360 Review Questions: 40 Sample Questions for Balanced Feedback

A 360 review is a type of performance evaluation where feedback is collected from multiple sources, including an employee's supervisor, peers, subordinates, and sometimes even customers. This provides a more well-rounded assessment compared to a traditional review conducted by just one person.

But juggling feedback from different folks can be a bit overwhelming, especially when you’re not sure what to ask. We’re here to help. Take a peek at these 40 sample questions for your 360 review, customize them as you please, and get that feedback flowing!

Best questions to ask in a 360 review

A 360 performance review is essentially a pulse check for the whole team. And as with every other element of your employee feedback system, it's only as good as the effort you put in.

The following sample questions will help you use your 360-degree feedback survey to identify gaps and growth opportunities. Use closed-ended questions with a rating scale, plus an optional open-ended question to close out each section.

Soft skills

From teamwork to clear communication, the following questions can provide deeper insights into an employee’s interpersonal skills:

1. Does the employee communicate well with team members and clients?
2. Does the employee listen to advice and suggestions offered?
3. Does the employee speak and write clearly and concisely?
4. Does the employee show respect for customers and coworkers?
5. Does the employee manage their emotions and stress levels well?
6. Does the employee foster a positive work environment through team interactions?
7. Does the employee excel at collaborating within a group setting?
8. Does the employee prioritize tasks effectively to meet deadlines?
9. Does the employee follow through on commitments and promises?
10. Does the employee approach challenges with optimism?

➡️ Bonus open-ended question: What "people" skill does this employee excel in?

Alignment

When an employee's strengths, values, and goals match up with the company's, they’re more likely to be happy and successful at work. The following set of questions will help you gauge how well an employee aligns with company values and team goals:

1. Does the employee embody our organization’s core values?
2. Does the employee represent the company well in client meetings?
3. Does the employee contribute to the company’s long-term goals and vision?
4. Does the employee work to improve internal processes?
5. Does the employee meet or exceed expectations?
6. Does the employee show initiative and take the lead when needed?
7. Does the employee ask questions about things they don’t understand?
8. Does the employee seek opportunities to learn and grow?
9. Can this employee be counted on as a reliable team member?
10. Does the employee actively participate in company activities and events?

➡️ Bonus open-ended question: Please provide an example of how this employee demonstrates our company mission on a daily basis.

Decision making

Evaluating an employee's problem-solving skills is crucial for understanding their ability to navigate challenges in the workplace. These questions are designed to measure how well an employee tackles issues and finds solutions:

1. Is the employee proactive in identifying and addressing problems before they escalate?
2. Does the employee consider all sides of an issue?
3. Can this employee effectively troubleshoot issues on their own?
4. Does the employee ask team members for help when needed?
5. Does the employee consider both short and long-term impacts when making decisions?
6. Does the employee adapt in the face of unexpected challenges?
7. Is the employee skilled at recognizing conflicts in data and information?
8. Does the employee evaluate past decisions to improve future outcomes?
9. Does the employee stay calm when making decisions under pressure?
10. Does the employee take responsibility for the outcomes of their decisions?

➡️ Bonus open-ended question: Recount a time this employee had to make a difficult decision. How did they approach the situation and what was the result?

Leadership

Assessing an employee's leadership skills is essential in determining their potential for leadership roles and their ability to excel in the future. These questions will help you understand if they can step up, motivate their team, and help the company thrive:

1. Does the employee make effective use of their time?
2. Can the employee be trusted to handle responsibilities effectively and ethically?
3. Does the employee readily accept feedback?
4. Is the employee able to come up with creative solutions?
5. Does the employee inspire others to do their best work?
6. Does the employee take the lead on projects and assignments when appropriate?
7. Does the employee follow through on their commitments?
8. Does the employee take accountability for their actions and results?
9. Is the employee effective in delegating tasks?
10. Does the employee offer guidance when coworkers are struggling?

‍➡️ Bonus open-ended question: Recount a time this employee had to resolve conflicts on the team. How did they approach it?

