360 Degree Feedback Examples + Best Practices 2024

Traditional performance reviews often feel like a one-way street. They rarely provide a complete understanding of employees’ capabilities, and strengths and weaknesses can easily be overlooked. 

Providing genuinely constructive feedback that facilitates improvement is a different challenge altogether, especially among peers or managers. 

This is where 360 degree feedback makes a difference. It shifts from a single viewpoint to a multi-faceted perspective.

What is 360 degree feedback?

360 degree feedback, or multi-source feedback, collects feedback from different reference points. It’s a comprehensive performance evaluation method that provides a holistic view of performance and areas for improvement.

Regular reviews focus only on managerial feedback. In contrast, 360 degree feedback provides a complete perspective. 

It does so by including evaluations from:

1. Self-assessment: Employees analyze their own strengths and weaknesses and evaluate their performance against predetermined goals.
   
2. Peers: Colleagues evaluate peers’ collaboration skills, communication methods, and general contributions to the team.
   
3. Direct reports (managers): Employees share their perceptions of the leadership style, delegating, and efficiency of their direct manager or team leader.
   
4. Managers. Managers review employee’s performance against set targets and provide insights into work quality, problem-solving skills, and an employee’s overall contribution.

The differences between 360 degree feedback and performance review

A performance review is when a manager evaluates an employee’s work covering a set period, usually six to twelve months. 

On the other hand, 360 degree feedback is when employees both give and receive feedback. Understanding the differences between these two tools will allow you to use both of them strategically.     

	360 degree feedback	Performance review
Perspective	Gathers feedback from many different sources	Only focus on the manager’s perspective
Purpose	Primarily for professional development as it identifies strengths/weaknesses.	Focus on evaluating past performance against goals and determine compensation.
Anonymity	Typically anonymous to encourage more honest feedback.	Involves direct discussions between the manager and the employee.
Frequency	It can be done more frequently, even multiple times per year.	Usually done annually or semi-annually.
Competitiveness	Not tied to rewards or competition.	Often linked to things like promotions, raises, and rankings.
Perception	People tend to view 360 degree feedback as a development tool.	Performance reviews are seen more as an evaluation of rewards and compensation.

The differences between 360 degree feedback and peer reviews

Peer reviews evaluate an employee’s performance based on observations from their co-workers.  While 360 degree feedback provides a comprehensive view of employee strengths, weaknesses, and areas for improvement from different sources, peer reviews are solely based on how colleagues perceive each other. 

Although this feedback is valuable, it shouldn’t be only a source but rather a part of a broader performance management process.

	360 degree feedback	Peer review
Scope	Limited to one team or department.	Involves multiple sources, including managers, peers, direct reports, and sometimes external stakeholders.
Purpose	Focus on specific job responsibilities and goals.	Provides a holistic view of performance, encourages self-awareness, and supports personal and professional development.
Anonymity	Every employee shares feedback openly.	360 degree feedback is anonymous.

With HeartCount, you provide a platform where people within the company can leave praise for each other. This not only helps you gather the right data but also involves making your team feel involved.

Pros and cons of 360 degree feedback

Reviews are essential components of any good performance management strategy. Although traditional performance evaluations can help, getting feedback from many sources is more relevant and better for employee growth.

Pros of 360 degree feedback

• 360 degree feedback creates a fuller picture of an employee’s performance. It can highlight broader organizational issues that might be impacting employee performance and help leaders address systemic problems. 
• 360 degree feedback allows employees to express their thoughts and feelings, contributing to their satisfaction and morale. When employees feel heard and valued, they are more likely to take responsibility for their actions and performance.
• 360 degree feedback can identify specific areas for training and development that need to be addressed. This can help HR managers discover individual developmental needs and develop targeted employee development programs.

Cons of 360 degree feedback

• Gathering and analyzing feedback from many sources takes a lot of time and resources. 
• The quality and relevance of feedback can vary, making it difficult to ensure consistency and reliability. 
• Some employees may hesitate to provide honest feedback. They might fear potential repercussions or retaliation from the recipient. 
• There is no way to monitor anonymous input, which can lead to unverified or biased feedback.
• Measuring progress based on 360 degree feedback is hard without a clear framework. Without follow-up, the feedback may not lead to change or improvement.

Best practices for implementing 360 degree feedback 

The 360 degree process typically involves the following steps:

Identify and communicate the purpose

Before initiating a 360 degree review, it’s crucial to define the objectives. Outline what you aim to achieve, such as improving specific skills, enhancing teamwork, or developing leadership capabilities.

Also, don’t forget to inform all participants about the purpose, process, and confidentiality of the 360 degree review.

Decide who will provide input

Identify the individuals who will provide feedback, including:

• Supervisors to offer insights from a managerial perspective.
• Peers will provide feedback on collaboration and communication.
• Subordinates to share views on leadership and management effectiveness.
• Self-assessment to allow employees to reflect on their own performance.
• External Sources, such as clients or customers, if applicable.

