how to write a 360 review for a colleague

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How to Provide Coworker Feedback for a 360 Review

Offer effective feedback your managers can use

Problems With Face-to-Face Feedback

• 360 Feedback Provides a Better Picture
• Tips for Providing Better Feedback
• Make Your Feedback Honest

Don’t Write a Book

Do make your key points.

• Provide Examples to Illustrate
• Don’t Expect to See Employee Action
• Don’t Worry About Negative Impact
• The Experience Is a Growth Opportunity

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You may be asked to provide feedback about another employee as part of a 360-degree review. When a manager delivers this feedback, your coworkers can benefit from your frank comments in the context of an overall review. The goal of this 360 feedback is to help the employee improve their performance and become a better contributor at work.

The typical employee is not comfortable giving feedback directly to a colleague, especially if it's less than positive. Face-to-face individual feedback can be counter-productive because it tends to focus on whatever the co-worker is doing now that is bugging their colleague.

Additionally, the feedback focuses on identifying problems and areas that are not working effectively. Ideally, feedback takes a more nuanced approach and focuses on ideas for improvement—not just on the negative.

That's why most organizations using 360 feedback rely heavily on feedback that is given to a manager, who then integrates and shares it with the employee. Other organizations provide electronic review submission that goes directly to the employee. The 360 feedback raters can opt to remain anonymous.

Electronic methods, even when the rater is identified and the co-worker is able to approach them to understand the feedback, are not ideal. Many employees are uncomfortable seeking additional feedback  and many raters are uncomfortable providing the feedback essential for the rated employee's work improvement.

Why Co-Worker 360 Feedback Provides a Better Picture

An organization can only continue to grow and prosper if its employees do. Since employees are rarely overseen constantly by the manager, the manager’s feedback to the employee should reflect an assessment from people who work with the co-worker daily. The manager needs to assess if their experience aligns with that of these co-workers. Your organization is more effective when a variety of voices go into the 360 feedback delivered.

Tips for Providing Better 360-Degree Feedback

Feedback is useful to the manager when it is specific.

Make Your Feedback Straightforward and Honest

You hinder your colleague’s development if you hedge your words, leave out deserved criticism, or send up a smokescreen that fogs the true interaction you have with the employee.

Here is an example of useful criticism: "I am bothered a great deal when Mary completes her assignments late. My entire team is then forced to wait until we can complete our portion of the project. This causes us to rush and not turn out our best work. Or, we miss our deadline, too."

The manager can only deal with a certain amount of information—whether it's praise or criticism. Make your key points succinctly. If you have criticisms, pick one to three to share. Don’t go on and on with details that don’t clarify your key points. State the facts, as you see them. A manager will find it impossible and frustrating to deal with five pages of input.

You serve the 360-review process best by highlighting your key interactions with your co-worker. Emphasize the positive aspects of working with them and any areas that could use development.

A maximum of three strengths and three weaknesses is the most a manager can deal with effectively when combined with feedback from others. This forces you to focus on the most important aspects of your coworker’s performance.

Provide Examples to Illustrate Your Most Important Points

Your feedback will help your colleague most if you can provide a clarifying example. Saying "John is a poor meeting leader," is not as helpful as saying that when John leads meetings, people talk over each other, the meetings go over their scheduled time, start late, and rarely have an agenda.

If you say Sarah doesn’t listen very well to the opinions of other employees, you are not providing the manager with enough information. Describe how Sarah’s unwillingness to listen to other employees affects work. Try this, instead:

"Sarah calls a group of us together and asks for our opinion and almost never alters her decision or direction based on the feedback other employees provide. Consequently, few employees care to offer her their opinion anymore."

Here's another example: When you update Barbara about a project you are both active on, she forgets what you told her. During your next interaction, she asks all the same questions again.

Specific feedback for Larry might focus on how every time you make a critical comment or try to have input to your shared project, he exhibits visible anger and argues about the input. It is not conducive to you continuing to give honest feedback.

Don’t Expect to See the Employee Act on Your Feedback

The manager is looking for patterns of behavior, both positive and negative. If you are the only coworker who offers a particular criticism or praise, the manager may choose to focus on the behaviors that more employees identified.

Plus, managers recognize that employees can only focus on a few things at a time to effectively change their behavior. Hitting the employee with 10 different areas for improvement will result in a demoralized employee who feels they are doing nothing right.

You want an employee to perceive feedback as a genuine opportunity to grow personal and professional skills, not as a dump about everything they are doing wrong.

Don’t Worry About Negative Impact on Your Co-Worker

The employee’s manager is looking for patterns they can share with the employee. Your feedback is only one piece that goes into the awarding of raises and promotions. The feedback from additional co-workers, the manager’s opinions, the employee’s self-evaluation, and their work contributions and accomplishments all affect the 360 performance appraisal.

Use the Experience as a Growth Opportunity

As you think about your co-worker’s performance and interactions, examine actions and habits you also have that people love or hate. You’re sure to find some commonalities with your co-worker. It’s a great opportunity to look at yourself and think about what you could improve, too.

By offering thoughtful feedback with specific examples, the manager can share the feedback with your co-worker, or your coworker can read the feedback and digest its essence. You are presenting an opportunity for the employee to grow.

The Bottom Line

The 360-review ensures that each employee’s performance and contribution get wide input from across the organization. It is so much more effective than relying exclusively on one manager’s opinion.

360 Degree Feedback Examples - How to provide constructive feedback

What is 360-degree feedback?

This type of feedback, also known as multi-rater feedback, is typically collected on behalf of an employee to recognise their efforts and to provide constructive feedback. Running a performance review can be challenging given the time constraints and different biases involved.

This feedback is typically collected from the manager, peers and direct reports of an employee to get more objective feedback on how that employee is performing in the workplace. This type of review works well because it prevents the bias from one person from influencing the performance review.

When all the reviewers in such a review align on the feedback provided, the manager and employee can rely more heavily on that feedback. 

The key to collecting good feedback using a suitable peer review template . You also need to facilitate the process in a way that promotes psychological safety and employee development as outcomes.

3 Tips on Giving Constructive Feedback

• Be Specific: When giving constructive feedback, it's important to be specific about what the issue is and provide examples to illustrate your point. This will help the person understand what they need to work on and how to improve.
• Be Timely: Giving feedback as soon as possible after the event or situation has occurred will make it more relevant and actionable. Delaying feedback can lead to confusion and misunderstandings.
• Be Balanced: Constructive feedback should be balanced and include both positive and negative points. This will help the person understand their strengths and how to build on them, as well as areas where they need to improve. This will help to maintain motivation and engagement. Also, make sure to give feedback in private, so the employee can be honest and open without feeling judged.

Ready to enhance your performance review process? Roslin’s multi-rater performance review system offers a streamlined, structured approach that makes collecting comprehensive, unbiased feedback easier than ever. By integrating manager, peer, and direct report insights, our tool ensures a well-rounded evaluation, promoting psychological safety and developmental outcomes. Discover how Roslin can transform your feedback process today.

Examples of 360 Feedback

Leadership skills feedback.

"This person is very confident in their role as group leader. They can get the most out of everyone on the team."

"This person is highly effective at leading work groups and able to resolve conflicts among participants."

"This person is fair and treats every employee in the team equally and respectfully."

Needs Improvement

"This person is biased and favours some employees more than others in the team."

"This person provides no recognition to a team member's effort and hard work."

"This person can't explain the goals and objectives of a task clearly to an employee."

Communication Skills Feedback

"This person's communication skills are great, and they can make others understand the point clearly."

"This person is adept at communicating difficult messages and decisions skilfully."

"This person is precise in giving directions and effectively communicates what they expect from their team members."

"This person fails to communicate with their peers effectively, causing a lot of misunderstanding within the team."

"This person's direct and impersonal approach to handling discussions is ineffective in boosting the morale of those around them."

"This person needs improvement in replying to emails promptly."

Teamwork Feedback

"This person can be relied upon by team members."

"This person respects others and gives everyone equal opportunities to express their opinions."

"This person is a great team player. Their team members respect and appreciate them."

"This person is inconsiderate towards' others' opinions and ideas."

"This person tries to take credit for the work done by their team."

"This person tries to use their seniority to dominate their team members."

Productivity Feedback

"This person delivers urgent work without compromising on the details."

"This person always meets deadlines and makes the best time use."

"This person exceeds expectations by delivering more than assigned work despite the tight schedule."

"This person constantly pushes deadlines and fails to deliver on time."

"This person lacks a sense of urgency."

"This person has started delivering low-quality work to finish their work on time."

Attendance Feedback

"This person always comes in on time, follows the schedule and adheres to their lunch break time."

"This person replies to emails and calls in time."

"This person schedules their time off in advance and can be relied upon for completing your tasks on time."

"This person takes too many personal calls in a day."

"This person repeatedly exceeds their  lunch break time that interferes with their work schedule."

"This person often comes to the office late, causing scheduled meetings to start late. It also affects others' schedules. They need to keep up with the schedule so coworkers can keep up with theirs too."

Interpersonal Skills Feedback

"Even when disagreeing with others, this person does it gracefully and respectfully."

"This person can adapt easily to various situations and different people."

"This person is equal in their treatment of everyone and communicates with their peers respectfully."

"This person seems to find it difficult to express their emotions and feelings, which often causes misunderstandings."

"When given any kind of feedback, This person doesn't take it positively."

"This person does not take the time to develop and sustain positive and beneficial relationships."

Don't miss these great articles

Discover the connection between Employee Experience and Employee Engagement. Learn how to enhance your employees' experience to drive engagement, productivity and overall business success.

Here we explore How to Run a Performance Review effectively, along with some great tips, examples, and templates.

The Definition of Employee Engagement is the emotional commitment an employee has to the organisation and its goals. When employees care—when they are engaged—they use discretionary effort.

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10 Best Effective 360 Review Feedback Examples (+ Benefits)

Annual Review Process — a monster that almost all employers in an organization collectively dread, right?

Well, the stale and outdated review process doesn’t necessarily have to send shivers down everybody’s spine as we have more efficient, reliable, and effective feedback tools, especially 360-degree feedback.

Google implemented it across its disciplines and received astounding results as over 75 percent of its employees found 360-degree quite useful!

Therefore, in this post, we will help readers understand 360-degree feedback from inside and out, its benefits, applications, and some of the best feedback examples.

Let’s dig right into it, shall we?

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What is 360-degree employee feedback?

Employees across industries are used to receiving structured and formal feedback from their supervisors, especially when the time comes for the annual performance review.

Believe it or not, the yearly performance evaluation is still the only tool managers use to review employees and teams.

Breathing fresh air into this feedback cycle is the 360-degree feedback system that considers an employee’s work ethic, competencies, challenges, areas of improvement, and work style while providing space for its team members to share their insights.

360-degree feedback helps receive frequent and constructive feedback as employees get the opportunity to give extra context and specific examples that eventually make leadership strive for improved employee growth and experience.

What are the benefits of 360-degree feedback?

1. promotes dialogue with other team members.

A 360-degree feedback system opens gates for constructive criticism and conversations related to the performance review.

The participants in the review process can follow up with their managers and other team members to eventually “break the ice” and create a culture for open performance conversations.

2. Increase employee engagement and encourage personal development

The main goal of a 360-degree feedback process is to establish a work environment that promotes personal and professional development.

The review generated from the process allows participants to develop a feedback-based plan as it aggressively exposes their perceptions, blind spots, and even employee strengths that were overlooked.

3. Makes the employee motivated and boosts performance management

360-degree feedback can be followed up with post-assessment 360 surveys, ideally 12 months later, to figure out whether or not the participants can boost their performance. However, this is only possible if the leadership provides participants with proper support.

4. Direct reports increase accountability

A 360-degree feedback system does an excellent job of eliminating ambiguities and providing participants with key specifics to work on.

The information generated through the new review process helps managers create accountability for the behaviors showcased by participants. Moreover, it facilitates consistent expectations throughout an organization.

5. Honest feedback helps make the employee communicate

A 360-degree feedback process, unlike one-sided performance feedback, evaluates vital behavior in a working relationship — positive reciprocity.

It gives participants clarity over how they interact with others, how effectively they communicate, whether or not they are open to constructive and anonymous feedback, and other areas that impact relationships at work.

10 Best 360-degree Review Feedback Examples

Now that we are well-acquainted with how 360 feedback surveys work, it’s time we share some of the best 360-degree review feedback examples with you. Let’s get started!

1. Leadership skills

• “The person possesses excellent leadership potential.”
• “The person shows great confidence in their leadership role and can get the best out of other team members.”
• “The person effectively leads work groups and resolves conflicts in a team environment.”
• “The person shows potential to be a good group leader.”

2. Communication skills

• “The person shows excellent verbal communication skills both on personal and group level.”
• “The person shows mediocre presentation and interpersonal skills.”
• “The person communicates clearly and concisely.”
• “The person does not share information and ideas with the team, which shows their controlling nature.”
• “The person does not communicate well and seems arrogant.”
• “The person has improved their interpersonal skills to be more open and honest with team members.”

3. Teamwork skills

• “The person is very easygoing and fits well with any group.”
• “The person is receptive to team feedback and is a perfect team member.”
• “The person is a highly skilled team player.”
• “The person doesn’t prefer a team environment and has difficulty building rapport.”
• “The person has improved at working in a team environment by building strong relationships with members and managing personality clashes.”

4. Conflict-resolution skills

• “The person shows excellent ability to resolve conflicts quickly.”
• “The person has strong opinions but is open to external ideas (team members opinions), allowing the group to focus and work together.”
• “The person comes across as highly opinionated and has difficulty working with team members with opposing ideas.”

5. Creativity skills

• “The person is incredibly creative and always comes up with fresh ideas and creative solutions.”
• “The person shows potential for creative thinking and helps improve team members’ ideas during brainstorming sessions.”
• “The person doesn’t contribute effectively when it comes to brainstorming new ideas, campaigns, and solutions.”

6. Adaptability skills

• “The person is great at using new technology to propel the team forward for effective goal achievement.”
• “The person shows slight discomfort when subjected to new technology at work.”
• “The person needs help to deal with new technology and isn’t able to effectively use new tools to improve efficiency. “
• “The person prefers the older technology and is not inclined to switch to the new tools.”

7. Problem-solving skills

• “The person could improve their problem-solving skills by letting in more than one perspective to achieve a more complete understanding of the situation.”
• “The person sometimes reacts impulsively to new problems and doesn’t step back to contemplate the potential consequences.”
• “The person shows excellent problem-solving abilities as they understand the importance of teamwork when solving problems.”

8. Alignment abilities

• “The person showcases an all-around alignment with the company values and their actions are committed to the company’s vision.”
• “The person has not been meeting their deadlines, which is causing performance-related problems across the team.”
• “The person needs to commit to the company’s mission, vision, and goals with immediate effect and represent the brand in a positive light.”

9. Motivation

• “The person has dropped their productivity recently and doesn’t seem motivated toward the company’s goals of producing quality results.”
• “The person needs to work outside their comfort zone and handle more challenging tasks to boost their morale and motivation.”
• “The person seems to need more autonomy to feel motivated at work.”

10. Efficiency

• “The person feels the need for more resources to become efficient at completing the assigned tasks.”
• “The person has invested their time into training and has recently improved their productivity and efficiency in their role.”
• “The person does not seem to have an effective understanding of the tasks assigned.”

How to use 360-degree feedback?

As we know, the primary objective of 360-degree feedback is to generate deep insights into how employees at an organization function while collecting information related to employee engagement, leadership, teamwork, communication, conflict resolution + more.

Once managers of 360-degree feedback have the information, they can use it to provide employee feedback and facilitate employees’ performance improvement.

In this, managers figure out the areas employees already excel at and which skills they can develop to improve their performance.

However, managers might find it difficult to make their employees share honest and open feedback when completing surveys.

One of the best ways to deal with this is by encouraging organization-wide anonymous and honest feedback that generates honest responses — pushing for overall employee development.

How to write an effective 360-degree feedback question?

Your 360-degree feedback review system will function like a well-oiled machine if you ask questions the right way.

What should you consider when drafting 360 survey questions? Although we have covered this in much detail in one of our previous posts, here are some things you can consider to write better questions.