Best practices for a productive 360-degree performance review

360 reviews can help you boost employee engagement, identify blind spots, and improve your team’s communication skills, but like everything else performance management related — you’ve got to be intentional about it.

“Putting in time and effort before inviting people to give feedback is crucial. This initial stage makes all the difference in what you'll eventually hear. It's about setting things up right from the get-go,” writes executive leadership coach Brian Houp for Forbes. 

Let’s take a closer look at some of the top dos and don’ts.

Top dos and don’ts for your 360-degree feedback questions

Dos 👍

• Stick to core competencies
• Focus on one competency or attribute at a time
• Keep questions direct and relevant
• Use closed-ended questions
• Get qualitative feedback via an open-ended question at the end
• Incorporate a variety of evaluator perspectives
• Optimize your feedback questionnaire for mobile devices
• Monitor for bias in responses
• Use your findings to guide professional growth and employee development

Don’ts 👎

• Use jargon
• Ask leading questions
• Ask personal or intrusive questions
• Write long, rambling questions
• Ask vague or subjective questions (like “Do you think…”)
• Focus solely on employee performance rather than attributes
• Reuse the same template for every role
• Fail to follow up with the rater and reviewee on actionable insights
• Overly restrict the evaluator pool
• Ignore year-over-year trends

Prep is a must. The foundational work you do before you launch your 360 review helps ensure that the feedback you receive is constructive, actionable, and 100% worth everyone’s time.

Get relevant feedback faster with Breezy Perform

If you want accurate performance metrics, it’s all about asking the right questions at the right moment. Breezy Perform makes it easy to give and get helpful feedback in real-time.

Because performance management isn’t limited to the once-off annual or 360-review. With Perform, you can give and receive four different types of feedback as and when you need it:

1. Recognize Someone Else: Shout out coworkers for a job well done!
2. Feedback About Me: Ask your teammates how you’re doing.
3. Feedback About Someone Else: Offer constructive feedback on a team member's performance, or request feedback on direct reports from their co-workers.
4. 360 Team Feedback: Check in with your entire team at once by asking everyone to provide feedback on everyone else.

With default Stop, Keep, and Start (SKS) questions and a range of done-for-you review templates, requesting and submitting feedback is just another step in your team's routine.

Already a Perform user? You can request 360 feedback from respondents in 7 simple steps:

1. Head over to your dashboard and click on the Employee Feedback button. Find this in your profile or feedback view.
2. In the Feedback Type dropdown menu, select 360 Team Feedback.
3. Time to build your review team! In the Participants field, type the name of a coworker you want feedback from. You can add up to 9 participants (including yourself).
4. Decide if you want to be part of the feedback conversation by checking or unchecking the I will participate option.
5. Want to add in your own questions? Check or uncheck the default Questions For Request option. You can also enter up to 5 custom questions in the Custom Questions fields to tailor the feedback to your needs.
6. Hit Next and add a title and description if you want to give context to your request. This is your chance to set the tone!
7. Once you're happy, click Submit. Your request is on its way!

This sends an automatic email and action item to all participants. From there, they can respond directly via their dashboard or from the feedback view. Afterward, participants can view valuable insights given about them, and managers can view feedback about their direct reports.

With a repeatable review process, you can help create a culture of collaboration, self-awareness, and actionable feedback.

Spark real conversations with your performance reviews

Your feedback process is only as good as the conversations you're having. In a world where 54% of employers still rely on informal check-ins for their employee review systems, creating a light-lift, laser-forced employee performance cycle is all about having the right human resources (HR) tools.

With Breezy Perform, everyone on the team can request and share feedback and publicly recognize teammates for a job well done — no matter where or when the situation calls for it. Simply log in, invite your team members, and start building a repeatable performance management process, including customizable questions and conversation starters that work.  

Streamline feedback reviews from multiple stakeholders. Breezy Perform is completely free for teams of 10 or less. Sign up for your full-featured 14-day trial to learn more!