100+ Essential 360 Degree Feedback Questions for 2025

Moving beyond generic performance reviews requires a more holistic approach. 360 degree feedback questions, when implemented correctly, offers a panoramic view of an employee’s performance by gathering confidential, anonymous feedback from the people who work around them. But the success of this powerful tool hinges entirely on the quality and relevance of the questions asked.

Poorly phrased or generic questions yield vague, unhelpful data that stalls progress. In contrast, well-crafted, competency-based 360 degree feedback questions uncover the specific, actionable insights that drive genuine development, strengthen team dynamics, and help identify your organisation’s future leaders. Getting this right means the difference between a box-ticking exercise and a genuine catalyst for growth.

This guide provides a comprehensive bank of expertly designed questions, categorised by key competencies, to help you build a more effective, insightful, and development-focused feedback culture. To maximise the impact of your 360-degree feedback, it’s also essential to understand various proven models for evaluation questions that drive meaningful insights and structure your survey for clarity.

We will explore how to select the right questions for different roles, structure your surveys effectively, and integrate the entire process seamlessly into your existing HR workflows. For UK organisations using the Microsoft ecosystem, this includes centralising feedback within a platform like Dynamics 365, transforming feedback from a routine task into a strategic asset for talent management. This comprehensive list is your starting point for creating a more robust and meaningful performance dialogue.

1. Core Competency Questions for All Employees

Core competency questions form the bedrock of any effective 360-degree feedback process. They are designed to be universally applicable, assessing the fundamental behaviours and skills that every employee, regardless of their role or seniority, needs to succeed within your organisation. By establishing a consistent baseline, you can gain a clear, comparable view of how individuals contribute to the company culture and overall operational effectiveness.

These foundational 360 degree feedback questions typically cover areas like communication, teamwork, problem-solving, and accountability. The goal is to move beyond subjective opinions and gather specific, behaviour-based evidence. This approach provides a solid platform for meaningful development conversations, helping employees understand their strengths and where they can improve in ways that align with organisational values.

Example Questions by Competency

Here’s how you can structure these questions for different rater groups, using a standard 1-5 Likert scale (where 1 = Needs Significant Improvement and 5 = Consistently Exceeds Expectations).

Communication:

• For a Manager: “To what extent does this individual clearly articulate project goals and expectations to the team?”
• For a Peer: “How effectively does this colleague listen to and consider different perspectives during team discussions?”
• For a Direct Report: “How consistently does your manager provide you with clear, constructive feedback to support your development?”

Teamwork & Collaboration:

• For a Manager: “To what extent does this employee proactively support colleagues to help achieve shared team objectives?”
• For a Peer: “How reliably does this colleague follow through on their commitments to the team?”
• For a Direct Report: “How effectively does your manager foster a collaborative and inclusive team environment?”

Accountability:

• For a Manager: “How consistently does this individual take ownership of their mistakes and use them as learning opportunities?”
• For a Peer: “To what extent does this colleague demonstrate a commitment to quality in their work?”

2. Leadership and Influence

Leadership and influence questions are critical for identifying and developing individuals who can guide teams and drive organisational success. This category of 360 degree feedback questions evaluates an individual’s ability to inspire, motivate, and guide others, assessing both formal leadership in management roles and informal influence across departmental boundaries. The goal is to gauge how effectively a person can articulate a vision, build consensus, and empower others to contribute their best work.

Evaluating leadership is essential not just for those in management but also for identifying emerging leaders and high-potential employees. Companies like Amazon, with its famous Leadership Principles, and Netflix build their development programmes around these competencies. By gathering multi-rater feedback on influence, decision-making, and strategic thinking, organisations can cultivate a robust leadership pipeline and ensure that those guiding the company embody its core values and strategic direction.

Example Questions by Competency

Here’s how you can structure these questions for different rater groups, using a standard 1-5 Likert scale (where 1 = Needs Significant Improvement and 5 = Consistently Exceeds Expectations).