Managers should make sure the questions are fair and non-judgemental. Questions that are not leading or influencing will attract a large range of responses.

Moreover, managers shouldn’t ask questions on more than one competency at a time, or else they will confuse the participant.

Another crucial aspect of writing effective qualitative feedback questions is language. Make sure the questions are in the language participants understand. There should be no space for overly complex phrases and jargon that inhibit common understanding.

Coming back to core competencies, the survey should ideally ask not more than 8-10 questions related to participants’ key roles in the organization. In other words, the survey should focus on the core areas of their roles.

Final thoughts!

360-degree feedback is an exceptionally effective tool for generating direct reports, providing objective performance analysis of individuals in a team environment, and most importantly, ensuring an excellent feedback culture.

Not only that, it even provides managers insights into how the team reviews the individual — providing an all-around (360-degree) performance analysis to help managers make better decisions.

The advantages of implementing such a contemporary review process are quite obvious.

However, business owners and managers need to have constructive discussions with their employees to help them understand the common goals associated with 360 reviews and what employees can do to contribute to the set goals.

In other words, your 360-degree feedback review process implementation needs to be strategic. We hope you found this article helpful!

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360 (degree) feedback examples for an empathetic review culture.

When Google introduced peer-based reviews and simplified its feedback process,  75% of employees  found the new system useful compared to just 49% before the switch.

But Google isn't the only company to recognize the benefits of using this type of review system. 360-degree feedback is all the rage as employers look for alternatives to the stale and outdated annual review process. 

So, how does  360 feedback  work, and what exactly should coworkers be sharing? This guide provides 51 helpful 360 feedback examples. Use them as part of an action plan to show peers, managers, and leaders how to deliver  effective feedback . 

🔄 What is 360 feedback?  

360-degree feedback surveys collect opinions from respondents, including employees' peers, managers, and direct reports. The goal is to provide a well-rounded perspective of an individual's strengths and weaknesses, so they can identify areas for improvement.

"As a founder and director of KPS UK, I had the results of my first 360-degree feedback. This was led by our Head of People and Culture and involved asking for anonymous feedback and a score from a number of senior colleagues on 7 core competencies. I was quite nervous going into it, but I am glad we did this. While some of the feedback was a little uncomfortable, it was all honest, and I can't really argue with any of it. There was also a lot of good stuff, but the important parts are where I need to improve. I would strongly encourage all leaders to do this if you haven't already. To be an effective leader, you need to be strong across a broad range of competencies, and knowing where you need to improve is only going to make you better."  ‍ -  Branwell Moffat  - UK Director of CX Consulting at KPS Digital. 

360 feedback systems differ from traditional employee performance reviews that focus solely on an individual's manager sharing their observations. While this process has its benefits, it can be one-sided and leave out important perspectives. 

➡️ Check out our article on how to conduct a performance review meeting .

➡️ How to use these 360 feedback examples

The 51 examples of 360 feedback listed below should guide and inspire your own survey questions and responses. The samples we've created will deliver your points clearly while being empathetic to the person receiving your thoughts. They'll also speed up your feedback delivery as you'll know exactly what (and what not) to say. 

📝 360 review feedback examples

The downloadable template below will help you create your 360-degree feedback system, including potential question types. 

Feedback questions examples 

Closed-ended questions prompt a Yes/No response or a score as part of a rater system.  They're more structured and provide less room for interpretation. This style is also better for quickly gathering large amounts of data for analysis.

Open-ended questions encourage employees to provide more detailed explanations for their responses.  Use these answers to better understand an individual's thought process and motivation behind their actions.

Here are some examples of both types of 360-degree feedback questions. 

Closed-ended

• "Do you feel your manager gives you the opportunity to improve your skills?" (Yes/No) 
• "Rate your level of satisfaction with your current workload from 1-5."
• "Do you feel your feedback is taken into consideration?" (Yes/No) 
• "What obstacles do you see in your way to achieving your goals?"
• "How well does collaboration work within your team?"
• "What motivates you at work?"

Both types of questions have their merits, and we recommend using a mix to get a well-rounded perspective of an individual's thoughts and feelings.

Feedback forms examples

This 360-degree feedback example is for a peer-based review. You’ll include a question or statement in the left-hand column and invite survey respondents to complete the right-hand column. Feel free to adjust the categories or question types to your specific requirements.

➡️ Make sure to check out our article on 360 leadership assessments and learn how to obtain meaningful insights.

🙋 360 feedback answer and comment examples by category 

Feedback will encompass several categories to cover soft skills, such as communication, while ensuring your team members are engaged and aligned with company values. Note: the examples in this section include both positive (reinforcing) and negative (redirecting) feedback.

Communication 

Communication skills are essential in the workplace. If your team member cannot communicate their ideas clearly, it will reflect poorly on them and the company as a whole. 

• "You seem to have trouble communicating your ideas in our team meetings. I think it would be helpful if you wrote down your thoughts before the meeting to share them more effectively."
• "I've noticed you're always actively listening to others when they're speaking. Great job letting others make their point so we can all understand the idea."
• "I feel like you're not listening to me when we speak. It would be helpful if you could make more eye contact and nod to show you're following along."

Interpersonal 

Interpersonal skills help individuals interact effectively with others. These skills are important in both personal and professional relationships. 

• "I think you could improve your interpersonal skills by being more patient with people. You often become impatient when people don't understand what you're saying."
• "There have been a few instances where you've been abrupt with people. It would be helpful if you softened your approach so your colleagues don't feel you're attacking them."
• "Your interpersonal skills have really improved, and you've definitely become more assertive. You're showing a more dominant side with the potential to become an effective leader."

Problem-solving 

Problem-solving skills are crucial in every industry. Whether your employee is finding solutions to customer issues or resolving conflicts within the workplace, their ability to problem-solve will be key to their success. 

• "I think you could improve your problem-solving skills by looking at the situation from different angles. I've noticed that you tend only to see things from one perspective."
• "In our latest project, you reacted impulsively to problems instead of taking a moment to think about the situation. It would be helpful if you took a step back and assessed the situation before responding."
• "The way you brainstorm with others has accelerated your problem-solving skills. You clearly understand that trying to solve problems independently doesn't always produce the best solutions."

Every organization needs employees who are aligned with company values. When misalignment occurs, you might have team members who want to leave their roles or aren't positive ambassadors for your brand. 

• "I've noticed that you haven't been meeting your deadlines. This is causing problems for the team and doesn't align with our company value of being reliable."
• "I've noticed that some of your posts on social media don't align with our company values. You must represent our brand in a positive light."
• "Some of your teammates have expressed concern you're not committed to our company's mission to help people. You must be on board with our vision so we can all work together towards a common goal."

Motivation 

Engaged and motivated employees are more productive and can drastically improve profit lines. Take the temperature of your team to ensure they're in the right role and feel challenged in their work. 

• "I don't feel you're at your most productive recently. It's important to be motivated in your work to produce quality results."
• "I'll talk to your manager about giving you assignments outside of your comfort zone. I think you would be more motivated in your work if you had more challenging tasks."
• "You might be more motivated in your work if you felt like you had more autonomy. Let's chat about ways to give you more independence in your role."

Efficiency 

Efficient employees get the job done with minimal wasted time and resources. If your team member is inefficient, they might lack resources or need more training to complete their tasks. 

• "I think you could be more efficient in your work if you had more resources. I'll talk to your manager about getting you the supplies you need."
• "The training you've received recently has made incredible changes to the efficiency in your role. Reach out if you want to explore other training opportunities to enhance your skills and competencies."
• "Do you feel you have an excellent understanding of the task? If not, I'll talk to your manager about getting you more information and providing greater role clarity."

🚥 360 Feedback start, stop, continue examples

In this process, ask employees to identify which behaviors their peers should start doing, stop doing, and continue doing. 

360-degree feedback start doing examples

• "It would be great to see you step up to the plate and take the lead. You have some great ideas, and it would be a pleasure to see your team inspired by your enthusiasm." 
• "As a long-term and respected member of the organization, it would be fantastic if you could take more of an interest in our new team members. They often feel a little lost and could benefit from your wealth of knowledge."
• "I've been noticing that you do not own up to your mistakes as much as you used to. It's okay to make them, we all do, but you must learn from them. Can we work on this together so you can become more accountable?"

360-degree feedback stop doing examples

• "I know you're very passionate about your ideas, but everyone must have a chance to contribute in meetings. Can you please try to wait your turn before speaking?" 
• "I've noticed you've been booking meetings with managers and teammates to discuss topics you could have covered in an email or Slack message instead. Please try to be more respectful of your colleague's diaries and the various time zones we cover."
• "I know you work best under pressure, but it's putting a lot of strain on the team when we leave projects until the last minute. Can we agree on a plan to get projects started sooner?"

360-degree feedback continue doing examples

• "You're always so positive and upbeat, and it really helps to set the tone for the team. Keep up the great work!"
• "We love the way you think outside the box and develop such creative solutions. It's super refreshing."
• "You always seem to be one step ahead of the game, which is incredibly valuable for us. It's great to have someone we can rely on in that way."

360 feedback examples by rank 

Be aware that the feedback you provide in 360 review feedback forms may differ depending on the level of the employee and the area they operate in. Some soft skills like communication and friendliness may be required across your entire organization. Whereas the ability to be assertive or set an example may be more crucial when developing leadership skills. 

Here are some examples of feedback depending on their rank. 

360 feedback examples for managers 

• "I think you need to be more proactive in your management style. Try to check in with your direct reports more regularly, so they feel supported." 
• "There were a few instances where I felt you could have been more in control of your team. In the future, I would like to see you take a more active role in setting an example for them to follow." 
• "Your team looks up to you, and I think you have a lot of respect from them. You're doing a great job!" 

360 feedback examples for leaders 

• "I would like to see you being more of a thought leader within the organization. Try to share your ideas and blog posts with the wider team." 
• "I think you need to be more visible within the organization. Make an effort to attend more events and meetups, so people get to know who you are." 
• "It's important to consider the succession plan for your team. I would like to see you consider who to develop to join our leadership ranks in the future." 

360 feedback examples for peers

• "I think you need to be more open to feedback from your peers. Try to listen to their suggestions and take them on board." 
• "You've done such a great job welcoming new hires into the team. They always have good things to say about you!" 
• You've settled into the company so quickly and have such a bright future here. It would be great to catch up about your goals and how we can help you achieve them."

💬 For 50 more examples, and tips and tricks, check out our article Peer Review Examples: 50 Effective Phrases for Your Next Performance or Skill Review.

💬 Examples of positive reinforcing and redirecting constructive feedback

Feedback can be loosely divided into two main categories: positive and negative. Humans thrive on being told they're doing well. But at the same time, employees need to hear constructive criticism when their work isn't meeting the mark.  Surprisingly,  57% of employees  prefer to hear corrective feedback rather than praise, but there's a skill to delivering both in a respectful and actionable way.

Positive (reinforcing) feedback 

Reinforcing feedback encourages the employee to continue exhibiting behaviors or skills they're already displaying.  Here are some examples of how to reinforce great work with positive feedback:

• "You really kept your cool during that difficult customer call. That's a great example of how to provide the exceptional service our brand is known for."
• "I saw that you took the initiative on that project and came up with some great ideas. I like the way you think outside the box. Keep it up!"
• "Your idea to improve the sales process was fantastic, and it's massively increased our conversion rate. I'm so glad you thought of it, and I know that the whole team appreciates your contribution. Great work!"

Negative (redirecting) feedback 

Redirecting feedback is more challenging to deliver. It centers on what the employee could be doing better and how they can make those changes.  Keep in mind this type of feedback must never come as a surprise to the employee. They should know about the issues beforehand so they have time to process and reflect on the situation. Here are some examples of how to deliver redirecting feedback. 

• "It's a shame your work was late on this project as it held up the team. Can we agree on a plan to make sure this doesn't happen again in the future?"
• "I've noticed you don't seem as engaged or focused as usual, which, unfortunately, impacts your work and team morale. Please let us know if you're facing any challenges we can help with."
• "Your independent work is great. But as one of the quieter members of our team, there have been a few occasions where we've needed more input from you. Can you try to make sure you're vocal in team meetings or follow up with an email afterward if you think of something later to contribute?"

🏢 Examples of companies using 360 feedback 

You don't have to take our word on 360-degree reviews being the next best thing. Check out these top companies that have already achieved impressive results from their peer feedback systems.

Adobe replaced its traditional annual performance reviews in 2012 when it moved to a  "Check-in" strategy  instead. What prompted the switch? Employees had found formal reviews to be too bureaucratic which negatively impacted teamwork. Additionally, these infrequent annual reviews didn't motivate employees to do their best work. 

Instead, the Check-in process encourages meaningful two-way conversations between employees and managers. Feedback is exchanged in real-time to drive business impact and career development. Check-ins occur monthly, but stakeholder feedback may be exchanged with anyone at any time and can be accessed from a centralized location. 

An Adobe employee describes their experience.

" So excited that we now have a centralized system to keep track of our performance, career growth, and feedback in one place! This will help spur new ideas for my career growth and add depth to conversations with my manager." 

Deloitte reinvented its approach to performance management after discovering they were wasting 2 million hours per year delivering feedback. Even worse, this wasn't time well spent, with employee engagement and performance levels dropping significantly. 

After identifying 60 high-performing teams across their company, Deloitte realized they had one thing in common: the chance to use these employee strengths every day. Deloitte scrapped its annual performance review and replaced it with more frequent weekly check-ins to recreate this across all teams. 

Netflix embraces the Stop, Start, Continue process as part of the company's 360-degree review system. Originally, the company collected anonymous feedback , but more recently, Netflix has opted for a transparent approach where all employee feedback is signed. 

360 feedback reviews are just part of the traditional performance appraisal system, which focuses on professional development.  

🚀 Run 360-degree feedback processes on autopilot

Zavvy offers intuitive 360 feedback software that fits your organization like a glove.

Our software is perfect for:

• performance reviews ;
• development talks and check-ins;
• (remote) engagement surveys;
• recurring 1:1 check-ins ;
• leadership development surveys
• feedback template gallery ;
• and much, much more.

📅 Ready to learn how to start with 360-degree feedback? Take Zavvy for a test drive by booking a free demo today.

Alex is a marketer at Zavvy. On this blog, he mainly shares insights gained from discussions with selected experts and from helping our customers set up and improve their onboarding or learning programs.

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360-degree feedback ultimate guide | benefits, tips & questions

360-degree feedback is a powerful tool for professional development and for improving the employee experience. In this guide, we look closely at the ins and outs of peer feedback, and share best practices for leveraging 360-feedback in your organisation.

85% of Fortune 500 companies use 360 degree feedback to reduce bias and get holistic reports. 

360 surveys are a powerful tool for professional development, and also for personal development.

In this article, we'll discuss how to give 360 feedback in a constructive way. We’ll also give you some friendly sample questions that’ll kickstart your review process.

What is 360-degree feedback?

360-degree feedback or simply, 360 feedback is a holistic performance review system that includes feedback from bosses, peers, and subordinates to create a comprehensive performance report. 

It highlights employee strengths, clarifies weaknesses, incorporates different points of view, and does all of these anonymously. 

What are the benefits of 360-degree feedback?

As much as it helps leaders to improve themselves, 360-degree feedback also helps employees be at their productive best. According to an OfficeVibe study , 65% of working professionals want more feedback from their managers. For employees, 360 feedback benefits include:

Improved communication: 360 degree feedback encourages open and honest communication among employees, managers and peers.

Increased motivation: As individuals receive feedback from a variety of sources, they are more likely to feel valued and motivated by their peers. It can also boost morale. 

Improved self-awareness: 360 degree appraisals provide individuals with a comprehensive picture of their performance across a range of criteria, allowing them to identify their strengths and weaknesses.

Increased employee engagement: 360 degree feedback encourages employees to be more engaged in the workplace, as they have a greater understanding of how their performance affects the team.

Improved team performance: 360 degree feedback provides an opportunity for teams to discuss and identify areas of strength and weakness, improving team performance.

Enhanced employee development: Individuals can use the feedback to develop an action plan for improvement, target specific areas for development, and measure progress.

