The introduction of 360-degree feedback has made performance reviews better. Feedback from an employees' co-workers, direct reports, and senior leaders makes the review process even better. But to ensure that you get accurate and helpful feedback for the 360 performance review process, you need to be asking the right questions. To help make your review process easier, we've compiled a list of questions and categorized them.

A thorough evaluation of an employee's performance, productivity, contribution, and work behavior is provided by 360 degree performance review, which is based on the self-evaluation of the individual and the opinions of around 6–12 others.

This is a crucial component of the system for performance reviews. It is a form of expert feedback that enables the individual and the organization to learn about each other's strengths and areas for growth. 

Performance reviews and 360-degree feedback have been used by businesses for years not just because they were in trend, but because they proved to be  effective.

It's been said many times in performance management system manuals, but it needs to be emphasized once more: performance reviews and 360-degree feedback questions can significantly increase employee engagement, pinpoint areas in need of training, and facilitate advancement within the management hierarchy. 

Additionally, organizations can identify areas where employees need to improve, provide targeted feedback and training, and create development plans to help employees reach their goals by using a performance management system to set goals, track progress, and gather 360-degree feedback from multiple sources.

You may also like: 9 360-degree feedback examples to improve employee engagement and performance.

360-degree assessment questions can be approached in a variety of ways, but most businesses use a mix of open-ended and closed-ended inquiries to deliver both qualitative information and quantitative insight into employee performance. 

"Typically, we use a combination of hard skills that are rated on a quantitative feedback scale and then some open-ended questions to get qualitative feedback on soft skills," said Megan Leasher, PhD, Director of people solutions plus, Inc., a human capital and people management consulting organization.  

For example many businesses, including Talent Plus, Inc., gauge employee performance using rating scales.

‍The Likert scale is a coveted technique for 360-degree feedback, where respondents indicate their agreement with a statement by selecting one from a list of options differing from "strongly disagree" to "strongly agree."

This can be used to gauge how well employees are doing over time. Whatever format your questions take, they should all be focused on getting the reviewers to provide helpful criticism and practical suggestions. Keep in mind that giving employees feedback that is overly generic or only positive is not helpful. You want them to hear in-depth criticism on how they can do better from their peers.

1. Objectives alignment: Keep your objectives in mind when crafting 360-degree feedback questions. Select a uniform set of questions for benchmarking performance across employees at a specific job level or leadership role.
2. Tailor questions: Modify questions to reflect known strengths and weaknesses of each employee. This approach provides a thorough view of job performance, uncovering potential growth prospects.
3. Focus areas: For senior staff, concentrate on leadership, communication, and strategy. For other roles, emphasize time management, teamwork, and technical skills.
4. Precision matters: Ensure each question is purposeful, precise, and specific to avoid yes/no responses. Open-ended questions should prompt detailed justifications from reviewers.

360-degree feedback is an employee development tool that helps create a competent, dynamic, engaged and productive workforce. Because of its many benefits, most Fortune 500 organizations use it for workforce development. It can also:

• Provides versatile suggestions from several different sources 
• Increase individual responsibility and teamwork 
• Allows you to define improvement goals 
• Reduces prejudices and discriminatory tendencies
• Helps promote the professional development of the employee

Copy and paste these questions to make your 360 performance reviews quick and quality-driven. We've also included a few open-ended questions to help you get qualitative data that provides more insight into an employee's performance.

1. Do you believe the vision and mission of [business name] and [employee name]align? 

2. Could you describe a recent instance where you and [employee name] had a good exchange? 

3. Which five terms sum up [employee name] the best? 

4. What changes, if any, will [employee name] become a more capable leader? 

5. Does [Name of employee] have good communication skills with all bosses and coworkers? 

6. Does [Name of Employee] not hesitate to present ideas? 

7. Does [Employee name] put the group ahead of their own achievements? 

8. Is [Employee name] a quick learner, as seen by their work? 

9. Will [Employee name] confront management to defend what they believe is right?

1. Where did [employee name] shine this month, this quarter, or this year? 

2. How much of the quarter's or year's performance targets was [employee name] met? 

3. What was the level of [employee name]'s workload management this quarter/year? 

4. What are [employee name]'s main advantages? 

5. What's one thing [employee name] is doing to reach his or her full potential? 

6. Is there anything [employee name] should give up to advance more quickly? 

7. Please grade [employee name]'s overall performance since the first quarter on a scale of 1 to 10

1. How would you rank your encounters with [employee name] on a scale of 1 to 10? 

2. How would you rank [employee name]'s overall technical know-how on a scale of 1 to 10?

3. How soon was the problem resolved by [employee name] on a scale of 1 to 10? 

4. Which of [employee name]'s customer service competencies needs improvement?

5. What do you think is [employee name]'s finest feature? 

6. [Employee name] please with how quickly and efficiently they solve problems. 

1. For the entire year, [Employee name] established and adhered to all deadlines. 

2. [Employee name] took the finest possible strategy to take on new difficulties at work. 

3. [Name of employee] successfully imparted knowledge to all coworkers during the testing of the product, promotion, or strategy.

4. [Employee name] provided frequent, helpful comments. 

5. [Name of employee] took the initiative to foresee issues and address them. 

6. How much risk does [employee name] take on important initiatives, on a scale of 1 to 10? 

7. How, on a scale of 1 to 10, has the work of [employee name] affected your capacity to meet objectives? 

How Can ThriveSparrow Help?

ThriveSparrow provides solutions to HR leaders. You can modernize all facets of people management with ThriveSparrow, including hiring, onboarding, and team development processes as well as employee appreciation and retention. Find out how ThriveSparrow can assist you with employee engagement, recognition, and performance management. You can also create surveys in minutes with ThriveSparrow's research-backed question banks.

Try ThriveSparrow today and make 360 performance reviews easier to conduct and manage.

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