Vision & Strategy:

• For a Manager: “To what extent does this leader effectively communicate a clear and compelling vision for the team’s future?”
• For a Peer: “How often does this individual contribute ideas that align with the organisation’s broader strategic goals?”
• For a Direct Report: “How well does your manager connect your day-to-day tasks to the company’s overall mission and objectives?”

Inspiring & Motivating Others:

• For a Manager: “How effectively does this individual foster a positive and motivating work environment?”
• For a Peer: “To what extent does this colleague inspire you and others to go the extra mile on important projects?”
• For a Direct Report: “How consistently does your manager recognise your contributions and make you feel valued?”

Decision-Making:

• For a Manager: “How effectively does this employee make sound, timely decisions, even when faced with ambiguity or incomplete information?”
• For a Peer: “How well does this colleague involve relevant stakeholders in the decision-making process for cross-functional initiatives?”

3. Teamwork and Collaboration

Teamwork and collaboration questions assess an individual’s ability to work effectively within a group, contribute to shared goals, and foster a positive, supportive environment. These questions move beyond individual performance to evaluate how an employee’s actions impact team cohesion and collective success. In today’s interconnected workplaces, where cross-functional projects are the norm, this competency is critical for organisational agility and innovation.

Effective 360 degree feedback questions in this category probe into behaviours like sharing knowledge, supporting colleagues, and prioritising team objectives over personal ambition. Insights from these questions are invaluable for identifying team players, potential collaboration bottlenecks, and opportunities to strengthen departmental synergy. Companies like Zappos and Pixar famously embed collaboration into their review processes, recognising it as a key driver of their unique and successful cultures. Integrating these metrics into your process provides a more holistic view of performance, which can be tracked effectively using dedicated employee performance management software.

Example Questions by Competency

Here’s how you can structure these questions for different rater groups, using a standard 1-5 Likert scale (where 1 = Needs Significant Improvement and 5 = Consistently Exceeds Expectations).

Supporting Colleagues:

• For a Manager: “To what extent does this individual proactively offer assistance to team members who are facing challenges or heavy workloads?”
• For a Peer: “How often does this colleague actively listen to and build upon the ideas of others during team projects?”
• For a Direct Report: “How effectively does your manager create an environment where team members feel comfortable asking for help from one another?”

Contributing to Team Goals:

• For a Manager: “How consistently does this employee prioritise shared team objectives over their individual tasks when necessary?”
• For a Peer: “How reliably does this colleague share information and resources that are beneficial to the entire team’s success?”
• For a Direct Report: “To what extent does your manager encourage the team to celebrate collective achievements?”

Conflict Resolution:

• For a Manager: “To what extent does this employee contribute constructively to resolving disagreements within the team?”
• For a Peer: “How well does this colleague handle differing opinions, seeking a positive outcome for the group?”

4. Accountability and Ownership

Accountability and ownership are crucial for building a high-performing and reliable team. These questions assess an individual’s commitment to taking responsibility for their work, following through on promises, and learning from both successes and failures. Measuring this competency helps identify employees who drive results and foster a culture where excuses are replaced with proactive problem-solving.

Effective 360 degree feedback questions in this category move beyond simple task completion to evaluate an individual’s sense of ownership over outcomes. This is a principle championed in frameworks like Jim Collins’ Good to Great and is a core tenet at companies like Salesforce and Tesla, where clear accountability is expected at all levels. By gathering multi-rater feedback, you can see if an employee’s perception of their reliability matches that of their colleagues, manager, and direct reports.

Example Questions by Competency

Here is how you can frame questions for different raters using a 1-5 Likert scale (where 1 = Needs Significant Improvement and 5 = Consistently Exceeds Expectations). To get richer, qualitative data, consider pairing these with follow-ups; understanding how to write effective open-ended questions is key to unlocking deeper insights.

Accountability:

• For a Manager: “To what extent does this individual take ownership of their projects and their outcomes, without blaming others when challenges arise?”
• For a Peer: “How consistently does this colleague deliver on their commitments and deadlines?”
• For a Direct Report: “How effectively does your manager hold themselves and the team accountable for achieving agreed-upon goals?”

