360-Degree Feedback Form Template

360-degree feedback paints a complete picture of an employee's performance by combining views from peers, managers and direct reports. It surfaces blind spots and strengths that a single manager review would miss, so development plans are based on real, well-rounded input.

Ask about key competencies such as communication, leadership and collaboration using simple rating scales, and leave room for open comments. Keep responses anonymous whenever possible to encourage honest, constructive feedback.

Run 360 reviews once or twice a year for leadership roles, or as part of a structured development programme. Avoid launching one right after a reorganisation or during a high-stress period, since responses may be skewed.

Peers, direct reports and managers who work closely with the employee are best placed to give meaningful input, alongside a self-assessment from the employee. Choose raters who see the person's day to day work, not just occasional interactions.

Present results in aggregate to protect anonymity, and focus on recurring themes rather than individual comments. Turn the findings into a short, concrete development plan and offer coaching support so the employee can act on it.

You get a fuller, more accurate picture of performance, and employees gain self-awareness they wouldn't get from a manager review alone. Over time, it builds a culture where feedback flows naturally in every direction.