More Sample Questions to Use in Your 360 Reviews

A woman answers the questions to provide a colleague with 360 degree feedback.
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Looking for more questions to use when you ask employees to provide feedback about a coworker in a 360 review? In an earlier article, we shared 360 feedback questions in five areas that were identified with data from

They tracked the attributes, characteristics, and traits that employers sought most frequently in their employment ads for a period of time. If most employers are seeking a particular attribute, that provides a good starting point for developing 360 review questions.

Employees and managers need to provide 360 feedback in an organized format, or it is difficult to understand and create actionable items. If you just ask a group of coworkers to provide feedback, you will receive pages and pages of unorganized commentary. When you ask specific questions, you are more likely to get straightforward, useful feedback.

Providing 360 feedback in response to specific questions is better for the employees who are providing the feedback, too. The questions take care of their most frequent question and concern. They always say, well, I'd be happy to provide the feedback, but what do you really want to know? What would most help you to find out?

So, do all 360 review participants a favor and take the appropriate questions from an earlier recommended 30 review questions or use these additional questions to seek feedback. Feel free to customize the questions and determine which questions that you want to ask about each employee who is receiving a 360 review.

Questions for 360 Review

Use these questions when you request feedback in a 360 review. They ask about areas that are important and valued at work.

Detail Oriented

  • When you work with the employee on a project, does he make a thorough plan and then follow through with its accomplishment?
  • What is your experience of the employee’s attention to detail in his work?


  • Does the employee prioritize action items and his work, in general, and then, follow through on the priorities he set?
  • Are the priorities that he selects the appropriate priorities in your view?


  • How does the employee contribute to the successful and effective functioning of his team?
  • What, if anything, does the employee do that interferes with the functioning of the teams on which he participates?

Interpersonal Communication

  • Does the employee keep you up-to-date on what you need to know to perform your components of the project or task?
  • Does the employee effectively communicate so that you are clear on his message, meaning, and what he needs from you?


  • To what degree can you depend on the employee to keep his commitments?
  • Can you provide an example of a time when the employee demonstrated reliability in his work with you?

Ability to Multi-Task

  • Can you tell me about a time when you noticed that the employee was performing a number of different tasks and priorities with ease? Did he ever drop the ball?
  • How effective is the employee at coordinating his tasks with other employees to increase his effectiveness?

Time Management

  • Can you provide an overall picture of how effective the employee is at managing her time/
  • Does the employee attend team and other meetings in a timely fashion on a regular basis? Or, is she more consistently late?
  • How timely is the employee about the completion of commitments and assignments, in your experience?

Integrity, Honesty, and Truthfulness

  • Do you trust the employee to do what he says he is going to do without making excuses or blaming other employees for any failures?
  • Does the employee tell the truth as you have observed him working with you and other employees?
  • Do you fundamentally trust the employee?
  • Does the employee toss other employees under the bus?


  • Does the employee come up with new ideas, fresh approaches, and innovative solutions as she works with you and others?
  • Is the employee able to take a new idea, build support for the idea among colleagues, and bring the idea to fruition?

These are examples of the types of questions that you can use to improve the effectiveness of your 360 reviews. They help the employees responding to organize their feedback in a way that allows the receiving manager or employee to organize and see patterns quickly.

Providing feedback to the employee is more effective when you frame questions that guide the feedback. You can use these sample questions to prepare your own 360 reviews or write your own questions based on these examples.

360 reviews are a significant, contributing component of a well-rounded performance management system when they are done well and used thoughtfully.