Problem-Solving & Initiative:

• For a Manager: “How often does this employee proactively identify and address potential issues before they escalate?”
• For a Peer: “When a mistake is made, how effectively does this colleague focus on finding a solution rather than assigning blame?”
• For a Direct Report: “To what extent does your manager empower you to take ownership of your work and make decisions?”

5. Emotional Intelligence and Interpersonal Skills

Emotional intelligence (EI) is a critical component of professional success, influencing how individuals manage their behaviour, navigate social complexities, and make personal decisions. Questions focused on EI and interpersonal skills assess an employee’s self-awareness, self-regulation, empathy, and ability to build strong professional relationships. This category is vital for roles requiring significant collaboration, leadership, and client interaction.

These 360 degree feedback questions help to uncover how an individual’s emotional responses and interpersonal approach impact their colleagues and the wider work environment. By gathering multi-source feedback on behaviours like conflict resolution and active listening, organisations can identify development opportunities that enhance team cohesion, psychological safety, and leadership potential. This approach provides nuanced insights that standard performance metrics often miss.

Example Questions by Competency

Here is how you can frame questions about emotional intelligence for different rater groups, using a standard 1-5 Likert scale (where 1 = Needs Significant Improvement and 5 = Consistently Exceeds Expectations).

Self-Awareness & Self-Regulation:

• For a Manager: “To what extent does this individual remain calm and productive under pressure?”
• For a Peer: “How effectively does this colleague handle constructive feedback without becoming defensive?”
• For a Direct Report: “How consistently does your manager demonstrate awareness of their impact on the team’s morale?”

Empathy & Relationship Management:

• For a Manager: “To what extent does this employee build and maintain positive, constructive working relationships with others?”
• For a Peer: “How often does this colleague show a genuine understanding of and consideration for others’ perspectives and feelings?”
• For a Direct Report: “How effectively does your manager handle disagreements or conflicts within the team, ensuring fair resolutions?”

Social Skills:

• For a Manager: “How skilled is this individual at persuading and influencing others to achieve positive outcomes?”
• For a Peer: “To what extent does this colleague contribute to a positive and supportive atmosphere within the team?”

6. Innovation and Creative Thinking

In today’s fast-paced business environment, an organisation’s ability to adapt and innovate is paramount. Questions focused on innovation and creative thinking are crucial for assessing how employees contribute to this vital function. They measure an individual’s capacity to generate novel ideas, challenge conventional wisdom, and transform creative concepts into practical, value-adding solutions for the business.

These 360 degree feedback questions help identify not just the “idea generators” but also those who can champion, develop, and implement new approaches. This competency is essential for driving growth, improving efficiency, and maintaining a competitive edge. Evaluating this area helps foster a culture where experimentation is encouraged and continuous improvement becomes a shared responsibility, a principle famously championed by organisations like 3M and Apple.

Example Questions by Competency

Here is how you can frame questions for different raters to gain a multi-faceted view of an employee’s innovative contributions, using a standard 1-5 Likert scale (where 1 = Needs Significant Improvement and 5 = Consistently Exceeds Expectations).

Idea Generation:

• For a Manager: “To what extent does this individual propose new, practical ideas to improve processes or solve existing problems?”
• For a Peer: “How often does this colleague bring fresh perspectives or creative solutions to team challenges?”
• For a Direct Report: “How effectively does your manager create an environment where you feel safe to suggest new or unconventional ideas?”

Implementation & Action:

• For a Manager: “How successfully does this employee turn creative ideas into workable plans and tangible results?”
• For a Peer: “How willing is this colleague to experiment with new methods, even when there’s a risk of failure?”
• For a Direct Report: “To what extent does your manager support you in testing and implementing innovative approaches in your work?”

Challenging the Status Quo:

• For a Manager: “How consistently does this individual constructively challenge existing assumptions or processes to find better ways of working?”
• For a Peer: “How open is this colleague to considering and building upon ideas that differ from their own?”

