360 degree feedback questions

360 degree feedback questions creation is very important to the success of the 360 degree appraisal system. We will go through a sample of 360 degree feedback questions for different competencies but before that let us understand what is 360 degree appraisal system and how it should be used.

What is 360 degree performance appraisal system & What is 360 degree feedback

360 degree feedback is a performance appraisal system in which an employee is appraised/evaluated by different stakeholders in his/her work environment. The employee receives feedback from his Superior, his subordinates, his colleagues. Sometimes even the customers / clients are also involved and they also evaluates and gives feedback as part of the 360 degree performance appraisal system.

Since the employee gets feedback from people working around them, it is called 360 degree feedback. The feebdback is confidential and anonymous and the employee gets to see the feedback only in the form of insights and averaged/grouped data.

It is also known by the following names – 360 feedback, 360 degree appraisal, 360 evaluation, 360 assessment, 360 Performance Review & 360 performance evaluation.

What is the use of 360 degree feedback

360 degree feedback is generally used for developmental purposes. Most of the companies which conducts 360 degree feedback survey, does it only for the Leadership levels.

The employee gets to know the perception of others about himself/herself and can utilize it for development.

The organization can plan the development of evaluated employee based on the feedback received as part of this process.

Since, customers are also involved in the process sometimes, it helps in increased customer focus.

Experts suggest that it is important to not take compensation related decisions on 360 degree feedback basis and it should be used only for development purpose. If 360 degree feedback is linked to the salary increments then the feedback may not be given honestly. Moreover, if the feedback is linked to salary increments then the evaluated employee may get demotivated in case of low scores and it may remove the focus from the developmental objective.

360 degree feedback questions

360 degree feedback questions should be finalized with utmost care as the success of the exercise depends on it. The questions should be decided on the basis of the competencies/qualities which we want to measure in the employee being evaluated.

For example, if Emotional Intelligence is one of the factors on which we want to evaluate an employee then we can include the following questions –

  1. The employee is aware of others’ needs, expectations and feelings –

a) Strongly Agree b) Agree c) Neither Agree Nor Disagree d ) Disagree e) Strongly Disagree

  1. The employee is aware of his/ her strengths and weaknesses –

a) Strongly Agree b) Agree c) Neither Agree Nor Disagree d ) Disagree e) Strongly Disagree

  1. The employee treats coworkers with courtesy and respect –

a) Strongly Agree b) Agree c) Neither Agree Nor Disagree d ) Disagree e) Strongly Disagree

Following question can be included in the 360 degree feedback questions if we want to evaluate the employee on Planning and Prioritization

  1. The employee enlists and undertakes tasks in the order of importance and urgency

a) Strongly Agree b) Agree c) Neither Agree Nor Disagree d ) Disagree e) Strongly Disagree

Following question can be included if we want to evaluate the employee on  Customer Service

  1. The employee considers the impact on the external/internal customers when taking action, setting policies or carrying out his/her  job related tasks.

a) Strongly Agree b) Agree c) Neither Agree Nor Disagree d ) Disagree e) Strongly Disagree

In case you are looking for 360 degree feedback questions for some specific competency then you can  write to me in the comments section.

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