One-sided reviews are out. In today’s workplaces, we need feedback from all directions to truly grow. 360 reviews, also known as multi-rater feedback, provide a holistic way to evaluate an employee’s performance by collecting valuable insights from multiple sources.
In this guide, we’ll share what 360 reviews are, along with their pros and cons. You'll also find 25 example questions you can include in your reviews, plus best practices for gathering better feedback and insights.
Let’s jump in!
What are 360 reviews?
Let’s imagine a scenario.
A project falls behind schedule, but no one knows exactly why. The manager thinks it's a lack of ownership. A peer says communication broke down. The employee feels micromanaged. Who's right?
A 360 review gathers all these perspectives to reveal the full picture and helps teams grow stronger because of it. It is a well-rounded process where feedback comes from all directions (peers, managers, direct reports, and even the employee themselves). The result? Honest insights, stronger collaboration, and growth that actually sticks.
Did you know?
The global 360-degree feedback software market was valued at USD 943 million in 2023, with projections to reach USD 2.72 billion by 2033, reflecting a compound annual growth rate of 11.17%.
Pros and Cons of 360-Degree Feedback Reviews
Here's a quick look at the upsides and drawbacks of 360 reviews:
Pros
- 360 reviews gather feedback from all directions, offering a comprehensive view of performance.
- Highlights both areas for improvement and skills employees excel in, providing clear direction for development.
- The insights help employees set meaningful personal and professional goals for ongoing growth.
- Helps identify communication gaps and fosters collaboration by addressing feedback from various team members.
Cons
- Responses can be biased or inconsistent, as they depend on individual perspectives.
- Collecting, analyzing, and acting on feedback requires significant time and effort, which may strain resources.
- Receiving too much feedback at once can overwhelm employees and make it harder for them to act on key areas for improvement.
- Open-ended feedback can be misinterpreted if not carefully phrased or understood by the recipient.
- Critical feedback, especially if not delivered constructively, can affect an employee’s confidence and overall morale.
Top 25 questions for 360 performance reviews
360 Review Questions for Upward Feedback (Employees Reviewing Managers)
Managers significantly impact employee experience in an organization. Upward 360 review allows employees to assess their manager’s leadership effectiveness, clarity, and supportiveness. The feedback helps managers become better listeners, decision makers, and culture builders.
And it should not feel risky or performative; it should feel like an open conversation, because that’s how teams thrive. Here are some sample questions you you include in your 360 review surveys:
- How frequently does your manager give feedback or recognition for your work?
- How open is the manager to differing perspectives or suggestions?
- My manager is transparent about team goals and clearly communicates expectations
- Do you think your manager supports your personal goals? If yes, in what ways?
- The manager does an excellent job of inspiring the team to stay motivated and engaged.
- How would you rate your manager’s ability to make you feel heard and valued?
- When things go wrong, how does your manager usually respond?
360 Review Questions for Downward Feedback (Managers Reviewing Employees)
In downward feedback, managers share their insights with employees. It's not just about performance ratings; it’s a chance to support employee growth, recognize strengths, and open the door for honest conversations. This feedback is a main part of the 360 performance review process.
Here are some thoughtful questions that supervisors can ask their employees in a 360-degree review feedback survey:
- How consistently does this person meet or exceed expectations in their role?
- This person stays organized, manages their time well, and reliably hits deadlines.
- Do you think this person contributes to the team’s success beyond performing individual tasks?
- Do you think this person has made remarkable improvements over the past year?
- Do you feel like this person is genuinely motivated to get things done?
- This employee works well with others and always makes time to help colleagues.
Would you feel confident putting this person in charge of an important project? - What are this employee’s most valuable skills, and where do they still need growth?
Recommended read: What is an Employee Engagement Survey? Definition, Benchmarks & 10 C’s
360 Peer Review Questions (From Colleagues)
Employees often build strong working relationships with peers, tackling problems and helping each other grow. Because of this close collaboration, peers are in a great position to provide honest feedback, which can highlight small changes that can lead to big career growth. These questions encourage authentic peer-to-peer evaluation:
- This person stays calm and solution-focused under pressure.
- How does this person respond to feedback from peers?
- What are the top three technical or job-specific skills this person consistently excels in?
- What is one strength this person brings to the team that others can learn from?
- If you had to describe this person in a few words, what would they be?
360 Review Questions for Self-Assessment
Self-assessment is one of the most powerful parts of a 360 review. They give individuals a chance to share their perspective, acknowledge wins, and flag areas where they need support. And when paired with external feedback, it creates a full-circle view of performance that’s honest and empowering. When reflecting on their own performance, employees can explore questions like these:
- Looking back over the past few months, how would you describe your overall performance?