7. Decision-Making and Problem-Solving

Effective decision-making and problem-solving are critical competencies that directly impact organisational success. Questions in this category are designed to assess an individual’s ability to analyse complex situations, evaluate information critically, make sound judgments, and implement effective solutions. They go beyond surface-level outcomes to probe the analytical thinking, foresight, and strategic execution behind an employee’s choices.

These 360 degree feedback questions are crucial for roles that require strategic thinking, risk management, and operational efficiency. Gathering insights from multiple perspectives helps identify whether an individual acts decisively with incomplete information, consults the right stakeholders, or learns from past outcomes. This data is invaluable for developing future leaders and ensuring the organisation adapts effectively to challenges.

Example Questions by Competency

Here’s how you can structure these questions for different rater groups, using a standard 1-5 Likert scale (where 1 = Needs Significant Improvement and 5 = Consistently Exceeds Expectations).

Analytical Thinking:

• For a Manager: “To what extent does this individual accurately identify the root causes of problems rather than just addressing the symptoms?”
• For a Peer: “How effectively does this colleague use data and evidence to support their recommendations during project discussions?”
• For a Direct Report: “How clearly does your manager explain the rationale behind key decisions that affect your work?”

Judgment & Decision Quality:

• For a Manager: “How consistently does this employee make timely and well-reasoned decisions, even under pressure or with incomplete information?”
• For a Peer: “To what extent does this colleague consider potential risks and unintended consequences before proposing a course of action?”
• For a Direct Report: “How effectively does your manager involve the team in the decision-making process when appropriate?”

Implementation & Follow-Through:

• For a Manager: “To what extent does this employee develop practical, actionable plans to implement the solutions they propose?”
• For a Peer: “How consistently does this colleague adapt their approach when a chosen solution is not working as expected?”

8. Continuous Learning and Development

Questions focused on continuous learning and development are vital for building an adaptable and future-proof workforce. This category assesses an individual’s commitment to personal and professional growth, their openness to feedback, and their proactivity in acquiring new skills and knowledge. Inspired by concepts like Carol Dweck’s “Growth Mindset,” these questions help organisations identify and cultivate employees who view challenges as opportunities rather than obstacles.

In today’s rapidly changing business environment, an employee’s ability to learn and adapt is as crucial as their current skill set. These 360 degree feedback questions measure whether individuals are actively seeking development, applying new learnings to their role, and sharing knowledge with others. By evaluating this competency, you can foster a robust learning culture, similar to Microsoft’s cultural transformation under Satya Nadella, which prioritises a growth mindset across the entire organisation.

Example Questions by Competency

Here is how you can frame questions for different raters using a standard 1-5 Likert scale (where 1 = Needs Significant Improvement and 5 = Consistently Exceeds Expectations).

Growth Mindset & Receptiveness to Feedback:

• For a Manager: “To what extent does this individual actively seek out and act upon constructive feedback to improve their performance?”
• For a Peer: “How well does this colleague respond to new ideas or alternative ways of working, even when it challenges their own perspective?”
• For a Direct Report: “How effectively does your manager encourage you to take on new challenges and support you through the learning process?”

Skill Acquisition & Application:

• For a Manager: “How consistently does this employee apply knowledge from training or other development activities to their daily work?”
• For a Peer: “To what extent does this colleague proactively share new skills or information that could benefit the team?”
• For a Direct Report: “How often does your manager discuss your career goals and identify relevant learning opportunities with you?”

9. Customer Focus and Service Orientation

Customer focus questions evaluate an individual’s dedication to understanding and fulfilling the needs of both internal and external customers. In today’s service-led economy, this competency is critical for sustainable growth. It measures the ability to prioritise customer satisfaction, build lasting relationships, and embed a customer-centric perspective into every decision, a principle famously championed by organisations like Amazon and Ritz-Carlton.

These 360 degree feedback questions help to reveal whether an employee merely reacts to customer requests or proactively anticipates their needs and champions their perspective within the organisation. Assessing this competency provides clear insights into how individuals contribute to customer loyalty and the company’s overall reputation, making it a vital component of a comprehensive review process. This helps to build a culture where everyone, not just client-facing teams, feels responsible for the customer experience.