Identifying skill gaps: weaknesses can be addressed in a meaningful way and employees can operate on a transparent and level playing field

Tips for providing constructive 360 degree feedback (how to do it right)

1.foster a positive feedback culture.

Promoting dialogue and inviting employees to give their thoughts and ideas in a positive way are key for forming an effective feedback culture. 

By creating an environment where individuals feel comfortable providing honest input without fear of retaliation or negative consequences, organisations can harness the full potential of 360-degree feedback.

Leveraging Eletive’s suite of performance management tools is an easy way to show employees that you are committed to fostering a collaborative work environment that values continuous improvement. 

2. Focus on actionable insights

Providing vague statements is a waste of everyone's time. 

Aim to give concrete feedback that highlights particular instances where improvements can be made. 

This helps individuals understand exactly what they need to work on moving forward.

"You're not a great leader"

"You need to improve your communication skills" 

“Your UX and UI knowledge is really limited”

Point out specific situations where leadership skills were lacking

Mention a particular meeting or email exchange where the person's communication was unclear or ineffective

Provide links to helpful online resources and bootcamps where they can read up

3. Offer praise and recognition 

By acknowledging others accomplishments and positive traits, you not only boost their morale but also encourage people to continue excelling in those areas.

To give meaningful praise during a 360-degree feedback session, focus on specific examples where your colleagues have demonstrated exceptional skills or qualities. 

Some common attributes worth highlighting include:

Effective communication with team members

Maintaining calm under pressure

An eye for detail and accuracy in work output

A willingness to help others when needed

Innovative problem-solving abilities

Tailor your compliments by considering each individual's unique contributions to the team and organisation as a whole.

4. Address areas for improvement tactfully

It’s essential to not only give praise but also address any potential weaknesses tactfully so as to foster growth among staff members. 

Differentiating between constructive criticism and negative feedback is essential. 

Constructive criticism focuses on the behaviour or performance issue at hand, rather than attacking the person directly. 

It should be solution-oriented and aim to help individuals grow professionally by identifying areas for improvement.

Negative feedback: "You always miss deadlines."

Constructive criticism: "I've noticed that some of your projects have been delayed recently. Let's discuss strategies for better time management and prioritisation."

You can also encourage a growth mindset through your constructive feedback in three steps:

Acknowledge the effort: Recognize the hard work put in by your colleague, even if their performance didn't meet expectations entirely.

Suggest specific improvements: Offer clear recommendations based on observed behaviours or outcomes that could lead to better results in future tasks.

Provide resources: Share relevant articles, tools, or training opportunities that can help your coworker develop the skills needed to excel in their role.

5. Write concise and objective feedback

When participating in a 360-review process, it's essential for employees to provide concise, detailed, and objective feedback. 

This ensures that everyone involved receives valuable information without being overwhelmed by lengthy responses or vague statements. 

Try to incorporate the following:

Use simple language without jargon or abbreviations. 

Balance your tone by highlighting both strengths and areas for improvement. 

Edit your review to ensure clarity and coherence, removing any unnecessary words or phrases.

And to keep your feedback objective:

Make sure you avoid biases like recency, halo, and confirmation bias

Try and use facts and examples instead of personal opinions

Avoid comparisons with other team members

6. Utilise 360-degree feedback software

Benefits of Using Specialized Software for Collecting Feedback:

Efficiency: With a centralised platform, HR managers can easily manage the entire feedback process, from sending out questionnaires to analysing results.

User-friendly interface: A well-designed software solution makes it easy for employees to navigate and complete their evaluations quickly.

Data analysis: Advanced analytics features help organisations identify trends, strengths, and areas needing improvement across teams or departments.

Actionable insights: By visualising data in real-time dashboards or reports, decision-makers can make informed decisions about employee development initiatives based on accurate information.

Anonymity: Employees are more likely to provide honest input if they know their responses will remain anonymous.

Eletive’s 360 degree feedback feature helps you automate the entire 360-degree feedback process.

Our platform minimises administration, and aggregates individual results for an organisational overview. Making it a powerful tool for creating a culture of continuous learning and development.

​​Now that we’ve given you our top tips, it’s time to move on to some specific scenarios. We’re going to show you how to give 360 feedback to your boss, peers and employees…

How to give 360 feedback to your boss 

When giving 360 feedback to your boss, you don't simply offer feedback—you deal with egos, relationship complexities, and career prospects. It's important to be honest yet diplomatic. If referencing an incident, do not provide ancillary information that is not needed and if possible, provide a solution to a problem as well. 

360 feedback examples for managers 

1. appreciating their help.

Last week when I was struggling to close the lead over call. X took over, calmed the prospect down, closed the deal, and later explained to me what needs to be done in such situations. I appreciate how X handled the situation and gave me the confidence to move on to the next one. 

2. Pointing out a flaw

I understand X is under a lot of pressure lately but we have made some real progress regarding the website architecture. We rarely brainstorm ideas together these days and it would be great if X can schedule 1:1 huddles with team members to review work at least once a week.

How to give 360 feedback to your peers 

Peer appraisals are a different beast. Many employees feel torn between being an honest friend and a critic. It's important to be honest yet kind and to remember that constructive feedback is valuable to the recipient. Be thoughtful about your wording and use a professional tone to help them gauge their performance. 

360 feedback examples for peers

1. highlighting a strong point.

X has incredible communication skills and often helps other team members to resolve communication issues. It has improved our workflow and productivity. Last week X stayed late to help a couple of us in the meeting and closed a new client.

2. Pointing out a weakness

X is very tolerant of errors when a project is handed over to him. While a certain degree of errors is expected, he'll reach new heights in his career with a more detail-oriented and thorough approach.

3. Appreciating job knowledge

X has a solid knowledge of key job responsibilities that has helped our team deliver quality work on a day-to-day basis. The fact that X often acts as a subject matter expert on new topics is greatly appreciated.

How to give 360 feedback to employees 

When bosses give 360 feedback to employees, it's important to balance the positives with negatives and offer an encouraging view vis-a-vis the job responsibilities of the employee. A constructive and encouraging approach, emphasising strengths and pointing out opportunities for improvement in an empathetic way, will leave ideally employees feeling seen, validated, and inspired.

360 feedback examples for employees 

1. point out the wins.

Last week, X's work under pressure stood out for me. The way X handled the data breach and fixed the SQL query was an example for the entire team. Great job finishing the project before the deadline. 

2. Show how they can improve

X's overall performance and contribution would benefit from better responsiveness and communication from X. An effort to respond to urgent emails quicker will help the team plan better.

3. Highlight their potential

X has great leadership skills that are often visible when their team is under the pump. X stays calm, communicates with their peers, and has an eye for details. 

In the next section, we’re going to give you some closed and open example 360-degree feedback questions. 

You’ll be able to implement them fast, or simply use them as inspiration. 

Closed 360-degree feedback questions [Examples]

Closed questions, which means questions where the respondents choose between the options of "strongly disagree," "disagree," "neutral," "agree," and "strongly agree," are great to include in your 360-degree feedback review. Closed-ended questions enable quantifiable analysis and help you track changes over time. 

Examples of 360-degree feedback questions include: 

[Name] is good at prioritising their workload and meeting deadlines.

[Name] communicates clearly and efficiently with other coworkers and me.

[Name] has strong leadership skills and is a good leader.

[Name] exhibits strong interpersonal skills and helps people feel welcome and at ease.

[Name] provides timely and clear feedback.

[Name] prioritises teamwork and puts the team first.

[Name] takes the initiative in problem-solving and is solution-oriented.

[Name] is open to receiving feedback, both when it's negative and positive.

[Name] embodies our company culture and values.

[Name] values different perspectives and welcomes diverse opinions. 

Open-ended 360-degree feedback questions [Examples]

To get more qualitative information, including open-ended questions in your 360-degree feedback is also essential. These questions should focus both on an employee's strengths and their areas for improvement. This will help ensure that each 360-degree review includes a balance of positive and constructive feedback. 

Examples of open-ended 360-degree feedback questions include: 

What would you say are the strengths of [Name]? 

What is one thing [Name] should do more?

What is one thing [Name] should continue doing?

What is one thing [Name] should stop doing?

How well would you say [Name] manages their time and workload?

Can you share an example of a company value that [Name] has brought to life?

What three words would you use to describe [Name]?

[For leadership roles] If you were [Name], what would be the first thing you would do?

How well does [Name] adapt when priorities change?

Can you name an area where you'd like to see [Name] improve? 

5 things to keep in mind

Several factors play into the effectiveness and usefulness of feedback questions. The type, length, timing, frequency, phrasing, and structure can all impact how well participants receive them. That's why it is essential to choose carefully when designing these types of surveys for your organisation, and when choosing a 360 feedback tool.

An organised and structured approach to peer feedback is necessary if employees are to develop from the feedback over the long term. A 360° feedback tool enables HR and managers to create actionable feedback loops, to increase engagement and productivity in the workplace. 

1. The purpose is to evolve, not to be evaluated 

During the 360° feedback process, it's essential that the employees understand and feel like the goal is to evolve, rather than be evaluated. 

Otherwise, the feedback can cause stress. 

Remember: 360° feedback tools should be employee-centric and take other things than numbers into account, which is what makes them very different from regular performance measurement tools. 

2. Focus on strengths and opportunities

When thinking of employee development, it's a common mistake to start pointing out all the negatives you'd like to see removed. 

Instead, focus on the positive aspects of the employee, and try to reproduce the productive behaviour. 

However, there is always room for growth, both on an individual and organisational level. Combining questions about the employee's strengths with questions about areas where they can grow and evolve, will help you avoid scenarios where people feel overwhelmed or unfairly assessed. 

3. It's all about the employee

Self-leading individuals who take responsibility for their growth and career development are every employer's dream. Allowing employees to take their own initiative and receive feedback whenever they want, from whomever they want, is empowering. That's why it's essential for 360-degree surveys to be employee-centric.

4. Numbers are important, but not everything

Moving beyond numbers is vital to achieving actual change from the feedback given to the employee. 

Many factors in the workplace aren't quantifiable, at least not in a way that makes employees feel motivated. 

Instead, your 360 feedback tool is a great complement to other performance appraisal methods, as it adds the qualitative and interpersonal aspects of performance.

5. Effective surveys keep the employee engaged 

Although often neglected, the length of your survey has a big impact on its effectiveness. If it's too long, people may not put the same effort into each answer. 

It can also be challenging for the person being reviewed to handle too much data. It's usually best to keep your 360 surveys short and sweet, focusing on the most important questions.

For more information about which style might best suit your needs or how we could help you with this process, please reach out to our team.

What to do after receiving 360-degree feedback?

After receiving 360-degree feedback, it's essential for individuals to reflect on the input provided and create an action plan for implementing changes or improvements in their performance. 

This demonstrates a commitment to personal growth and enhances overall team dynamics.

Step 1: Analyse received feedback objectively

Embrace different perspectives with an open mind to maximise the value of 360-degree feedback and leverage it as a learning opportunity. 

Do not let constructive criticism affect your self-esteem; rather, use it to identify areas of improvement and grow professionally. Instead, use this opportunity to learn from others' insights and identify areas where you can grow professionally.

Review each piece of feedback carefully and look for recurring themes or patterns.

Acknowledge both positive comments as well as suggestions for improvement.

Consider discussing your findings with a trusted colleague or mentor who can provide additional guidance.

Step 2: Create actionable steps for improvement

The next step is developing a concrete plan to address identified areas of development based on the received 360-feedback. 

By setting specific goals, you'll be able to track progress over time while also demonstrating your commitment towards self-improvement within the workplace:

Prioritise key areas of improvement by considering their impact on your job performance and professional growth potential.

Create SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives that outline how you will tackle these challenges head-on. Note: For more information about SMART goals, check out this helpful resource .

Develop a timeline for achieving your goals, including milestones and deadlines to keep yourself accountable.

Consider seeking additional resources or support, such as professional development courses or mentorship opportunities within your organisation.

Incorporating the feedback you've received from your 360-degree evaluation into an actionable plan is crucial for driving personal growth and enhancing team dynamics. Embracing feedback and striving to grow will aid you in becoming a more productive worker, thus aiding the organisation's success.

There you have it!

Our complete rundown on 360-degree performance reviews. Use our tips to improve your processes and give better feedback to your peers.

We’re here to support you on your performance management journey. 

So if you’d like to discover how Eletive can help you collect feedback more effectively, then book a demo here.

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360 Degree Feedback: Examples of Positive and Critical Reviews

Qualitative feedback is an excellent value of performance review in any organization. Constructive criticism and positive voices from other team members are effective methods of recognizing your employees’ strengths and weaknesses . In this article, I will show you how to provide 360 Degree Feedback and many benefits this study can bring to the table.

What Is 360 Degree Feedback?

The Definition of 360 Degree Feedback explains that it is a form of collecting feedback on the effectiveness of the employee’s work. Such feedback may concern the following areas: interpersonal skills, practicing company values, communication skills, professional development, employee engagement, problem solving, or leadership skills.

The employee, their superiors, subordinates, and colleagues (sometimes clients) provide feedback in the study. It is a process of comparing a self-assessment of specific skills with the assessment of those skills by other people who observe the performance of the assessed person daily from different but still very important perspectives.

360 Degree Survey

If you want to be a good leader, you have to be open to criticism. Without knowing your strong and weak sides it will be extremely difficult for you to develop and make your company achieve success.

Types of the Constructive Feedback in the Study

Before we move on to the examples of 360 Degree Feedback, it’s worth learning more about the two types of peer insights we can get during the survey.

360 Degree Evaluation Method distinguishes two types of feedback: reinforcing and redirecting. The first one concerns situations when we want to praise someone for the high quality of performed duties and positively impact employee motivation. Contrarily, we use redirecting feedback when we want constructive criticism to translate into improved commitment and quality of work.

Let’s see examples of what such honest feedback can look like in open ended questions.

Reinforcing (Positive) Feedback Examples

Employee feedback from a specific team member is essential to performance reviews ( Pulse Surveys are another useful tool for collecting feedback) Not only is it a tool for assessing core competencies but also an effective way to solve problems, improve the atmosphere in the team, and “build” a committed employee. Try to highlight other team members’ accomplishments or attitudes in case of:

Completing a Specific Project

Management based solely on rebuking subordinates for inferior results is a thing of the past. Praising employee performance is a part of leadership skills and an excellent opportunity to strengthen the team’s motivation. The same goes for praising your colleagues. Don’t spare praise if someone has earned it.

Feedback Example For Performance Review:

Congratulations, Lindsay! Because of your great work and commitment, our latest marketing campaign has attracted many new customers to the company. Fantastic job, thank you!

New Ideas & Creative Solutions

Appreciate the employee who takes the initiative in team meetings and submits exciting ideas. Refrain from quenching your people’s enthusiasm. Such positive approach can help solve problems, or come up with a new solution for the product to help increase profits.

Good Feedback Example for 360 Degree Survey:

Josh, thank you for your curious questions during the last product demo meeting. I also like your great ideas regarding our company’s podcast. Very inspirational for all of us.

Both positive and negative feedback can be good for any organization. The 360-degree evaluation is an excellent tool for appreciating a colleague (subordinate or superior) and communicating constructive criticism.

Helping Others At Work & in Employee Development

A good team spirit is the treasure of every organization. It is a person who cares about a good atmosphere but also cares for others. Someone willingly helped with your problem, even though it was beyond their responsibilities? Or they made sure that new hires did not feel bad at work? Appreciate their attitude in coworker review.

Colleague performance feedback example:

Rachel, I can express how grateful I am for your help with new employees. It was very kind of you to show them what our company’s culture is all about. I bet you make the onboarding process for them as smooth as possible. Thank you!

Strengthening Employee’s Motivation and Confidence

We all have a bad day at work, a failed project, or a nightmare speech at a conference. Do you need to meet deadlines but fail from time to time? Well, that’s life. Keep it in mind if you find someone on your team who needs support. Provide employee feedback to help the person get back on their feet.

In the end, you’d expect the same thing in their shoes, wouldn’t you?

