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360 feedback question bank
47 questions across 9 competencies, written to be answered from what a colleague has actually seen. Pick the ones that fit, then copy them or download a CSV.
Communication
Whether people understand them, and whether they feel understood.
Collaboration
How it feels to work alongside them.
Ownership & delivery
Whether things they own get done, and how.
Judgement & decisions
How they decide, and how well those decisions hold up.
Learning & self-awareness
How they respond to feedback and to their own mistakes.
Adaptability
How they handle change, ambiguity and pressure.
Leading a team
For people who manage others: direction, trust and fairness.
Developing people
For people who manage others: coaching, recognition and growth.
Overall
Two open questions that work in almost every 360.
How to build a 360 that people answer honestly
- Pick three or four competencies, not all of them. A 360 that tries to cover everything produces a report nobody acts on. Choose what matters for this person’s role right now.
- Use the same rating questions every cycle. The second 360 is where the value is: you can see what moved. Changing the wording each time throws that away.
- Always include open questions. A 6 out of 10 tells someone where to look; the comment tells them what to do.
- Ask enough people. Five or more raters per person keeps answers anonymous and stops one strong opinion setting the average.
- Tell raters what happens next. People answer more honestly when they know who sees the results and that nothing is attributed to them.
Questions people ask
How many questions should a 360 feedback survey have?
Ten to fifteen is enough for most people: eight to twelve rating questions and two or three open ones. Raters answer for several colleagues in the same cycle, and the quality of the answers drops quickly once a survey takes more than ten minutes.
Should 360 questions use a 1–5 or 1–10 scale?
Either works if you use the same scale every time, so results compare across cycles. A 1–10 scale gives a little more room to show movement between cycles; a 1–5 scale is quicker to answer. The CSV from this page uses 1–10.
How do I keep 360 feedback anonymous?
Collect it through a tool that never shows who gave which answer, and only show results once enough people have responded — four or five is a common minimum. With two raters, an average is just two people’s scores, and written comments are easy to attribute.
What makes a good 360 feedback question?
It asks about something the rater has actually seen, it asks about one thing at a time, and it does not lead. "Explains their reasoning, not just their conclusions" can be answered from experience; "Is a great communicator" asks for a verdict.
Measuring engagement across the whole team instead? Try the free eNPS calculator.