Example Questions by Competency

Here’s how you can structure these questions for different rater groups, using a standard 1-5 Likert scale (where 1 = Needs Significant Improvement and 5 = Consistently Exceeds Expectations).

Understanding Customer Needs:

• For a Manager: “To what extent does this individual actively seek to understand the challenges and goals of their customers to provide better solutions?”
• For a Peer: “How effectively does this colleague represent the customer’s perspective during internal project discussions?”
• For a Direct Report: “How consistently does your manager empower the team to make decisions that prioritise customer satisfaction?”

Responsiveness & Follow-Up:

• For a Manager: “How reliably does this employee follow through on customer commitments and keep them informed of progress?”
• For a Peer: “To what extent does this colleague support you in resolving issues for your own internal customers (other departments)?”
• For a Customer (if applicable): “How would you rate this person’s promptness and effectiveness in addressing your needs?”

Going Above and Beyond:

• For a Manager: “To what extent does this employee proactively identify opportunities to improve the customer experience, beyond what is required?”
• For a Peer: “How often does this colleague share positive customer feedback or insights with the team to improve our collective service?”

10. Integrity and Professional Ethics

Questions on integrity and professional ethics are critical for evaluating how an individual’s behaviour aligns with organisational values and moral principles. This category assesses an employee’s honesty, trustworthiness, and commitment to doing the right thing, even in challenging situations. It moves beyond performance metrics to gauge the foundational character that underpins a healthy, transparent, and compliant company culture.

These 360 degree feedback questions help to identify whether an individual’s actions consistently match their words and the company’s ethical standards. By gathering perspectives from all levels, organisations can safeguard their reputation, build trust, and ensure that ethical conduct is a shared responsibility. Companies like Berkshire Hathaway famously prioritise integrity as a non-negotiable trait, making its assessment a core part of their evaluation process.

Example Questions by Competency

Here’s how you can frame these questions for different rater groups, using a standard 1-5 Likert scale (where 1 = Needs Significant Improvement and 5 = Consistently Exceeds Expectations).

Honesty & Transparency:

• For a Manager: “To what extent does this individual communicate openly and honestly, even when delivering difficult news?”
• For a Peer: “How consistently does this colleague take responsibility for their mistakes without shifting blame?”
• For a Direct Report: “How effectively does your manager create a safe environment where you feel comfortable raising ethical concerns?”

Ethical Conduct:

• For a Manager: “To what extent does this employee demonstrate a strong understanding of and adherence to our company’s code of conduct?”
• For a Peer: “How reliably does this colleague act with the company’s and clients’ best interests in mind?”
• For a Direct Report: “How well does your manager model ethical behaviour and professional integrity in their daily work?”

Accountability to Values:

• For a Manager: “How consistently does this employee make decisions that align with our core organisational values?”
• For a Peer: “To what extent does this colleague uphold professional standards in their interactions with others?”

360° Feedback: 10-Point Competency Comparison

Competency	Implementation complexity	Resource requirements	Expected outcomes	Ideal use cases	Key advantages
Communication and Listening Skills	Low–Medium (surveys, anchors)	Peer/manager raters; minimal training	Clearer messages; fewer misunderstandings	Team reviews; onboarding; coaching	Broad applicability; observable behaviors
Leadership and Influence	Medium–High (define competencies)	Multi-level raters; coaching programs	Identifies leaders; stronger motivation	Succession planning; high-potential development	Reveals leadership potential; guides growth
Teamwork and Collaboration	Low–Medium	Team member feedback; project examples	Improved cohesion; higher engagement	Cross-functional teams; project staffing	Direct impact on team performance
Accountability and Ownership	Medium	Outcome metrics; timelines; examples	Greater reliability; consistent delivery	Performance management; operational roles	Builds trust; signals professional maturity
Emotional Intelligence & Interpersonal Skills	High	Validated EI tools; trained evaluators; qualitative feedback	Better relationships; psychological safety	Leadership development; conflict resolution	Predicts leadership success; improves well‑being
Innovation and Creative Thinking	Medium	Idea records; project outcomes; supportive culture	New solutions; experimentation culture	R&D; product teams; change initiatives	Identifies change agents; drives differentiation
Decision‑Making and Problem‑Solving	Medium	Case examples; data; stakeholder feedback	Faster, higher-quality decisions; value delivery	Strategic roles; operations; high-impact problems	Direct link to business outcomes
Continuous Learning and Development	Low–Medium	Training records; learning plans; mentor input	Skill growth; adaptability; succession readiness	Career development; fast-changing industries	Predicts long-term advancement; supports agility
Customer Focus and Service Orientation	Low–Medium	Customer feedback; service KPIs; internal surveys	Higher satisfaction; improved service quality	Customer-facing roles; service improvement	Tied to revenue and satisfaction metrics
Integrity and Professional Ethics	High	Confidential channels; behavioral examples; compliance data	Strong trust; reduced legal/reputational risk	Leadership selection; compliance-sensitive roles	Foundation competency; protects reputation