Define what will be evaluated and create a survey

Create questionnaires that reflect the competencies and behaviors relevant to your organization. Ensure the questions are clear and concise, cover a broad range of performance areas, and include both open-ended and closed-ended questions. 

• Closed-ended questions provide measurable data that can be analyzed and compared over time.

Example: “How effectively does this employee communicate with others?” (Scale of 1-5)

• Open-ended questions allow more detailed, contextual comments.

Example: “What are this employee’s greatest strengths?”

To encourage honest and constructive feedback, ensure that the process is anonymous and provide clear instructions on how to complete the survey. This helps participants feel comfortable sharing their genuine opinions.

With HeartCount, you can create a custom survey, select employees or teams, and choose whether it will be anonymous. 

Analyze feedback data

Compile the feedback into comprehensive reports. This includes both quantitative data (ratings) and qualitative data (comments), providing a balanced view of the employee’s performance.

Analyze the feedback to identify key themes and trends. Highlight strengths, areas for improvement, and any recurring patterns that may require attention.

Deliver the feedback

Hold one-on-one sessions with employees to discuss the results. Provide a safe and supportive environment where employees will view the feedback as an opportunity for growth.

Create development plans

Companies that use and act on 360 reviews have 40% higher engagement rates than those that don’t.

Based on the feedback, collaboratively set clear and achievable goals for the employee. These goals should align with both personal development and organizational objectives.

Create action plans that outline specific steps the employee can take to improve. Include timelines and milestones to track progress and ensure accountability.

An example of 360 degree feedback survey

As we mentioned earlier, asking the right questions is crucial when preparing a 360 degree survey. The questions you choose can affect the quality and relevance of the feedback. 

Here are some examples of areas and questions that can serve as a starting point for a 360 degree review.

Performance.

• Does this person effectively prioritize their workload and meet deadlines?
• Is there an area where this employee could improve their performance?

Development.

• Is this person showing demonstrated commitment to learning and development?
• How could this employee make improvements to help you meet your goals?

Contributions.

• Does this person employ problem-solving skills and look for creative solutions?
• How has this employee contributed to the overall success of the team?

Communication.

• Is this person good at communicating when they need help or support?
• Does this person value diverse perspectives and ideas?

Strengths and weaknesses.

• Are you aware of any specific strengths that this person contributes to the team?
• Are there any weaknesses or areas where you would like to see improvement?

Leadership.

• Has this individual demonstrated initiative in leading team projects or assignments?
• Does this person have the ability to resolve issues and manage conflict effectively?

Collaboration.

• Is this person willing to listen to and consider the opinions of others?
• Does this person contribute to a positive and inclusive team environment?

Problem-solving.

• Is this person able to prioritize tasks and manage their workload efficiently?
• Does this person have the ability to adapt to changing circumstances and priorities?

Time management.

• Is this person able to meet deadlines and deliver results on time?
• Can this person handle multiple projects and tasks at once?

Feedback.

• Does this person provide constructive and helpful feedback to others?
• Is this person able to receive feedback and use it to improve their performance?

Overall performance.

• Does this person deliver high-quality work and meet expectations?
• Is this person able to adapt to changing circumstances and priorities?

Areas for improvement.

• Are there any areas where this person could improve their performance?
• Does this person need to work on their problem-solving skills?

360 degree feedback examples

Delivering feedback may appear simple, but creating constructive feedback that drives improvement may be challenging.

Reframing negative feedback into constructive criticism is always beneficial. 

While honesty about areas of concern is important, maintaining employee motivation requires offering actionable suggestions for improvement rather than mere criticism. This approach helps people see a clear path to better performance and growth.

360 degree feedback examples for peers by skills

Providing feedback to peers in a 360 degree review is a valuable practice, as it promotes growth and development. 

Positive feedback highlights strengths and reinforces good behaviors, while negative (constructive) feedback identifies areas for improvement and offers suggestions for growth. 

Communication

• Positive feedback example. “John consistently communicates clearly and effectively with our team. He ensures everyone understands their tasks and responsibilities.”
• Negative feedback example.  “Tom would benefit from providing regular updates on his project progress to help the team stay informed and aligned with his efforts.”

Collaboration

• Positive feedback example. “Emily is a fantastic collaborator. She always seeks input from team members, ensuring everyone feels valued.”
• Negative feedback example. “Sara could seek more input from team members to enhance our collaborative projects.”

Problem-Solving

• Positive feedback example. “Samantha approaches challenges with a positive attitude. Her analytical skills help us navigate complex issues effectively.”
• Negative feedback example. “Nathan can address issues as they arise rather than delaying. This would prevent them from escalating and improve overall problem resolution.”

Teamwork

• Positive feedback example. “Paul fosters a strong team spirit, always encouraging collaboration and mutual support.”
• Negative feedback example. “Laura could occasionally step back and allow others to lead. It would improve team dynamics and share responsibilities.”