360 feedback examples for peers:

I know you put a lot of effort into preparing the presentation for the conference. Performing on stage is highly nerve-wracking. Don’t worry if not everything went your way. Your presentation is excellent material that our marketing department will surely use. If you want, I will talk to the HR department about the budget for public speaking training. Thanks again for your outstanding work.

Employees Performance Outside the Job

In a 360-degree feedback survey, we can focus on more than just performance management and direct reports regarding employees’ career development. Moreover, such a review system is also a unique opportunity to highlight co-workers that engage in social issues or help local communities.

Positive Appraisal Example For The Survey:

Marie, thank you for organizing the collection of food and warm blankets for the animal shelter in the company. You are an inspiration to me and proof of how the big heart of an individual can change the fate of dozens of stray dogs and cats. You can count on me for next fundraisers. Thanks!

Redirecting (Negative) Feedback Examples

Similarly to employee recognition, in the 360-degree feedback survey, we express criticism.

Evidently, it is much easier to give anonymous feedback, but when we do it constructively and gently, we can try to do so openly. Remember that the purpose of such feedback is not to offend the coworker but to resolve conflicts and indicate areas that should be improved so that your cooperation returns in the right direction.

Here are negative feedback examples for colleagues.

Employee Missed Deadline or Failed Project… Again

Hand up; who has never missed a deadline at work? I thought so.

The problem begins when an employee regularly fails to meet deadlines, neglects their duties, doesn’t conduct their tasks effectively, or does not give high priority to the most critical projects.

Negative 360 feedback example:

Mike, I’m sorry to write this. Because of your design delays, we lost our chances of winning the tender. If you know you will miss the time, please report it in advance so we can organize the tasks differently.

Constructive criticism and positive voices from other team members are effective methods of recognizing your employees’ strengths and weaknesses.

Quiet Quitting & Disengaged Coworker

We value work-life balance. However, this idea does not mean a low commitment to our duties’. On the contrary, in an ideal scenario, the idea is to deliver what we have committed to during working hours in a good atmosphere, and after hours to devote ourselves to family, hobbies, and everything unrelated to work.

Is every employee motivated? Of course not! But the negative attitude of an individual can destructively affect the team’s work. Therefore, it is worth monitoring employee engagement and satisfaction and investing time and resources in problem-solving.

Example of redirecting feedback:

Sarah, I have recently noticed an apparent decrease in motivation, which translates into the results for the entire sales department. Is everything OK? Remember that you can always talk to me. Let’s find a solution to this situation together.

Employee is Not a Team Player

Only some people are predisposed to act like a group leader (it’s related to individual interpersonal skills). But the way each employee collaborates with another has a significant influence on the team. Suppose a coworker does not play for the group’s success, disregards the cooperation and responsibilities of other participants, and ultimately claims the project’s success.

You can enjoy watching Colin Robinson, a brilliant energy vampire in the “What We Do In The Shadows” tv series, but you don’t want to see such a person daily at work. The same applies to people with low personal culture or those who create new ones instead of resolving conflicts.

360 Degree Feedback Example:

I know that you are a good programmer and fulfill your duties, but disrespectful and unpleasant comments towards colleagues have a terrible effect on the atmosphere in the group. Don’t focus solely on your tasks. Let’s work together to develop not only individually but as a team.

Lack of Communication Skills

In mature organizations, the culture of feedback matters. It applies, among other things, to development work and meetings. If we know our coworkers well, we know which of them have many exciting ideas.

Do they sit quietly at meetings? Let’s mention it in the peer review to encourage them to take the floor.

Examples of Team Members Opinions:

Hey Rick, I love your latest direct reports on market research. Great job! You have plenty of insights to share during our meetings. What makes you stay silent? We’d love to hear your voice; if communication is a challenge for you, PM me. Can we organize a workshop for you?

The Employee Is Constantly Late

Getting started at a specific time can be troublesome. Sometimes our bus misses, in the winter, the battery in the car will run out, or we will be stuck in kindergarten for a long time, taking the children off in the morning.

We can explain everything. But it’s hard to justify a coworker who is notoriously late for work and shows up at meetings when they started already. It’s just disrespectful to everyone.

Example Way to Communicate Negative Feedback:

I appreciate the fulfillment of your responsibilities and willingness to help others at work, but I have serious reservations about your approach to punctuality. Everyone would be better off if you came to work on time, and the atmosphere at meetings would only benefit if you didn’t go in there with your coffee five minutes after starting. Please, keep it in mind.

A Checklist for Thoughtful 360 Degree Feedback

Both positive and negative feedback can be good for any organization. The 360 degree evaluation is an excellent tool for appreciating a colleague (subordinate or superior) and communicating constructive criticism.

We have prepared a checklist of how to proceed, so that performance reviews bring the most significant value to the company and repair interpersonal relations.

How to Give Positive and Critical Reviews:

• Be respectful of the other person, even if you want to express only criticism
• Peers review is not racing. Think about and plan your answer carefully
• Speak for yourself. It is your feedback and your emotions, not the feelings of the group
• Give precise answers to specific questions, control the chaos of thoughts
• Be honest. Remember that openly speaking is better than anonymous feedback
• Don’t forget about diplomacy, but be firm when necessary

Ready to give or gather impactful employee feedback?

Monitor Employee Performance with 360 Degree Feedback

Create a free account in startquestion now.

Author: Dariusz Jaroń

Updated: 06 April 2023

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10 360 Degree Feedback Examples for Coworkers and Teammates

Kate williams.

10 min read

Table Of Contents

• 360 Degree Feedback Examples
• Reinforcing Examples
• Redirecting Examples
• 360 Degree Feedback: Definition
• 360-Degree Feedback Examples: Need
• What to Include in 360 Feedback
• Checklist for 360-Degree Feedback

Looking to conduct your own 360 degree feedback surveys ? Need some helpful 360 degree feedback examples ?

One of the most powerful things any community can do to improve itself is to give and receive honest feedback. When we live together or work together, we notice things about each other.

Often, there is no structural support to communicate these insights. Thankfully, organizations can solve this problem using a simple tool: 360 degree feedback. 

In this blog, we will discuss:

• 360 degree feedback examples that will help you give healthy feedback to your co-workers
• The definition of 360 feedback
• The need for 360 feedback examples
• What to include in 360 degree feedback
• Checklist for writing thoughtful 360 degree feedback

The Most Effective 360 Degree Feedback Examples

It has been known for a while now that 360 degree evaluation is an exercise any organization should conduct regularly.

There are many benefits to 360 assessments. Concretely, these exercises have been shown to improve employee engagement and reduce employee turnover. Imagine getting a feedback like this:

Your contribution to the team is immense and wholesome. The passion you put into everything you do is a source of inspiration to us. Keep inspiring! 

Won’t you be excited? First things first, you’ll need a 360-degree feedback software that works right for you. Worry not, we come with a solution. 

From new hires to management, sign-up for FREE to set up a 360-degree feedback system with ThriveSparrow.

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14-Day Free Trial • No Credit Card Required • No Strings Attached

Feedback examples will help you fill those surveys with ease and communicate your feelings effectively. 

Like in life, there are two kinds of feedback you can give in 360 degree feedback surveys. Usually, feedback is categorized as positive or negative. A better way to categorize feedback, though, is as reinforcing or redirecting employee feedback.

This removes the stigma around feedback and helps you focus on the intended consequence of the feedback. Here are some examples of both kinds of feedback. 

• Reinforcing 360 Degree Feedback Examples 
• Redirecting 360 Degree Feedback Examples

#1. Reinforcing 360 Degree Feedback Examples 

Like you must’ve guessed from the name, reinforcing feedback is given when we want the manager or employee to keep up the work they’re doing.

Reinforcing feedback is powerful, and often motivates employees to turn in high standards of work. 

Here are a few different kinds of reinforcing employee feedback –

1. A Coworker Passed A Big Milestone

Has your manager or employee just passed a big milestone at work? Have they surpassed a goal or met a difficult challenge? It’s important to turn that into an opportunity to appreciate that and congratulate them. 

As a 360 degree feedback example, you can write,

“Congratulations on passing [insert milestone]! Because of your great work, we have been able to achieve [insert business goal]. Your passion and commitment are greatly appreciated.”

Remember, if there are any concrete examples you can give about how their achieving this goal has helped you, insert them. Example-driven feedback is the best kind.

2. A Coworker Takes Initiative

Few things are more important to an organization than employees who take initiative. Too often, employees start off with a lot of drive. Over time, though, their engagement levels start to stagnate. 

One way to encourage employees to take initiative is to appreciate them when they do. 360 degree evaluations are a great place to do that. As a 360 degree feedback example, you can say – 

“Thank you for taking the initiative recently to [insert initiative]. Your leadership really helped us get ahead in this project. Keep it up!”

When you specifically tell managers or employees that their initiative-taking approach is great, that will reinforce that behavior. It’s a great idea to use a 360 degree assessment to make this effort. 

3. A Coworker Helps You Or Other Employees

One of the best things about working in an organization is that you get to be part of a team. But in a good team, teammates actively help each other get better and achieve things. Encouraging good behavior is hence very important. 

When you notice that an employee went the extra mile to help you or someone else, point that out. As a 360 degree feedback example, here’s what you can write – 

“Thank you for going the extra mile and helping Tim with his orientation process. You made him feel like part of the team. Your efforts help us do great work together!”

Once your coworker gets this feedback, they will feel proud of their behavior and try to replicate it whenever possible. That’s the magic of reinforcing feedback. 

4. A Coworker Needs A Confidence Boost

Sometimes, we mess things up. It’s inevitable, and it happens to everyone. You might think that that’s a situation where you need to give redirecting feedback. Sometimes, that’s a mistake. 

When an employee clearly knows they made a mistake, it’s no use repeating that to them. What they might need instead is a confidence boost. Use this opportunity to point out something positive. In your 360 degree feedback survey, here’s what you can say –

“You had a really great presentation prepared for our client meeting. It’s okay that you got nervous and forgot some details. Everyone could see that you had put in effort into that presentation!”

Offering such a boost when an employee needs it will go a long way. It shows that you care about the well-being of your employees, not just results. 

5. A Coworker Comes Up With A Great Idea

One of the most fulfilling things about a job for any employee is to make a unique contribution to it. It takes a lot of courage for employees to trust their ideas and advocate for them. Support them when they do. 

If an employee makes the effort to research and brainstorm a good idea, compliment them regardless of whether it gets implemented. Here’s an example of how you can do it in a 360 degree evaluation – 

“Your idea at yesterday’s meeting was great, and it might just help us boost our sales this quarter. Thank you for putting in the research and engaging so creatively with our problem. You inspire others to do the same.”

This is great reinforcing feedback. It will create a culture in your organization of employees engaging with challenges and coming up with good ideas.

Related:   How to create a thriving workforce with 360 assessments

#2. Redirecting 360 Degree Feedback Examples

Appreciation is powerful and helps maintain thriving workplace culture. But sometimes, we need to have hard conversations. 360 degree feedback surveys do a great job of facilitating that. 

While the feedback is anonymous, you are still talking to another human who has feelings. It’s important to respect them while giving feedback. Here are some redirecting 360 degree feedback examples to help you out. 

1. A Coworker Missed An Important Deadline

For an organization to work efficiently, people need to do their work on time. Sometimes there may be challenges in their way, but employees can also get complacent to deadlines. 

If it’s your suspicion that a team member or manager is routinely late without excuse, it’s worth pointing it out. Here’s a 360 degree feedback example of how you might do that – 

“Your delay on this deadline really caused us problems in finishing the next steps. We weren’t planning on taking so long with this. Could you make sure you follow the deadline in the future or let us know beforehand if you can’t?”

There’s no harm in leaving such feedback. It’s focused on the future, and it aims to redirect your coworkers’ behavior. The part about focusing on the future is critical. In your 360 degree feedback, want to make sure to focus not on negative traits but on how to overcome them. 

2. A Coworker Seems Disengaged

Good work happens when employees are invested in their work and pay attention to getting it right. When they get complacent and are increasingly disinterested, that can be a problem. 

You don’t have to jump the gun if that happens. Employees may be going through problems in their personal life that make them disinterested in work. But if it’s a pattern, it’s important to draw a line somewhere.

If you do have to tell them to be more involved at work, a 360 degree feedback example would look like this –

I’ve noticed that you’re not engaged lately. It’s important to us that you are motivated and enjoy your work. Your low morale is impacting the team as well. I hope everything is okay. It would be great if we can all try to be more engaged if possible. Please reach out to us if you need help with any challenges you’re facing.

This is an empathetic yet firm response. If an employee is facing personal challenges, they will be reminded to deal with them more actively. Else, it’s a good wake-up call.

If low engagement is a pattern within your organization, it might be worth conducting a full-blown employee engagement survey as well.

3. A Coworker Is Not A Team Player

Some employees don’t naturally work well in teams, while others seem to thrive on teamwork. It’s important to respect each person’s preference. At the same time, we should emphasize the need for some flexibility. 

If an employee insists on working alone and doesn’t reach out for help nor offers it, they’re not being part of the team. That’s not good for the employee or the organization. Here’s how to bring it up as a 360 degree feedback example

“It’s great that you solve problems by yourself and move ahead! But sometimes, we all need some help, or we may be in a position to help others. It’s important to grab these opportunities to seek or give support. That’s how we can all thrive as a team.”

This 360 performance review helps by explaining to the employee that they need to adapt, without saying that their tendency to work alone is a negative trait. That’s what makes it a great redirecting 360 degree feedback example. 

4. A Coworker Does Not Communicate Enough

Communication is just something that comes more easily to some than to others. While it’s healthy to accept that, teams need to keep pushing all employees to communicate their ideas. 

When an employee routinely does not speak at team meetings, organizations lose out on important perspectives and suffer as a result. A 360 performance review is a great time to bring this up. Here’s a 360 degree feedback example for this situation –

“You’re doing great work! But I’ve noticed that you tend to stay silent in all our team meetings. Are you facing challenges with communicating? Please reach out if you do. Your perspective is important to us and we want you to feel free to contribute.” 

If a criticism can be framed as a personal development goal, do that! Often, employees’ interests are aligned with the company’s in this manner. Overcoming such hurdles helps the employees personally as much as they help the organization. 

5. A Coworker Is Routinely Late

There’s a reason that employees are asked to report to work at a certain time. It’s just easier for teams to start work if everyone’s around when they need to be. 

Of course, personal life can, at times interfere with employees’ ability to show up on time. But if it’s a routine thing, it’s important to bring it up. It’s possible to do this in a 360 performance review without sounding petty. Here’s a 360 degree feedback example to help out – 

“You’ve been doing some great work recently! I do feel though that it would help us all out if you could come for work sooner. As a team, it’s easier to coordinate if everyone is here on time. Plus, it’ll also help you maintain better work-life balance!”

It’s a slight nudge, but bringing this up in a 360 performance review is enough to create a huge impact. 

How to use 360-degree feedback examples?

Remember, the example comments in this article serve as a reference and source of inspiration.

• Use them as a starting point to craft thoughtful and customized feedback.
• Adjust the sample comments based on your relationship with the recipient.
• Use these comments as conversation starters during feedback discussions.
• Use the comments to suggest resources or strategies for employee development.

What Is 360 Degree Feedback?

Before we get to the 360 degree feedback examples, it’s important to understand what this online survey tool is all about. 360 degree feedback is a process in which employees get together to give feedback about their coworkers’ behavior and performance. It can also involve employees submitting self-assessment reports. 

360-degree evaluations usually include questions with rating-format answers. They also allow space for descriptive feedback. The results of the online survey are then compiled and presented to the employees. 

• Each employee gets to know roughly what the people they work with think about them.
• Anonymous Surveys: Employees can know how they’re performing without any individual having to offend them with critical feedback.
• 360-degree evaluations offer a powerful solution to the tricky challenge of getting employees on the right track.
• Managers can use this tool to get a 360-degree assessment of their performance and the impact they have on their coworkers. Usually, a single manager or employee will get feedback from eight to twelve other employees.
• They will also be able to access their own self-assessment.

First things first, you’ll need an employee management software like ThriveSparrow to create employee 360-degree feedback surveys.

Why The Need For These 360-Degree Feedback Examples?