Take the Next Step Towards a High-Performance Culture

You have now explored a comprehensive bank of over 100 expertly crafted 360 degree feedback questions, organised by competency, role, and respondent type. We have delved into the nuances of phrasing, the importance of balanced rating scales, and the critical steps for transforming raw feedback data into meaningful reports and actionable development plans. The journey from understanding the theory to implementing a successful 360-degree feedback programme is a significant one, but the rewards are transformative.

By moving beyond generic, one-size-fits-all surveys, you can unlock a deeper, more holistic understanding of individual and team performance. The right questions, asked at the right time, are the catalyst for self-awareness, targeted professional growth, and ultimately, a stronger, more resilient organisation. This is not merely an HR exercise; it is a strategic initiative that builds trust, enhances communication, and directly contributes to a culture where continuous improvement is the norm.

Key Takeaways: From Questions to Culture Change

As you move forward, keep these core principles at the forefront of your strategy:

• Context is King: The most effective 360 degree feedback questions are those tailored to your organisation’s specific values, goals, and the unique requirements of each role. Generic questions yield generic insights.
• Balance is Essential: A successful survey combines quantitative, ratings-based questions with qualitative, open-ended ones. The numbers tell you what is happening, while the comments explain why.
• Actionability is the Goal: Feedback without a clear path to action is just noise. Every part of your process, from question design to report generation, must be geared towards creating clear, tangible development steps for the individual.
• Psychological Safety is Non-Negotiable: The entire process hinges on creating an environment of trust and confidentiality. Participants must feel safe to provide honest, constructive feedback without fear of retribution. Without this foundation, the integrity of your data and the programme’s success are compromised.

Your Actionable Next Steps

Armed with this knowledge, you are ready to elevate your feedback strategy. The immediate next steps are to review your current processes against the best practices outlined in this article. Start by evaluating the quality and relevance of your existing 360 degree feedback questions. Are they specific, behavioural, and aligned with your core competencies?

Next, consider the user experience for both the person receiving feedback and those providing it. Is the process straightforward and efficient, or is it cumbersome and time-consuming? Manual administration using spreadsheets and email is not only inefficient but also prone to errors and security risks, particularly concerning GDPR compliance in the UK.

Remember: The ultimate value of a 360-degree feedback programme is not in the collection of data, but in its strategic use to foster growth, develop leaders, and drive organisational performance. An integrated system makes this transition from data collection to strategic development seamless.

Integrating your feedback mechanism into your core HR technology, such as Microsoft Dynamics 365, is the final, crucial step towards creating a truly cohesive talent management ecosystem. This centralises the process, automates administrative tasks, and allows you to directly link feedback outcomes to personalised development plans, performance reviews, and succession planning-all within a single, secure platform.

Ready to transform your feedback process from a manual chore into a strategic advantage? Discover how DynamicsHub can help you implement a seamless, integrated 360-degree feedback system within your Microsoft Dynamics 365 environment. Phone us on 01522 508096 today or send us a message to see how our UK-based experts can empower your organisation to build a high-performance culture.