360-Degree Feedback Survey
360-Degree Feedback Survey
360-Degree Feedback Survey
1. This person communicates ideas and information clearly and concisely.
2. This person actively listens and demonstrates understanding before responding.
3. This person adapts their communication style to suit different audiences and situations.
4. This person provides timely and relevant updates to stakeholders without prompting.
5. Please share a specific example of how this person's communication helped or hindered team effectiveness.
6. This person demonstrates leadership qualities even when not in a formal leadership role.
7. This person motivates and energises others towards shared goals.
8. This person makes sound decisions even under pressure or with limited information.
9. This person takes ownership and accountability for outcomes, including setbacks.
10. This person contributes constructively to team discussions and decisions.
11. This person shares knowledge, resources, and credit generously with teammates.
12. This person handles conflict or disagreement constructively and professionally.
13. This person is reliable and follows through on commitments made to the team.
14. What is one thing this person does that most positively impacts the team, and one thing they could do differently?
15. This person approaches problems analytically and identifies root causes rather than symptoms.
16. This person proposes creative or innovative solutions rather than defaulting to the status quo.
17. This person anticipates potential issues before they escalate and acts proactively.
18. This person embraces change and adapts quickly when circumstances shift.
19. This person actively seeks feedback and uses it to improve their performance.
20. This person takes initiative to develop new skills relevant to their role and career.
21. This person shares learning and expertise in ways that elevate others on the team.
22. This person responds constructively to setbacks rather than becoming defensive or disengaged.
23. Overall, how effective is this person in their current role?
24. I would recommend this person for increased responsibilities or leadership opportunities.
25. What is the single most impactful change this person could make to be more effective in their role?Everything you need to know
01What is the 360-Degree Feedback Survey?
The 360-Degree Feedback Survey gathers input on one person from multiple perspectives: managers, peers, direct reports, and sometimes the individual themselves. Rather than relying on a single viewpoint, it builds a rounded picture of how someone communicates, leads, and works with others. The template asks raters to respond to statements such as whether the person communicates ideas clearly and concisely, actively listens before responding, adapts their style to different audiences, and provides timely updates without prompting. It also probes leadership behaviors, including demonstrating leadership without a formal title, motivating others toward shared goals, and making sound decisions under pressure. Run it as part of development reviews or leadership programs, not for pay or promotion decisions alone.
02Why run a 360-Degree Feedback Survey
A single manager sees only part of how someone operates. Peers notice collaboration, direct reports notice leadership, and the person themselves has blind spots that others can name. Collecting all of these turns vague impressions into specific, comparable feedback. The results show where a person's self-view matches how others experience them and where it diverges, which is often the most useful signal for growth. Because the template covers communication, listening, adaptability, and leadership behaviors, it gives coaches and managers concrete themes to work on rather than generic advice. Used for development, it helps people build self-awareness, strengthens leadership pipelines, and gives HR a fairer basis for talent conversations.
03What this 360-Degree Feedback Survey covers
The template runs to roughly 25 questions organized around themes such as communication, collaboration, and leadership. In the communication section, raters respond to statements like "This person communicates ideas and information clearly and concisely," "This person actively listens and demonstrates understanding before responding," and "This person adapts their communication style to suit different audiences and situations," plus an open prompt asking for a specific example of how their communication helped or hindered team effectiveness. The leadership section includes statements such as "This person demonstrates leadership qualities even when not in a formal leadership role," "This person motivates and energises others towards shared goals," and "This person makes sound decisions even under pressure or with limited information." A mix of rating and open text keeps feedback both measurable and rich.
04How to use this free template
Copy or download the questions and load them into your survey tool, such as Google Forms, Typeform, or a dedicated review platform. Assign each subject a group of raters across manager, peer, and report relationships, and keep individual rater responses anonymous so feedback stays honest. No signup is required. Aggregate results per subject before sharing, so no single rater can be identified, and pair the report with a development conversation rather than delivering scores in isolation.
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