Employees are almost always invested in improving their behavior and quality of work at the workplace. There is nobody better at identifying their problem areas than the people they work with.

So it’s simple, right? They should just ask around? No.  Giving and receiving good feedback is a very tricky exercise.

People get overly critical while giving feedback or defensive when they get it. This is not something we’re equipped to deal with in a healthy way. 

Online survey tools like SurveySparrow solve this problem by facilitating 360-degree evaluations.

Employees are allowed to give feedback anonymously to their peers. But there’s a right way to participate in 360 degree feedback surveys and a wrong way. That’s where these 360 degree feedback examples come into play. 

Usually, 360 degree evaluations are conducted only for senior managers within an organization. After all, they are the ones engaging with multiple employees who can give useful data on their performance. 

The evaluations received as part of the 360 degree feedback are very influential for employees. They often lead employees to change their behavior in a positive direction.

For this to happen, though, employees need to give feedback effectively and in a healthy, positive spirit. That’s why it’s important to go through some 360 degree feedback examples.

What should I include in 360 feedback?

• Start by recognizing their strengths and positive qualities, highlighting specific areas of excellence.
• Identify specific areas for improvement and offer constructive feedback for their development.
• Provide behavioral examples for your observations.
• Discuss the impact of their actions on the team and work environment, emphasizing both positive contributions and areas for growth.
• Offer actionable suggestions for their improvement.
• Express support, confidence, and encouragement for their growth.
• Foster a two-way conversation by inviting their perspective and openness to ongoing feedback.

Checklist for Writing Thoughtful 360-Degree Feedback

• Get all the info : Make sure you have enough details about the person’s performance, skills, and behaviors. Talk to others, observe them firsthand, and gather all the necessary information.
• Be specific and fair: When giving feedback, be specific and give examples to back up your points. Stay objective and avoid making general statements.
• Balance the good and the areas to improve : Recognize their strengths and achievements alongside the areas where they can improve. Give constructive suggestions on how they can grow and develop.
• Keep it respectful and clear : Use language that is clear, respectful, and easy to understand. Don’t be harsh or attack them personally. The goal is to motivate and encourage growth.
• Offer actionable advice : Give them practical recommendations they can act on. Provide resources, strategies, or suggestions for development.

By following these steps, you can ensure your 360-degree feedback is thoughtful, helpful, and supports the individual’s growth.

Wrapping Up

Those were some reinforcing and redirecting 360 degree feedback examples. We hope they showed you that 360 degree feedback is a great opportunity for communication. With a little tact, you can nudge your team members in the right direction. 

The problems we looked at are not trivial issues. They are critical problems that can make or break your workplace culture. It’s important to develop healthy habits and root out problem areas. That’s how organizations grow and thrive. 

Online survey tools like ThriveSparrow offer great 360 performance reviews to facilitate this communication exercise. With ThriveSparrow’s templates and easy UI, creating and sharing 360 performance reviews takes a few clicks. To add to that, surveys created on this performance management software even get 40% more responses. 

Back to the point, though. A 360 performance review is simply an exercise every organization must conduct. It goes a long way in improving your internal communications and consequently increasing employee engagement. 

Make 360 degree feedback a regular part of your work culture, and help your employees and your company reach greater heights!

Content Marketer at SurveySparrow

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A Manager’s Guide to 360-Degree Performance Reviews (with Examples)

Understanding 360-degree performance reviews, what are the benefits of 360-degree performance appraisals for hr managers, how to prepare for a 360-degree performance review, how to do a 360-degree performance review, sample questions for 360-degree performance review, free 360-degree performance review template, overcoming common challenges in 360-degree performance reviews, measuring the success of your 360-degree performance review process.

Other Related Blogs

Examples of effective 360-degree reviews

• This process is commonly used for leadership development programs . It involves gathering feedback from an individual’s supervisor, peers, direct reports, and sometimes even external stakeholders such as clients or customers.
• The evaluation criteria may include leadership competencies , communication skills, decision-making abilities, and teamwork.
• The feedback is typically used to create personalized leadership development plans, including coaching and training, to enhance leadership effectiveness.
• In a team-focused 360-degree review, team members evaluate each other’s contributions and teamwork. This process helps improve collaboration and team dynamics.
• Criteria may include communication within the team, problem-solving abilities, task allocation, and overall team effectiveness.
• The feedback is used to identify areas where the team can improve its performance, leading to more efficient and productive teamwork.
• This type of 360-degree review focuses on the growth and development of individual employees . Feedback is collected from supervisors, peers, and sometimes subordinates.
• The criteria may include job-specific skills, interpersonal skills, adaptability, and overall job performance.
• The feedback aids in creating personalized development plans to address specific skill gaps and encourage career progression.

Pros and cons of 360 degree performance reviews

• Holistic Performance View: Collects feedback from diverse sources (direct reports, peers, self, and supervisors) to comprehensively understand employee performance, strengths, and weaknesses.
• Enhances Teamwork and Collaboration: Cultivates a culture of open and candid feedback among coworkers, which improves communication and working relationships.
• Resource and Time-Intensive: The feedback collection process can be time-consuming, and it may be perceived as a resource burden by employees and administrators.
• Potential for Conflicting Feedback: Conflicting feedback from various sources can be challenging to reconcile. Resolving differences in feedback may require additional effort that could lead to confusion or frustration among participants.

• Provide clear instructions on providing constructive feedback to ensure helpful feedback is received. 
• Prepare employees for receiving input from multiple sources, emphasizing the benefits of this approach. 
• Set expectations regarding confidentiality and anonymity to create a safe environment for open and honest feedback. 
• Provide resources such as templates and share examples and case studies to explain the process of 360-degree performance reviews. 

The role of technology in conducting 360-degree performance reviews

How does this work.

• Launch a self-assessment and get your score
• Request your team members to share feedback on your skills 
• Generate a combined report to catch insights on strengths, weaknesses, and gaps that miss your eye! 
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Understanding the 30-Degree Performance Review Process

• Identify Key Stakeholders:  Determine the individuals who will provide feedback, typically including supervisors, peers, and direct reports. Define the scope of the review, specifying who will participate and the purpose of the evaluation.
• Develop Evaluation Criteria:  Create a set of standardized criteria for your team to assess the individual’s performance. These criteria may encompass communication skills, teamwork, leadership abilities, and overall job performance.
• Collect Feedback:  In the next step, you need to collect feedback through a method suitable for your team. You can utilize anonymous surveys or interviews to gather input from the identified stakeholders. Ensure that the feedback process is confidential to encourage candid responses.
• Compile and Analyze Feedback:  Collect all feedback and data from surveys or interviews. Analyze the responses to identify patterns, common themes, and areas of consensus or divergence.
• Provide Feedback and Create Development Plans:  Share the feedback with the individual being evaluated in a constructive and supportive manner. Finally, managers can collaboratively develop an improvement plan based on the identified strengths and areas for growth, including clear goals and actions for development and growth, incorporating the insights from the 360-degree review.

• How effectively does the individual communicate goals and expectations to their team?
• What are the individual’s key strengths as a leader?
• In what areas do you think the individual could improve as a supervisor?
• How well does the individual support and provide guidance to team members?
• How does the individual handle conflicts or challenges within the team?
• How would you rate the individual’s ability to make decisions and solve problems?
• Does the individual effectively delegate tasks and responsibilities?
• How does the individual contribute to the overall success of the team or organization?
• How would you describe the individual’s communication skills when collaborating with peers?
• What strengths does the individual bring to team projects and interactions?
• Are there areas where the individual could enhance their collaboration with colleagues?
• How well does the individual provide support and assistance to fellow team members?
• How does the individual handle disagreements or conflicts with peers?
• Does the individual actively contribute to the success of group projects?
• How would you rate the individual’s ability to adapt to changing circumstances?
• What suggestions do you have for the individual to improve their peer relationships?
• How effectively does the individual communicate job expectations and provide feedback?
• What are the individual’s strengths as a manager or supervisor?
• Are there areas where the individual could enhance their leadership and support?
• How well does the individual foster a positive and inclusive work environment?
• How does the individual handle employee concerns or conflicts?
• Does the individual encourage professional development and growth among team members?
• How would you rate the individual’s ability to provide coaching and guidance?
• What recommendations do you have for the individual to improve their leadership style?

Best practices for effective feedback from a 360-degree review

• To ensure personal development:
• Provide actionable feedback.
• Foster honesty and transparency in the feedback process.
• Streamline the review process by using performance management software.
• Incorporate feedback from peers and subordinates for multiple perspectives.
• Instead of solely highlighting strengths, focus on areas of improvement

Resistance to change in the organization

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Master the art of constructive feedback by reviewing your skills with a free assessment now.

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Updated Jun 8, 2022

How to Give 360-Degree Feedback the Right Way

What is 360-degree feedback, the pros and cons of 360-degree feedback, how to adapt the 360-degree feedback model for better results, opening lines of communication on your team.

According to Bill Gates, “We all need people who will give us feedback.  That’s how we improve .” Feedback is a development tool that’s an essential part of work-life. Without it, how can someone know when they’re doing a good job or what they need to work on? Feedback provides vital information about performance and shortcomings, but some  types of feedback  are better than others.

One way to provide excellent feedback is through the 360-degree feedback method. With this type of feedback, leaders, employees, clients, and other people who interact with the company assess team members. With all these varying perspectives, you get a well-rounded review of a person’s performance.

However, most people don’t know how to give great feedback.  The biggest issue is an imbalance between positive and negative feedback. One survey  found  that  56 percent of leaders preferred providing negative feedback , while only 31 percent preferred staying positive. 

When given ineffectively, 360 feedback can demotivate employees and make them feel targeted and victimized. Even if they are excellent performers, many team members feel like failures when confronted with a 360-degree job evaluation .  Do it well, however, and you’ll likely see improvements in your employees, your business, and yourself. 

In this article, learn about: 

• What a 360 evaluation is 
• How to give meaningful, constructive performance evaluations
• And the top ways to teach your team to provide fair and balanced feedback

The 360-degree feedback process involves employees each receiving feedback from their colleagues, direct reports, and managers. Typically, the number of peers who provide feedback is from four to eight, though that depends on the organization. One important aspect of 360-degree feedback is that the  feedback is kept anonymous . Each person fills out a performance appraisal or a confidential form that rates an individual on a scale in multiple categories while also providing further detailed comments. Individuals also fill out forms about themselves.

Once someone has received their feedback, they perform a self-assessment and identify where they need improvement. Based on the feedback and self-assessment, business leaders can understand current performance levels and see what skills people excel at.  The main idea behind a 360-degree evaluation is to help all workers understand how their leaders and coworkers view them.

As with any process, a 360 assessment has its advantages and disadvantages. Identifying the drawbacks will help you pinpoint potential problems and improve the overall process.

Pros of 360-Degree Feedback

• Can reinforce accountability
• Provides an unfiltered look at how coworkers and leaders view a team member
• Shows where to focus future training efforts
• Identifies professional development opportunities
• Looks closely at behaviors and core competencies
• Offers feedback from a wide variety of people
• Allows honest opinions without fear of recriminations

Cons of 360-Degree Feedback

• Doesn’t allow for an accurate measurement of job performance
• Works when only part of a more substantial and wide-reaching performance management effort
• May lead to increased resentment among group members
• Makes it easy for people to remain anonymous while providing unhelpful, unconstructive feedback
• Doesn’t focus on essential or basic job requirements
• Doesn’t account for objective measurements
• Can focus too much on the negative and not the positive
• May result in company-wide mistrust and a decrease in employee retention

As seen with the pros and cons above, a 360 survey can be a useful tool for evaluating individuals and how they fit on the team. However, if implemented poorly, it can end up causing more problems than it solves. The following best practices will help you enact a 360-degree feedback evaluation that gets the most out of the strategy.

1. Teach Your Team How to Give Great Feedback

Don’t forget that feedback is one of the essential elements of good communication.  Anonymous

A 360-degree evaluation relies on employees giving good, effective feedback to their coworkers. The problem is that many workers don’t know how to give great feedback on employee performance. That might be why less than   30 percent  of team members receive feedback regularly.  

Feedback and performance reviews are helpful and necessary for improvement, but only when they’re constructive. That’s why workers need instruction on what effective feedback looks like. Simply criticizing someone for something they did doesn’t count. If team members did that all the time, the team dynamic would quickly break down. People would grow angry and impatient with each other, and communication would turn toxic.

Teach your team how to give constructive feedback that can be used to  elevate others . Doing so gets great results from 360-degree feedback efforts while also helping people avoid  poor communication  within the organization. When this happens, everyone has each other’s backs, creating a mutually supportive environment where each worker feels comfortable.

How to give effective feedback:

• Give specifics:  Saying “You’re great” or “You need to do better” doesn’t help anyone. Be precise about what someone has done well or needs to improve on. Feedback like “John should reply to his messages with more urgency” is specific about where John can improve. Without the specificity, people don’t know where to focus their efforts, leaving them confused and frustrated.
• Call out wins: 69 percent of workers say they would work harder if they received recognition for their work. This means feedback should be positive as well. If all you point out are shortcomings, people won’t listen for long. Call out someone’s wins (the things they’ve done well). As with the above point, the more specific, the better. For example, if Sally had an outstanding client call that got the client to renew their contract, recognize her during the next team meeting or announce it on the company Slack channel. 
• Don’t wait:  You shouldn’t wait to give feedback. Provide it at the earliest appropriate time. There’s no need to wait while a problem festers. And when someone does something well, you should tell them right away. At the same time, it does no one any good to call out a mistake someone made long ago. If the event is long past and nothing can be gained from bringing it up again, let it go.
• Check back in:  Follow up and make sure people understand their feedback. Without checking back in, you’ll have no way of knowing if they’re doing what it takes to improve. 

2. Give Your Team Time to Develop Meaningful Feedback

Feedback is the breakfast of champions.  Ken Blanchard

People rarely put forth their best work when they’re in a rush. Why should we expect anything different when it comes to feedback? Most feedback can be sensitive and personal. Presenting that information after a hasty process may only lead to negative feelings and defensiveness. Some may even interpret the feedback as rude or hostile, and the issue could end up in the hands of human resources.

This idea holds true with 360-degree feedback. When presented with the evaluation, some people rush through the exercises. This isn’t because they don’t take the feedback seriously or dismiss it as unimportant. Instead, it’s because they  don’t have enough time in their day to provide thoughtful feedback in addition to getting their typical tasks done.  Remember that  giving feedback is extra work for most people .

To get the best feedback, you should provide group members with time off to focus on the 360-degree evaluation. This might look like a full afternoon or even an entire day off so they can collect their thoughts and write them down in the way they want.  Without the extra time to think and ponder, employees will often settle for surface-level feedback , which doesn’t get at the heart of potential problems.

Most people need more time to think about where someone excels and where they need a little more help. With that extra time, they can provide more constructive and useful feedback. 

Also, don’t spring the 360-degree evaluation on them out of the blue. Let them think and plan ahead of time , so they’re ready to go when the right moment arrives.

3. Ask Better Questions

If nobody asked questions, then we would never learn anything. Brandon Sanderson

Just giving people a blank slate to write down their thoughts may work for some employees, but most workers will be left scratching their heads. Employees need further guidance when it comes to writing down their thoughts , and that all begins with the questions you ask.

To get the most out of 360 reviews,  develop specific questions that help guide people in providing feedback in particular areas.  Creating these questions for the evaluation isn’t always easy. Here are some questions you should ask yourself before starting the feedback process.

• What is it you really want to know from this exercise?
• How will this information be put to use in your organization?
• What’s the overall purpose of this evaluation?
• What is the specific goal you’re hoping to achieve with this person?

You shouldn’t have a standard form for people to fill out with every evaluation.  Every employee is different, so if you ask generic questions for every person, you’re unlikely to get the specific answers you seek.  Create a unique evaluation tailored to each worker and the job they do.

Most of all, think about how the feedback will help the person under the microscope. Each question should reflect the purpose of the feedback , otherwise, it’s just wasted time and space.

4. Stay Positive

Criticism, like rain, should be gentle enough to nourish a man’s growth without destroying his roots.  Frank A. Clark

Too much negative feedback can destroy a person’s confidence and weaken their resolve to be better.  It can also lower morale to a dangerous level. Just think what it would do to a team that received nothing but negative feedback. Spirits would drop, and team cohesion would suffer.

