closed-Ended: “Does [Name] delegate tasks effectively and empower team members to take ownership?” 
  • Open-Ended: “In what ways does [Employee Name] create a positive and motivating work environment for their team?”

4. Teamwork 

  • Closed-Ended: “Does [Name] actively listen to and consider the ideas of others during team meetings?” 
  • Open-Ended: “Describe a situation where [Employee Name] effectively collaborated with colleagues from different departments to achieve a common goal.”

5. Customer Service 

  • Closed-Ended: “Does [Name] go the extra mile to ensure customer satisfaction?” 
  • Open-Ended: “Provide a specific example of how [Employee Name] effectively resolved a customer complaint.”


Powerful 360-degree feedback hinges on asking the right questions. These questions provide a springboard for growth conversations, fuel leadership development, and inform strategic talent management decisions.

If you are ready to take your 360 feedback process to the next level, consider partnering with our performance management consultants. We can help you tailor questions to your specific needs, ensure a smooth implementation process, and analyze the feedback to extract actionable insights for development.

Frequently asked questions

1. What are good 360 feedback questions?

Good 360 feedback questions are clear and concise and focus on specific skills. They should target behaviors and encourage development, like “How effectively does John communicate complex ideas?” Balance closed-ended (Yes/No) questions with open-ended questions for richer feedback.

2. What is a 360-degree questionnaire?

A 360-degree questionnaire gathers feedback on an employee from colleagues, managers, and sometimes even clients. It gives a well-rounded view of their strengths and weaknesses for better development.

3. What is an open-ended question for a 360 review?

An open-ended 360-degree question requires more than a yes/no answer. It encourages detailed responses, like “Describe a situation where John showed strong leadership skills.” This provides richer insights for development.

4. How many questions should a 360 feedback survey have?

The ideal number of questions in a 360-degree feedback survey can vary but generally aim for 20-30 concise questions. This balances getting enough information with not overburdening reviewers.

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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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