- What accomplishments are you most proud of over the past review period?
- Which three technical or job-specific skills do you feel strongest in right now, and how are you using them day to day?
- When any new project comes up, how confident are you in stepping in and taking the lead?
Recommended read: Best Practices for Employee Engagement Surveys That Drive Real Change
Best Practices for Running Effective 360 Reviews
Position 360 reviews as valuable opportunities for learning and development. When employees understand the true intent behind feedback, it becomes less about judgment and more about gaining valuable insights.
Set the Stage With Context, Not Surprises
One of the best ways to make 360 reviews meaningful, not stressful, is to give people context upfront. Explain to them why the review is happening, what it is for, and how the feedback will be used. For instance, your company launched a leadership development program. Tell your team that you are doing a 360 review to help leaders grow in their role, not to point out their mistakes. Or if a team is going through rapid scaling, explain that the purpose of the review is to help everyone align and adapt faster, together.
Ask Questions That Spark Reflection, Not Defensiveness
The goal of a 360 review isn’t to corner someone. The way you phrase questions in a 360 review matters a lot. If you want honest feedback, it's important to ask questions that people reflect on.
For instance, instead of asking: “What does this person do wrong in team settings?”, try “How does this person contribute to team dynamics, and where could they grow?” Or, rather than “Does your manager support you?”, reframe it as “What kind of support from your manager helps you do your best work?”
Mix Upward, Peer, and Self-Review Perspectives
Each lens brings different truths to the table. In a 360 review you're getting a layered, panoramic view of how someone shows up across the organization. Let’s say you are evaluating a team lead manager, their direct reports might say they're great at removing blockers. Peers might note how they collaborate, or don’t, during projects. And in their self-assessment, they might admit they're working on delegation. When you bring all these perspectives together, you get a fuller, more honest picture of their strengths and growth areas.
Make It Safe to Be Honest
For a 360 review to be valuable, people need to feel comfortable being honest. If team members fear judgment or backlash, they’ll hold back, and the feedback won’t be useful. Encourage openness by reassuring everyone that honesty will be met with respect, not defensiveness.
Train Managers on How to Share Feedback Thoughtfully
Managers need the tools and training to deliver feedback constructively, not demoralizing. They should focus on specific examples, balance criticism with praise, and offer actionable advice for improvement.
Why You Should Create Your 360 Review with TheySaid
Building a 360 review can be a total pain. Writing questions, figuring out the format, chasing people for feedback, then trying to figure out what to do with the feedback is exhausting, right?
That’s why thousands of HR teams and team leads are switching to TheySaid, an AI-powered 360 feedback platform.
Generate Smart 360 Review Questions Instantly
Just tell TheySaid who you're reviewing or drop in your website URL, and it uses AI to instantly generate smart, role-specific questions. You can tweak them, add some of your own, or let AI handle it.
Build the Full Survey (or Just an Interview)
Whether you want to create a 360-degree survey or something more conversational, TheySaid gives you options. Want to go deeper? You can launch AI-powered interviews that actually talk to your people, asking follow-up questions and uncovering real insights while you sleep.
Get Insights That Don’t Collect Dust
You know what's worse than vague feedback? Reading feedback for hours and not knowing what to do with it. AI reads all your responses, summarizes key themes, and highlights action items. No guesswork, no busywork.
Try TheySaid for free or check out our pricing to get started today.
Key Takeaways
- Start running 360 reviews to get fuller, more honest feedback—not just top-down opinions.
- Ask better questions that spark self-reflection and useful insights (not fear).
- Set the stage clearly so people know the feedback is for growth, not judgment.
- Make honesty safe by keeping feedback anonymous and low-stakes.
- Use AI tools like TheySaid to create smart questions, run surveys, and turn results into action.
FAQs
How often should you run 360 reviews?
Most companies run them annually or biannually, but quarterly reviews offer faster feedback loops.
What are examples of 360 review questions for leaders?
“How well does this leader develop their team?” and “Do they respond well to feedback?” are strong starting points.
How many questions should a 360 review have?
Most 360 reviews include 15–25 questions. Enough to cover performance, communication, leadership, and growth without overwhelming respondents.
What’s the difference between 360 and traditional performance reviews?
Traditional reviews are top-down. 360 reviews involve feedback from peers, managers, and self-assessments.
Can I use AI to help write 360 review questions?
Absolutely. Tools like TheySaid use AI to instantly generate role-specific, smart 360-degree review questions, saving you time while improving feedback quality.
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