That’s not to say that you should avoid all types of negative feedback.   Some feedback of that type can be helpful and constructive. But you have to stay positive to avoid coming off as too critical.  Make sure you provide upfront positive feedback first.   Then you can get into the nitty-gritty and where they need to improve.  Finish the meeting off by reminding the employee that they’re still doing an excellent job when applicable.

But what if someone isn’t doing a good job?  In such a case, you need to sit down with them to have a serious conversation about the areas that need improvement. Even then, you shouldn’t just list out what needs to be fixed. Develop a plan together to map out specific goals and timelines.

Through it all,  offer your support , all the while encouraging them and staying positive. When you accompany this with honest communication about what needs to change, they’ll be more receptive to the feedback you give.

Give employees a real chance to succeed by keeping your communication lines open. Check in with them from time to time on their progress. Maintain your support and encouragement. If after all this you still have to let them go, they at least won’t feel blindsided.

5. Always Give Feedback in Person or on Video

To become more effective and fulfilled at work, people need a keen understanding of their impact on others and the extent to which they’re achieving their goals in their working relationships. Direct feedback is the most efficient way for them to gather this information and learn from it.  Ed Batista

One potential serious flaw in the 360-degree feedback process is how leaders deliver the feedback. Usually, feedback recipients would be given the feedback as a document. This, however, creates problems due to the  lack of human connection  and communication. All feedback should be given in a forthright, meaningful, and constructive way, and doing so through an anonymous survey represents an enormous challenge.

Feedback should happen face-to-face as much as possible. It’s simply more meaningful that way. It also helps you deliver criticism more constructively. Choosing to only deliver a paper will fail to build close relationships with your team members.

Choosing to give feedback in person also  allows you to have tough conversations with no chance at meanings getting lost in translation.  You can deal out the tough news in a more supportive way. As Winston Churchill advises, “Criticism may not be agreeable, but it is necessary. It fulfills the same function as pain in the human body. It calls attention to an unhealthy state of things.”

Always give feedback face-to-face.  If you have remote workers, do it over video chat. Show that you care about a person’s professional development. Taking the time to give feedback in this way shows that the matter is important to you, and the employee should take it seriously.

It doesn’t matter if you’re in sales, customer service, research and development, or part of the executive suite. Feedback is necessary to better yourself and improve in your role. There are many ways to give feedback, and just like any other one, 360-degree feedback has its pros and cons.  To have the best chance at success with it, all lines of communication must be open.

While an anonymous survey may help team members be candid, it’s not the most effective way to give feedback. Where 360-degree feedback excels is having different perspectives on a single person. This can help you see someone’s strengths and weaknesses.

Open up lines of communication between team members for the best results.  Encourage your team to give each other face-to-face feedback on a regular basis. In the end, you’ll build stronger bonds as a team.  As feedback becomes normalized, you’ll see more innovation, improved performance, and increased profits at your organization.

Need more tips on improving communication?  The following articles can help.

Communication is Key: 4 Communication Strategies for Leaders

The Value of Open Communication in the Workplace

The Top 5 Communication Skills Every Leader Needs

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What to ask in 360 feedback: example questions and template.

15 min read 360 Feedback is a useful tool for employee development, usually run during employee review periods. However, when it comes time to create feedback questions to ask in your 360 Degree Feedback assessments, many people draw a blank.

What’s the key to good 360 feedback questions?

Feedback is crucial to understand how an organisation’s employees are supported by management and assisted in their development. For an employee, it’s useful to understand how their work and efforts are being perceived by others, and how they can gear their efforts towards greater improvement. This is why the 360 degree feedback exercise is vital for any human resources toolkit.

Yet, there’s a difference between employees receiving poor feedback and good feedback. Poor feedback can negatively affect relationships between staff and managers, while also wasting the full potential of the 360 Development solution . Good feedback can take results and apply the learnings and results constructively to the employee, helping them connect with the organisation and want to do better.

It’s important that 360-degree feedback questions:

• Are relevant to the person being investigated — Peers, line managers, and direct reports are examples of useful relationships that can have a say about an employee. Getting feedback from people that aren’t relevant working relationships to the employee will bring up irrelevant data.
• Are focusing on an employee’s attributes, not solely on performance — Employee behavior is what we’re reviewing here in a way that can be broken down by non-KPI standards (e.g. the employee’s communication, motivation, or interpersonal skills.
• Are seen as ways to discover a person’s ‘blindspots’ —The questions should not be attacking or leading. Instead, they should ask for an evaluation without bias .

How to write a good 360 feedback question

In order to get the right data, 360 feedback questions must be written in the right way . Here are some things to consider when choosing your questions:

• The framing of the question — Is the question fair and non-judgemental? Does it provide a large range of responses that a participant can answer without leading or influence?
• Choose a specific question that focuses on one competency at a time — Trying to measure more than one attribute area can confuse the participant and lead to unclear results.
• The language in the question — Does the question use the primary language of your audience? Is there overly complex language, jargon, or technical language that will prevent understanding?

When considering if the final question selection hits the mark, ask yourself if the questions offer:

• Relevance to your organisation — Is the final question selection fairly covering all the driving factors or employee attributes that you want to explore for your organisation? Below is a list of the 360 competencies that we’ll explore as part of our 360 Development solution .

• Relevance to the role — Does the final question selection have more than 8-10 competencies? Don’t exceed this number as the feedback should be focused around the core areas for that job.
• An easy to complete process — Is the final question selection user-friendly to read , understand, and complete? To avoid survey fatigue , it’s recommended not to exceed more than 30-40 questions.

Closed-ended vs open-ended feedback question examples

Most questions used in 360-degree feedback are close-ended questions that have a specific answer range (yes/no, 1-10, etc). This does make data collection easier to collect and analyse in quantifiable ways, meaning comparisons are also easier to do.

However, open-ended questions also have a part to play in employee feedback . This gives the opportunity to understand why results have been provided, information that can’t be captured in numerical form, and provide details that aren’t covered by the available questions.

You can make open-ended questions as mandatory or optional questions to carry out by the participant, though optional may limit the comments and qualitative feedback, which is valuable for understanding results and specific use cases.

360 feedback question examples by type

360 feedback questions for managers.

These close-ended questions are useful for adding to management 360 feedback reviews, to ask relevant questions for this particular role.

• Does the manager work in a respectful manner to others?
• Does the manager consider other team members’ opinions before making a decision?
• Does the manager effectively solve problems?
• Is the manager responsive to their team’s needs and questions?
• Can the manager work under pressure to meet deadlines?
• Does the manager provide a clear vision that aligns with the organisation’s objectives?

These close-ended questions are great to understand the leadership abilities of the employee.

• Does the employee provide solutions to difficult customer problems?
• Is the employee demonstrating leadership on a daily basis?
• Does the employee take accountability for the work and carry it out to the deadline?
• Do other team members look to the employee to help them with their work?
• Does the employee carry out duties without issue?
• Does the employee bring ideas to the table when problem-solving?
• Does the employee supervise work to an effective level?

Communication

These close-ended questions are used to understand how well an employee communicates.

• Does this employee listen well to others’ suggestions?
• Does the employee communicate effectively with customers/managers/peers?
• Does the employee ask for more information if they do not understand something?
• Does the employee communicate well in writing with good grammar and spelling?
• Does the employee speak in a clear and concise way?
• Does the employee effectively communicate their ideas to others?
• Does the employee create opportunities for discussion and dialogue?

Interpersonal skills

These close-ended questions are used to understand how well an employee can form and nurture relationships within the organisation.

• Does this employee work well with others on tasks?
• Does this employee show respect to others in their team?
• Does the employee manage their emotions and keep them in check?
• Does the employee effectively manage their stress levels?
• Does the employee regularly have conflict with others?
• Does the employee exhibit the core people values of the organisation?
• Does the employee collaborate with others effectively in a team?
• Is this employee someone that other staff will turn to for advice?

Problem solving

These close-ended questions are used to understand how well an employee can examine a problem and find a suitable solution.

• Is the employee effective at evaluating a problem?
• Does the employee suggest useful solutions to a problem?
• Does the employee recognise when there is a problem?
• Does the employee effectively communicate the problem to others and bring them on board?
• Is the employee able to work independently to fix a problem?
• Does the employee feel confident in exploring problems without assistance?
• Does the employee provide creative solutions to problems?
• Does the employee understand the impacts and dependencies of a problem?

Organisational alignment

These close-ended questions look at how an employee reacts to the organisation’s goals and values.

• Does the employee know about the organisation goals?
• Does the employee know about the organisation’s strategic vision?
• Does the employee live the company values daily?
• Does the employee discuss the company in meetings?
• Does the employee recommend the company to customers?
• Is the employee showing engagement with the organisation goals?
• Does the employee actively feedback about organisation ideas or activities?

Employee’s Motivation

These close-ended questions look at how an employee’s motivation levels for the work and their own role.

• Does the employee appear to be motivated by their job?
• Does the employee communicate that they are motivated with their job?
• Is the employee difficult to motivate to do a task?
• What is the level of motivation that the employee shows?
• Is the employee motivated to independently share their work with others?
• Does the employee motivate others in a group task?
• Does the employee complete their tasks effectively?
• Does the employee create a sense of collaboration when working with others?
• Does the employee deal with daily work tasks effectively?
• Is the employee’s work finished to the right level every time?
• Does the employee complete their work on time?
• Does the employee provide high standards in their work?
• Does the employee exceed expectations with their work?
• Does the employee improve processes to make them more effective?

Open-ended questions for 360 degree feedback reviews

Where you decide you want to add in open-ended questions, you can add these in after each question to find out specific reasons why participants answered in the way they did, or at the end of the close-ended questions, to give summaries or final thoughts outside of the selection of close-ended questions. Some examples include:

• Please elaborate more on your answer?
• Why have you answered this question in this way?
• What else would you like to share about this employee?
• What has this employee done particularly well?
• What would make this employee more effective in their role?
• What other comments do you have?
• Are there any attributes that have not been covered that you’d like to associate with this employee?
• Can you provide specific examples?
• What skill level have they demonstrated within [add attribute]?

360 Feedback Best Practices Guide eBook: Download Now

Sample 360 feedback question on core competencies:

Here’s a 360 Feedback template for asking someone about a colleague’s employee performance . These best practice examples can help you get started on your survey, or benchmark what you’re currently doing.

Each section of the template focuses on a different attribute: In this case, Communication, Strategic Mindset, Decision Making, and Leading the team.

Hello (Evaluator Name),

You’ve been asked to provide employee feedback in this 360-degree survey for (Subject Name).

Below are some key leadership principles that apply to (Subject Name)’s development.

Please provide your confidential feedback by answering the following questions:

Please rate (subject’s name/yourself) relative to peers:

What are 1-2 ways (SUBJECT) can improve in this area?

What are 1-2 things (SUBJECT) does well in this area?:

Strategic mindset

Please rate (subject’s name/yourself) relative to peers:

Decision making

What are 1-2 things (SUBJECT) does well in this area?

Leading the team

Please rate (subject’s name/yourself) relative to peers:

Qualtrics solutions that make 360 feedback easier

Organisations that use such a 360 review process can be overcome with data and may have problems taking the next steps to analyse and communicate results.

Qualtrics has “built for purpose” technology helping participants of the 360 program:

• Provide feedback that is honest, authentic , and actionable without the fear of attribution back to the rater.
• Provide assurance to subjects that the 360 program’s primary purpose is growth and development of employees so that it can mitigate any associated fears related to career development or reputational cost.
• Use 360s for development only and allow participants to choose their own evaluators so that they can co-create the process
• Provide 360 Dashboards that are unique to the Qualtrics’ solution to give HR and People Analytics leaders the opportunity to identify areas of strengths and deficiencies across the organisation as a whole.
• Filter data in real-time to identify development gaps across an organisation, based on job level, role, tenure, geography, and other embedded data.
• Help directly feed results into your human resources, learning, and development strategies and help you make development decisions with greater speed and confidence.
• Quickly identify development gaps across your organisation.

It covers all key competencies:

And is administered in four stages:

Run 360 feedback surveys with Qualtrics

This article was written by the EmployeeXM team

Our EX Scientists are a global team of Employee Experience consultants who deliver advisory services for our clients to help them design and deliver world class EX strategies & programs. They provide empirically driven, best practice solutions.

Related resources

360 Feedback

Advantages and Disadvantages of 360 Feedback 6 min read

360 degree feedback 14 min read, 360-degree review process 14 min read, 360 feedback for leadership development 10 min read.

Employee Experience Management

Frontline Workers 14 min read

Employee Lifecycle

Retention Rate 13 min read

Attrition rate 18 min read, request demo.

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How to Request 360 Feedback From Your Colleagues + Examples

Are you looking for ways to request actionable feedback from your colleagues? Do you want to improve your work performance and reach your goals? If so, then 360 degree feedback cycles are a great opportunity to do just that.

At Pearl, we understand the importance of eliciting and receiving meaningful and actionable feedback in order to foster growth in both yourself and those around you. In this blog post, we’ll provide detailed examples of how to elicit productive 360 feedback as well as tips on how to request it from others. So read on if you want some helpful advice about providing valuable insights into your coworkers’ development!

What is 360 Feedback?

360 feedback is a process in which an individual receives feedback from their peers , supervisors, and/or subordinates. This type of feedback can offer a more comprehensive view of an individual’s performance and capabilities than other traditional employee feedback tools . It provides multiple perspectives on performance, which can be particularly useful for self-reflection and development.

By taking into account the opinions of various stakeholders within an organization, 360 degree feedback can help identify areas that need to be improved upon, as well as potential career growth opportunities. At an organizational level, it can provide valuable insight into how collaboration works and help to foster a culture of open communication and trust.

How to Request 360 Feedback?

Some companies have formal 360 feedback programs, while others do not. It depends on the organization's size, operating rhythm, management style, and probably a hundred other factors.

360 performance review programs can vary in their flexibility and customization options. While some programs provide pre-defined templates with fixed questions, others allow employees to add or modify questions based on their specific needs and goals.

Here are a few program types you might encounter:

Fixed Template 360 Feedback

Some 360 performance review programs provide a standardized template with a set of questions that are designed to evaluate various aspects of an employee's performance. In such cases, employees may not have the flexibility to add or modify questions. This approach ensures consistency across the organization and helps facilitate easier analysis and comparison of feedback. In this case, you'll have to accept the questions and feedback as designed.

Customizable 360 Feedback

Other programs offer a customizable template, allowing employees to add or modify questions within predefined guidelines. This flexibility enables employees to tailor the review process to their specific roles, responsibilities, and development areas. It can be particularly useful when different teams or departments have unique performance evaluation criteria.

Open-Ended Feedback Customization

Some organizations use more flexible systems or manual processes that allow employees to create entirely new sets of questions or modify existing ones without significant restrictions. This approach provides maximum customization, but it will require additional coordination and alignment with the organization's performance management guidelines.

It's essential to consult your organization's policies and guidelines or engage with the HR department to understand the specific rules and options available within your performance review program. This will help you determine the extent to which you can add or modify questions to gather feedback that aligns with your goals and objectives.

Personalizing Your 360 Feedback Questions

If your company has a formal 360 feedback system in place and allows for partial or entirely customized questions, you have an opportunity to find out some truly valuable, personalized feedback. Start by having a clear goal of what you are looking for in the feedback. Knowing what you want to achieve with it can help guide the process and ensure that you get the most out of it.

When making a request, try to be as specific as possible about what kind of comments or insights you would like to receive. If you’re looking for ways to improve a specific area of work performance, be sure to explain what you're working toward and what feedback would be most helpful. Additionally, make sure your reviewers are aware of how their comments will be used and who else will have access to them.

A good question should be clear and specific, so that the person being asked can understand your objective. It should have a purpose in mind, such as gathering information or verifying facts. Additionally, it should avoid using leading language or making assumptions to ensure unbiased responses. Finally, it should be open-ended enough to allow respondents to explore their own thoughts and feelings when answering them.