Productivity

• Positive feedback example. “James consistently meets and exceeds his productivity targets, delivering high-quality work on time.”
• Negative feedback example. “Emma should prioritize her tasks better to improve her overall productivity. This will ensure deadlines are met.”

Professionalism

• Positive feedback example. “Karen maintains a high level of professionalism in all her interactions. She’s setting a positive example for the team.”
• Negative feedback example. “Alex should handle difficult situations with more self-control to improve his professional attitude.”

Job Knowledge

• Positive feedback example. “Brian’s deep understanding of our processes makes him a valuable resource for the team.”
• Negative feedback example. “Alen would benefit from seeking out additional training opportunities. It will improve his understanding and application of new skills.”

Quality of Work

• Positive feedback example. “Rachel’s work is always of the highest quality, reflecting her dedication to excellence.”
• Negative feedback example. “Mark should focus on producing more detailed and accurate work to benefit our team.”

Attitude

• Positive feedback example. “Oliver’s positive attitude is contagious. It creates a motivating and encouraging atmosphere for the team.”
• Negative feedback example. “Grace could approach challenges with more enthusiasm and optimism to inspire her colleagues.”

Initiative

• Positive feedback example. “Ethan is always looking for opportunities to contribute beyond his usual responsibilities. He’s demonstrating great initiative.”
• Negative feedback example. “Ethan could look for more opportunities to contribute beyond his usual responsibilities.”

Effort

• Positive feedback example. “Lucas is always willing to go the extra mile to ensure our projects are successful.”
• Negative feedback example. “Ella could demonstrate more dedication to her work. It will enhance the quality and quantity of her output.”

360 degree feedback examples for managers

Communication

• Positive feedback example. “Sarah consistently communicates clearly and effectively with the team. Her updates are concise, and she ensures everyone understands their tasks and responsibilities.”
• Negative feedback example. “Emma would benefit from providing more frequent updates on project progress. It will keep the team better informed.”

Mentorship and Guidance

• Positive feedback example. “Rachel provides valuable guidance and support. This has significantly improved our team’s skill set.”
• Negative feedback example. “Emily could benefit from setting aside more structured time for mentorship. This will ensure all team members receive adequate support.”

Leadership

• Positive feedback example. “Linda is great at recognizing the strengths of his team members and delegating tasks accordingly. This boosts team performance.”
• Negative feedback example. “Michael might improve by recognizing and rewarding team efforts more frequently. It will boost morale and motivation.”

Adaptability

• Positive feedback example. “Paul is highly flexible. He’s easily adjusting to changes in project scope or team dynamics.”
• Negative feedback example. “Ann might benefit from developing a more proactive approach to anticipating changes rather than reacting to them.”

Problem-Solving

• Positive feedback example. “Nathan quickly identifies problems and proactively works to find solutions. She resolves issues before they escalate.”
• Negative feedback example. “Sophia should consider alternative solutions before deciding on a course of action. This could lead to more effective outcomes.”

Decision-Making

• Positive feedback example. “Oliver makes well-informed decisions quickly. It helps the team stay on track and meet deadlines.”
• Negative feedback example. Liam might benefit from considering the long-term impacts of his decisions. He should do this more thoroughly before proceeding.”

How to give 360 degree feedback to your boss?

Providing feedback to a superior is never an easy task, and it could potentially strain your relationship.

Here are some rules and best practices guidelines that can help you navigate this process successfully.

• Prepare your feedback. When giving feedback to your boss, be sure to highlight specific behaviors or actions. Focus on observable actions and ensure your feedback is specific, objective, and constructive.
• Choose the right time to provide your feedback. Schedule a meeting with your boss to discuss it and make sure you both have enough time to talk.
• Approach the conversation with respect and professionalism. Avoid being confrontational or aggressive, and focus on behaviors rather than personality traits. Highlight the specific behaviors or actions that need improvement. 
• Provide specific examples. Use specific examples about the situation to illustrate the behaviors you want to address. 

Examples of 360 degree feedback for your boss, both positive and negative:

Skills	Positive feedback example	Negative feedback example
Leadership	“I appreciate how you empower your team members to take ownership of their projects.”	“I think you could improve by providing more guidance and support to your direct reports.”
Communication	“I appreciate how you clearly explain complex concepts and provide detailed instructions.”	“I think you could improve by being more transparent about your decision-making.”
Problem-Solving	“I appreciate how you approach problems with a logical and analytical mindset.”	“I think you could improve by considering alternative perspectives and solutions.”
Time Management	“I appreciate how you prioritize tasks and manage your workload efficiently.”	“I think you could improve by delegating tasks more effectively and minimizing distractions.”
Collaboration	“I appreciate how you collaborate with other departments and stakeholders.”	“I think you could improve by delegating tasks more effectively and minimizing distractions.”

Conclusion

Automating and standardizing feedback collection with HeartCount ensures systematic and consistent data gathering. Advanced data analytics transform raw feedback into actionable insights, helping you identify trends, predict outcomes, and deepen understanding.

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