These types of questions can help provide more detailed and actionable insights into how well you're performing in your role, how you're showing up and representing yourself, etc.

Overall, providing meaningful 360 degree feedback requires some preparation and thoughtfulness but can be an extremely valuable tool for fostering growth and development among employees. By taking the time to ask thoughtful questions and craft clear requests, individuals can gain invaluable insight into their own skillset while also helping others get better at what they do best!

360 Performance Review Example Questions

In order to elicit useful responses from those giving feedback, consider including evocative questions. Here are some 360 performance review example questions:

• What do you think I could do differently to improve my performance in my role?
• Do you think I'm effectively communicating with colleagues and other stakeholders?
• What are your thoughts on my ability to work in a team environment?
• How do you think I'm contributing to the team's overall success?
• What specific skills or qualities do you think I bring to the team that have had a positive impact?
• What areas or skills do you think I could further develop to enhance my overall performance?
• Have you witnessed any specific actions or behaviors that support my career development?
• Have I demonstrated a solid work ethic and commitment to the job?
• Are there any areas of skillset that you feel I need to further develop or strengthen?
• Do you feel that I am sufficiently using my initiative and taking on new tasks or projects when they arise?
• How would you rate my problem-solving skills and ability to troubleshoot issues quickly and accurately?
• Are there any organizational objectives that, in your opinion, I could better contribute towards achieving?
• What areas of collaboration do you believe have been successful between us, and what could be improved upon?
• Are there any changes or improvements that you'd like me to make with respect to our working relationship together?
• Have there been any particular instances where I have handled a situation particularly well or poorly from your perspective?
• How can I further demonstrate leadership qualities within our team environment?
• In terms of interpersonal relationships with colleagues, how do you think I am performing overall?
• From your perspective, are there any weaknesses that should be taken into consideration when evaluating my progress over time at work?

By taking the time to ask thoughtful questions and craft clear requests, individuals can gain invaluable insight into their own skillset while also helping others get better at what they do best! Having a comprehensive understanding of the feedback received from colleagues can help provide a strong foundation for career growth. With this knowledge, you can take informed steps in improving your performance and fulfilling your professional goals.

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Learn more about leadership and management

Navigating Existential Crisis: Finding Meaning and Purpose in Your Career

Examples of Well-Written Performance Reviews: A Guide to Effective Evaluation

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360 Feedback Examples: Sample Questions and Answers to Get Started

June 2, 2023

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We’ve all experienced how stressful and uncomfortable office evaluations can be. Being called into your boss’s office to discuss your shortcomings in detail isn’t most people’s idea of a good time. It’s awkward and unpleasant to say the least.

However, evaluations don’t have to be this unbalanced one-way communication style. This is where 360-degree feedback comes in.

Here, we’ll discuss what 360 feedback is, how it works, and 360 feedback examples.

What is 360-Degree Feedback (360 Feedback)

360-degree feedback (sometimes called 360 feedback) is feedback given to an employee from multiple sources as a form of performance management . These sources are typically colleagues, peers, direct reports, and/or clients.

Traditionally, evaluations are given to an employee from their supervisor in a “top-down” approach. 360 feedback, on the other hand, is meant to give a more rounded review of the employee.

The employee will typically complete a self-assessment questionnaire. Then, about 6 to 10 other respondents will complete the questionnaire about the employee, as well. The goal is to give the employee a well-rounded view of their performance, with feedback from all groups they interact with.

What are the Benefits of 360-Degree Feedback?

360 feedback can be more beneficial than traditional feedback in a few ways. It can:

• Increase self awareness
• Offers a more objective, holistic evaluation
• Reduces bias, increases equity and inclusion
• Creates a more open, trusting work culture
• Provides insight to a range of employee relationships

When was 360-Degree Feedback First Introduced?

This type of feedback may sound modern, but in actuality, multi-source feedback dates back about 100 years ago. During WWI, the American Military employed multi-rater feedback among their soldiers. However, while this feedback did take feedback from multiple sources, it still lacked input from subordinates.

During WWII, the German military began using true 360-degree feedback. Here, they would determine a soldier’s performance by gathering feedback from supervisors, peers, and subordinates alike.

Shortly after WWII, 360 feedback began to make its way into the workforce. In the 1950s, The Esso Research and Engineering Group was the first company to use multi-source surveys to evaluate their employees.

Due to the company’s major success, the demand for 360-degree feedback grew exponentially.

360 Feedback Examples: Questions and Answers

360-degree feedback example questions.

When writing a 360 feedback survey, it’s a good idea to have a mixture of close- and open-ended questions. This will provide both quantitative and qualitative feedback.

Close-Ended 360 Feedback Example Questions

Have respondents use a scale from “strongly disagree” to “strongly agree” to answer the following questions.

• This person exhibits strong leadership skills.
• This person is organized.
• This person meets deadlines.
• This person communicates clearly and effectively.
• This person is reliable.
• This person is respectful of others.
• This person is a good listener.
• This person is open to feedback/improvement.
• This person works well collaboratively.
• This person is an effective problem solver.

Open-Ended 360 Feedback Example Questions

• What’s something this person does exceptionally well?
• What’s an area where this person could improve?
• What should this person start, continue, and stop doing?
• What’s an area or skill this person could improve?
• How would you describe this person in 3 to 5 words?
• How well does this person adapt to changing priorities or last-minute edits?
• Does this person offer valuable insights during meetings and collaboration?
• What does this person uniquely bring to the team?
• How does this person contribute to the company’s culture?
• Is there anything that you’d like to change about working with this person?

RELATED: What is an Employee Engagement Survey? And Why Should You Care?

360 Feedback Examples for Peers

Not sure what feedback to give your peers? Here are a few responses to help get you started.

Positive Peer Feedback

• This person is great at understanding what needs to be done and organizing an action plan.
• This person speaks with such confidence – I always feel like we’re headed in the right direction when they’re in charge.
• This person does a great job of making sure everyone is heard. Even with lots of voices in the room, I never feel dismissed or unheard.
• This person communicates their ideas very effectively. They’re patient and thoughtful with their words, which makes it easy to understand their ideas.
• I think this person has what it takes to make a strong leader. They’re confident, clear, understanding, and flexible.

Needs Improvement Peer Feedback

• I think this person could be a bit clearer when they communicate. Sometimes I’m unsure of what deliverables they’re asking of me and when they’d like them.
• This person could give more recognition to coworkers. Sometimes it feels like they don’t appreciate it when others go out of their way to help them.
• This person does great work, but sometimes they need to be reminded about projects/details/deadlines. This can feel a bit unreliable.
• This person doesn’t seem very open to other people’s way of doing things. It can sometimes feel that they want things done only their way.
• This person sometimes has difficulties prioritizing the most important projects and tasks.
• This person can be unapproachable at times. It feels like sometimes I’m annoying them with my questions/comments.
• At times, this person seems distracted by non-work-related issues, like excessive personal phone calls, social media usage, online shopping, etc.
• I think this person could improve by learning to think more strategically and long term. Sometimes it feels like the decisions they make are quick fixes.
• I've noticed this person could work on their confidence. They have great ideas and some extra confidence would encourage others to support them.
• This person occasionally neglects some of the more tedious, but important, parts of their job. It can make things more difficult for others down the line.

How to Give 360 Feedback to Your Boss (Examples)

It’s undeniable that giving feedback to a superior can be awkward. There may be areas you’d like your boss to work on but telling them could risk getting on their bad side.

To help, we have a few rules and guidelines to make giving 360 feedback to your boss as painless as possible.

1. Categorize your feedback into a few buckets.

A few areas to consider include:

• Leadership skills – Think about how well your boss communicates expectations, motivates, leads by example, and is a part of the team.
• Problem-solving skills – Consider how well your boss resolves conflict, brainstorms, collaborates, and accepts accountability.
• Employee engagement – Think about how well your boss builds trust, listens and supports employees, is accessible/available, and how much they care about the team as people – not only employees.

2. Avoid speaking in absolute terms.

As with all effective communication, it’s a good idea to avoid using words like “always” and “never.” This is because it’s unlikely to be true and it doesn’t really address the root problem.

So, it may feel like your boss never listens to your ideas. However, in reality, it’s likely your boss does hear you and considers your input. But they may lack the active listening skills that show you you’ve been heard.

Instead, try softening your feedback. Rather than saying “You never listen to my ideas.” Say, “At times it feels like my ideas aren’t considered. I’d love to learn why they won’t work so I can continue to improve.”

3. Be objective, empathetic, and solutions-based

It’s not always easy, but being objective is important during evaluations. You may really like your boss but that doesn’t mean they have no areas that can be improved (and even if you dislike someone, they probably do some things well).

Try to put your feelings about the person aside, and instead focus on their actions. What do they do that works for your team? What hasn’t been working? Why?

Then, write your response remembering that your boss is still a person. No one is immune to harsh or mean comments. So, strive for your feedback to be constructive and helpful for your boss and the team.

Drive Better Engagement with Terryberry

360-degree feedback is just one way to engage your employees. Terryberry provides even more solutions to help drive performance and retention  through effective employee engagement. These solutions include:

• Service Awards and Performance Awards : Recognize and reward employees based on years of service awards, anniversaries, or performance.
• Social Recognition :  Empower your employees  and managers to recognize their peers and celebrate successes with an easy-to-use  social recognition application .
• Feedback and Communication : Unlock improved feedback and communications with employee and customer feedback solutions.
• Wellness Programs:  We make it easy to run wellness programs and activity challenges that increase engagement, expand corporate health, and build team camaraderie.

Ready to learn more?  Schedule a demo with our team  to get a hands-on walkthrough of how Terryberry can transform the culture of your workplace.

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Effective 360 Feedback Examples for Peers: Your Ultimate Guide

Disclaimer : We sometimes use affiliate links in our content. For more information, visit our Disclaimer Page . 

In the realm of modern business, effective peer communication is the linchpin of team success, personal growth, and organizational triumph. Embracing 360-degree feedback stands as a cornerstone for nurturing this vital interaction. This comprehensive guide delves into the art and science of 360-degree feedback, aiming to equip you with the practical skills and understanding necessary to deliver impactful peer reviews.

You’ll gain access to meticulously crafted feedback examples , actionable strategies to construct a peer feedback form template, and a thorough exploration of the dos and don’ts in peer-to-peer feedback processes. Furthermore, we’ll tackle the common hurdles faced when exchanging feedback with colleagues, ensuring you’re prepared to navigate these situations with confidence and poise.

Key Takeaways:

• 360-degree feedback is a valuable tool for providing constructive feedback among peers.
• Effective communication among team members is critical for enhancing teamwork and driving growth and development.
• Providing peer-to-peer feedback requires a constructive and valuable approach to communication.
• Creating a structured peer feedback form template can encourage valuable feedback and enhance communication between peers.
• Implementing peer feedback best practices can foster a culture of feedback and continuous improvement within your organization.

What is 360-Degree Feedback?

360-degree feedback is a dynamic review system that extends beyond the traditional supervisor-employee evaluations. It engages a broad spectrum of assessors, including an individual’s peers, direct reports, and managers, as well as customers in some instances. This inclusive approach ensures that employees receive feedback from every direction—hence the term “360-degree.”

The purpose of this feedback is to provide a multifaceted perspective on an individual’s strengths, weaknesses, and areas for improvement . It is an essential tool for promoting growth and development, especially in the workplace.

The Advantages of 360-Degree Feedback

This collaborative feedback method can lead to significant benefits:

• Enhanced Self-Awareness : Employees can understand how their work is perceived from multiple vantage points, not just from their manager.
• Balanced Viewpoints : By including feedback from various levels within the company, individuals receive a balanced perspective of their strengths and weaknesses.
• Encouragement of a Feedback Culture : It normalizes the practice of giving and receiving feedback within the organization, fostering open communication and continuous improvement.
• Focus on Development : 360-degree feedback is particularly effective for personal and professional development , helping individuals chart a course for growth based on a wide array of feedback.

Crafting Constructive Feedback Among Peers

When  giving feedback to peers , it is crucial to do so in a constructive and valuable manner. Here are some sample feedback examples to illustrate effective communication techniques :

“I appreciate your hard work in completing the project within the deadline. However, I noticed that some of the data could use more clarification and analysis.” “Your presentation was engaging and informative. Next time, try to slow down a bit and allow more time for questions.” “Your attention to detail is impressive. I suggest focusing on time management to ensure that all tasks are completed efficiently.”

Your creativity sparks innovation within the team. Balancing this with structured meeting agendas could further harness our brainstorming sessions.”

These  constructive feedback examples for peers  are specific, actionable, and focus on both strengths and areas for improvement. By providing feedback in this manner, you can foster an environment of collaboration and growth.

Peer-to-Peer Feedback Best Practices

Effective feedback is crucial for promoting growth and development among peers. In this section, we will explore best practices for providing constructive feedback to colleagues and sharing valuable  feedback examples for peer evaluations .

One of the most important aspects of peer feedback is to ensure that it is specific and actionable. Feedback should be focused on the behavior and actions of the individual, rather than their personality or character traits. This helps the recipient to understand exactly what they need to do to improve, rather than feeling personally attacked.

“I really appreciate the way you supported me during the presentation. Your constructive feedback on my tone and pace helped me to improve my delivery and engage the audience more effectively.”

Another best practice for peer feedback is to focus on the positive aspects of the individual’s performance, in addition to areas for improvement. This helps to create a positive and supportive environment, where colleagues feel valued and motivated to continue their efforts.

It’s important to avoid making assumptions about the individual’s motives or intentions and to stick to the facts of the situation. This helps to keep the feedback objective and fair and allows the recipient to respond constructively.

Finally, it’s important to provide feedback in a timely manner, rather than waiting until the end of a project or evaluation period. This allows the individual to make adjustments and improvements as soon as possible, rather than repeating the same mistakes.

Effective Peer Feedback Examples

• Be specific and actionable
• Focus on the positive aspects, in addition to areas for improvement
• Avoid making assumptions or being subjective
• Provide feedback in a timely manner

By utilizing these best practices and examples, you can provide effective feedback to your peers, promoting growth, collaboration, and success in the workplace .

The Power of Constructive Feedback

Effective feedback is a powerful tool for inspiring personal and professional growth among peers. By providing constructive criticism and highlighting areas of accomplishment, feedback can help individuals identify their strengths and weaknesses to improve their overall performance.

“Feedback is the breakfast of champions.” – Ken Blanchard

One of the most effective forms of feedback is positive feedback , which can motivate and inspire individuals to continue their efforts. In contrast, negative feedback can be discouraging and demotivating if delivered in an overly critical or harsh manner.

When  giving feedback to peers , it is essential to maintain a balance between positive and negative feedback and to ensure that your comments are specific, factual, and actionable.

Examples of Effective Peer Feedback

Here are some  examples of effective peer feedback :

As you can see, effective peer feedback highlights specific accomplishments and areas for improvement, rather than making generalized comments or criticisms.

When providing feedback, it is also important to focus on behaviors rather than personality traits . For example, instead of saying, “You’re not a good listener,” say, “I noticed that you interrupted me several times during the meeting, which made it difficult for me to share my ideas.”

Overall, effective feedback can be a powerful tool for fostering personal and professional growth among peers. By providing specific, factual, and actionable feedback, you can help your colleagues reach their full potential and achieve greater success.

Peer Performance Review Examples

Peer evaluations are an essential component of effective teamwork. They allow team members to provide constructive feedback that can help identify areas for improvement and enhance overall performance. Here are some  peer performance review examples  that can promote growth and development within your team:

As you can see, these examples are well-structured, outlining specific strengths and areas for improvement in a clear and concise manner. By focusing on specific performance areas, you can provide valuable feedback that can help your colleagues reach their full potential.

Peer Performance Review Tips

• Be specific and objective in your feedback, citing specific examples to support your statements.
• Focus on constructive criticism that offers actionable steps for improvement.
• Ensure your feedback is respectful and professional, framing it in a way that highlights your colleague’s strengths and potential.
• Encourage a two-way conversation, understanding that feedback is a valuable opportunity for growth and development for both parties.

These tips can help you navigate the peer performance review process confidently and effectively, ensuring that your feedback is both helpful and well-received.

Providing Peer Feedback: Dos and Don’ts

When providing peer feedback, there are certain dos and don’ts that should be considered to ensure effective communication and a positive outcome. Here are some examples:

• Focus on specific behaviors that can be changed
• Use neutral language and avoid sounding accusatory
• Be clear and concise in your feedback
• Offer suggestions for improvement
• Be supportive and encouraging
• Criticize the person rather than their behavior
• Use vague or ambiguous language
• Make assumptions or jump to conclusions
• Offer feedback in public or in a confrontational manner
• Be overly harsh or negative

When crafting peer feedback, it’s important to consider the recipient’s feelings and to approach the situation in a constructive and productive way. Below are some  peer evaluation examples  and sample comments to illustrate these principles:

Always keep in mind that the purpose of peer feedback is to promote growth and development. By following these dos and don’ts, you can foster a culture of constructive feedback and build stronger relationships with your peers.

Creating a Peer Feedback Form Template

One of the most effective ways to encourage peer feedback in the workplace is by creating a structured feedback form. This not only helps to establish consistency in the feedback process but also ensures that all relevant information is captured.

Here are some key elements to include when creating a  peer feedback form template :

1. Introduction

The introduction should provide an overview of the purpose and benefits of peer feedback, as well as the guidelines for completing the form. This section can also include a confidentiality agreement to ensure that all feedback remains private.

2. Criteria and Rating Scale

Clearly outline the criteria for evaluation and the corresponding rating scale . This could include aspects such as teamwork, communication, problem-solving, and leadership skills . The rating scale can be numerical or based on a Likert scale, depending on what works best for your organization.

3. Open-Ended Questions

In addition to the rating scale, include open-ended questions that allow peers to provide detailed feedback. These questions should be specific and relevant to the criteria being evaluated. Examples of open-ended questions include:

“What are the areas where the peer excels?” “What are the areas where the peer could improve?” “How can the peer better contribute to the team’s success?”

4. Action Plan

Include a section for the peer being evaluated to outline their action plan for improvement. This can help to ensure accountability and encourage continuous growth and development.

5. Signature and Date

Finally, include a section for signatures and the date to ensure that all feedback is verified and accounted for. This can also act as a record for future reference.

By following these guidelines, you can create a comprehensive and effective peer feedback form template that promotes constructive communication and growth within your organization.

Implementing Peer Feedback Best Practices

Implementing  peer feedback best practices  can be a game-changer in fostering a culture of growth and development within your workplace. Here are some tips to help you get started:

• Encourage regular feedback:  Make peer feedback a regular and expected part of your workplace culture . This helps to create an open and transparent environment where employees feel comfortable giving and receiving feedback.
• Provide training:  Equip employees with the necessary skills to give effective feedback. This includes training on active listening, communication, and conflict resolution . Consider providing resources such as books, videos, or workshops.
• Emphasize the importance of constructive feedback:  Encourage employees to focus on providing feedback that is specific, actionable, and constructive. This helps to create a positive and collaborative environment where everyone can learn and grow.
• Create a structured feedback process:  Develop a clear and concise feedback process that outlines the steps for giving and receiving feedback. This helps to ensure that feedback is given in a timely and consistent manner.

Example Peer Feedback Form Template

A well-structured peer feedback form can help to ensure that feedback is specific, actionable and constructive. Here is an example template:

Remember to tailor the feedback form to your organization’s specific needs and goals. The form should be clear and concise, with specific questions and prompts to guide the feedback process.

By implementing these best practices and utilizing a structured feedback process, you can create an environment that encourages growth, development, and collaboration among peers.

Overcoming Challenges in Peer Feedback

Providing peer feedback can be a challenging task, especially when dealing with sensitive topics or difficult personalities. However, with the right approach and mindset, these challenges can be overcome. Here are some common obstacles to peer feedback and effective ways to address them:

Challenge 1: Fear of Offending

One of the biggest challenges in providing peer feedback is the fear of offending or upsetting the other person. This fear can lead to sugarcoating or avoiding important issues, which ultimately hinders personal and professional growth . To overcome this challenge, it’s important to:

• Focus on the behavior, not the person
• Choose your words carefully, using neutral and constructive language
• Provide specific examples to illustrate your points

Challenge 2: Lack of Trust

Another challenge that may arise in peer feedback is a lack of trust between coworkers. If the relationship is strained, feedback may be viewed with suspicion or skepticism. To address this challenge, consider:

• Building rapport and creating a positive workplace culture
• Providing feedback in a private and confidential setting
• Being empathetic and listening to the other person’s perspective

Challenge 3: Negative Reactions

It’s important to remember that not everyone will react positively to feedback. Some people may become defensive, angry, or dismissive. To overcome this challenge, try:

• Providing feedback in a calm and non-threatening manner
• Using “I” statements instead of “you” statements to avoid sounding accusatory
• Being patient and allowing the other person time to process the feedback

Challenge 4: Lack of Follow-Up

Providing feedback is only the first step. Without follow-up and accountability, feedback may be forgotten or ignored. To overcome this challenge, consider:

• Setting clear goals and action steps for improvement
• Following up regularly to check on progress
• Celebrating successes and recognizing efforts toward improvement

By addressing these common challenges in peer feedback, you can create a more productive and supportive workplace culture, fostering personal and professional growth for all members of the team.

360-degree feedback is a powerful tool for enhancing communication and teamwork among peers. By utilizing effective feedback examples and best practices, organizations can create a culture of continuous improvement and personal growth.

Remember to always approach feedback in a constructive manner, offering concrete suggestions for improvement. Use peer feedback forms to structure your feedback and make sure to follow best practices to ensure a successful feedback process.

While challenges may arise when providing feedback, there are practical solutions to overcome them. Remember to maintain a positive tone and always strive to promote growth and development within your workspace.

By implementing the strategies and techniques outlined in this guide, you can create a workplace culture where feedback is valued and utilized to its full potential. Start utilizing the power of constructive feedback today and watch your team thrive.

What is 360-degree feedback?

Why is 360-degree feedback important for peer communication, can you provide some examples of effective feedback for peers, how can feedback be given to peers in a constructive manner, what are some best practices for peer-to-peer feedback, how does constructive feedback contribute to personal and professional development, can you share some examples of peer performance review, how can i create a peer feedback form template, how can peer feedback best practices be implemented in an organization, how can common challenges in peer feedback be overcome, related posts:.

• Peer Evaluation Examples for Effective Feedback
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How To Write A Performance Review For A Coworker – 14 Tips To Follow

A performance review is a great way to provide feedback to a coworker and help them improve their work. Here’s how to write a performance review for a coworker.

When writing a performance review for a coworker, please focus on the specific behaviours or tasks they performed well or poorly .

How To Write A Performance Review For A Coworker

You can also provide suggestions for improvement to the coworker.

Here are some tips for writing a performance review for a coworker:

1. Be Specific In Your Feedback & Give Examples:

When writing a performance review for a coworker, be specific about what they did well or poorly .

When possible, use specific examples to back up your feedback.

This will help the coworker understand what they need to improve and how they can do it.

Moreover, it can be helpful for the coworker to have this feedback to referring to in the future.

Without being specific, you give room to ambiguity and the possibility that the coworker will not improve .

Always remember to use particular statements. They ensure that the coworker knows what they need to work on. For example:

– “You did a great job on that project.”

– “I noticed that you were always late to meetings.”

– “You did a great job staying organized.”

– “You need to work on your organizational skills.”

2. Offer Suggestions For Improvement:

If you have suggestions for improvement, offer them to the coworker in your review.

It will help them know what they can do to improve their work. This can be anything from attending more meetings to being on time.

However , be sure to avoid giving vague criticism and does not offer any solutions.

It will result in the coworker feeling overwhelmed and not knowing where to start. For example:

– “You should try to be on time for more meetings.”

– “ I suggest you need to be more punctual.”

– “You should try to attend more meetings.”

– “It would be helpful if you could stay more organized.”

3. Give Constructive Feedback:

In addition to being specific, be sure to give constructive feedback.

Constructive feedback is designed to help coworker improve their work.

It is essential to avoid giving feedback that is negative or demoralizing.

This will only discourage coworkers and make them less likely to improve their work.

For example, if you noticed that a coworker was always late to meetings, you could say something like:

– “I noticed that you were always late to meetings. It would be helpful if you could try to be on time in the future.

I understand that things come up, but it would be appreciated if you could let us know in advance.”

Another example is if you saw that a coworker struggled to stay organized. You could say:

– “I noticed that you were struggling to stay organized. I suggest using a planner to keep track of your tasks.

This will help you stay on top of your work and meet deadlines.”

Let’s share another instance. Say a coworker had difficulty meeting deadlines. You could say:

– “I noticed that you were struggling to meet deadlines. It might be helpful if you start working on projects earlier in the future.

It can be difficult to meet deadlines when you wait until the last minute.”

4. Be Positive:

When giving feedback, be sure always to be positive. This will encourage the coworker and make them feel good about their work.

It is also essential to avoid being condescending or hostile in your feedback.

This can easily discourage coworkers and make them less likely to improve their work. Also, be sure to avoid using sarcasm.

For example:

– “I appreciate all the hard work you put into this.”

– “ I think you have a lot of potential.”

– “Your skills are improving, and we are seeing great results.

5. Avoid Personal Attacks:

Finally, it is essential to avoid personal attacks when writing a performance review. This will only worsen the situation.

It will damage the relationship between you and the coworker . Keep your feedback professional and constructive.

Moreover, avoid using language that could be interpreted as a personal attack. For example:

– “ I don’t think you are trying hard enough.”

– “You need to work on your attitude.”

– “ I don’t think you are taking this seriously .”

– “You don’t seem to care about your work.”

– “ I think you are lazy.”

Keep in mind that the goal of a performance review is to help coworker improve their work.

It is not to succumb to their growth and demotivate them.

6. Be Aware Of Your Tone:

When writing a performance review for a coworker, be aware of your tone. It is important to avoid sounding:

– Judgmental

– Condescending

– Frustrated

– Impersonal

Your tone should be:

– Professional

– Constructive

– Supportive

Your tone of voice is essential to ensure that your feedback is clear and helpful.

If it is terrible, there are chances that the person reading it will feel bad about themselves. This is not what you want to achieve with a performance review.

7. Use Neutral Language:

When giving feedback, it is essential to use neutral language. This will prevent the situation from becoming emotional or personal. Neutral language is:

– Objective

Some examples of neutral language are:

– “I saw that you were struggling to stay organized.”

– “Well, I noticed that you had difficulty meeting deadlines.”

8. Avoid Generalizations:

When giving feedback, avoid using generalizations. This will only make it difficult for the coworker.

For suggestion, avoid using words like “you always” or “you never.”

They can make the coworker feel defensive and make them less likely to listen to your feedback. For example, don’t say:

– “You always seem to be late.”

– “You never seem to be ready for meetings.”

These generalizations will make the coworker feel like they are not doing their job well. It could damage your relationship.

Instead, try to be specific in your feedback. This will help the coworker to understand what they need to work on.

– “I noticed that you were always late to meetings. In the future, it might be helpful if you started working on projects earlier.”

9. Use Actionable Language:

When giving feedback, use actionable language. This will help the coworker understand what they need to do to improve their work.

For example, don’t say:

– “You need to be more organized.”

– “You need to be more prepared.”

– “Also, you need to try harder.”

These statements are not actionable. They will not help coworkers understand what they need to do to improve their work.

Instead, try using actionable language. For example:

– “It might be helpful if you created a task list for each project.”

– “This could be useful if you set aside time each day to review your notes from meetings.”

– “It would be beneficial if you met with your supervisor before starting each project.”

10. Avoid Superlatives:

When giving feedback, avoid using superlatives. Superlatives are words that express extreme emotional reactions.

For example, some common superlatives are:

– “Amazing”

– “Incredible”

– “Wonderful”

– “Terrible”

– “Horrible”

These words are vague. They do not give the coworker any specific information about what they need to work on.

Also, superlatives can make the feedback sound insincere.

For example, if you say, “you did an amazing job,” the coworker might think that you are not being sincere. Instead, try to use neutral language.

This will help the coworker understand your feedback without feeling emotional about it.

11. Give Positive and Negative Feedback:

When giving a performance review, must provide positive and negative feedback.

This will help the coworker understand what they are doing well and what they need to work on.

Also, it will show that you are being honest and goal in your feedback.

Giving positive and negative feedback will help the coworker feel like you are being honest with them .

It tells you are trying to help them improve their work.

12. Use “I” Statements:

When giving feedback, use “I” statements. This will help the coworker feel like you are giving them honest feedback.

For example, don’t say, “you need to be more organized.” Instead, try using an “I” statement.

For example, “I noticed that you were having difficulty staying organized.”

Using “I” statements will help the coworker feel like you are giving them honest feedback.

Moreover, you are trying to help them improve their work.

13. Be Concise:

When giving feedback, be concise. This will help the coworker to understand your feedback without feeling overwhelmed.

Also, it will show that you are being aim in your feedback.

“You did a great job on the presentation. I noticed that you were having difficulty staying organized.”

This statement is lengthy, and it will be difficult for the coworker to understand. Instead, try using a shorter report.

For example, “You did a great job on the presentation. But, I noticed that you were having difficulty staying organized.”

This statement is shorter, and it will be easier for the coworker to understand.

14. Use “But”:

When giving feedback, use “but.” This will help emphasize the areas that the coworker needs to work on.

“The presentation was good, but you need to work on your organizational skills.”

This statement does not emphasize the areas that the coworker needs to work on.

Instead, try using “but” to highlight the areas that the coworker needs to work on.

For example, “The presentation was good, but you need to work on your organizational skills.”

This statement emphasizes the areas that the coworker needs to work on.

Importance Of A Performance Review For A Coworker

A performance review for a coworker is essential because of the following reasons:

1. It Tells Coworker Areas Of Improvement:

A performance review for a coworker tells the coworker areas of improvement.

This is important because it helps coworkers know what they need to work on.

In addition , it shows that you are being honest and objective in your feedback.

2. It Helps Coworkers Set SMART Goals:

A performance review for a coworker helps the coworkers set SMART goals. By setting goals, the coworker can work on improving their work.

In addition , it shows that you are being proactive in your feedback.

SMART goals mean that the goal is specific, measurable, attainable, relevant, and time-bound.

3. It Helps Coworkers Understand Expectations Of Them:

A performance review for a coworker helps the coworkers understand expectations of them.

With this understanding, the coworker can work on meeting these expectations. It ultimately boosts work performance.

4. It Builds Trust:

A performance review for a coworker builds trust. This is important because it helps the coworker feel like you are being honest with them.

They can trust your feedback and use it to improve their work.

Thus, the performance review is an integral part of a healthy working relationship.

5. It Helps Coworkers Evaluate Their Performance:

A performance review for a coworker helps the coworkers test their performance.

With this evaluation, the coworker will be able to learn. They can improve the skills needed for more productivity.

It also allows for a more in-depth reflection on their work.

6. It Encourages Positive Feedback:

A performance review for a coworker encourages positive feedback.

This is important because it helps coworkers to feel good about their work.

The coworker will be more likely to continue working hard with a positive outlook. It will positively impact their morale and productivity.

7. It Helps Coworkers Understand The Company’s Expectations:

A performance review for a coworker helps the coworkers understand the company’s expectations.

With the company’s mission and values in mind, the coworker can be sure to produce work that is up to par.

It instills a sense of pride in the work they have to do and a sense of purpose.

8. It Encourages The Coworker To Take Action:

A performance review for a coworker encourages the coworker to take action.

They take the initiatives to work on the identified areas of improvement.

They work hard to be a better version of themselves and, thus, a better employee.

9. It Helps The Coworker Set Priorities:

A performance review for a coworker helps the coworker set priorities.

By understanding the areas of improvement, the coworker can rank what they need to work on first.

This allows them to focus their efforts and improve their work.

Conclusion:

Giving a performance review can be difficult. When giving feedback, be sure to use “I” statements.

Be concise, and use “but” to emphasize the areas the coworker needs to work on.

Don’t complicate giving a performance review. These tips will help you provide honest, goal, and helpful feedback.

Last Updated on 1 month by Aleena

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