Moving beyond traditional, top-down appraisals, 360 degree feedback offers a holistic view of an employee’s performance by gathering insights from their peers, direct reports, and managers. This comprehensive approach is vital for fostering a culture of continuous improvement, identifying hidden leaders, and aligning personal development with organisational goals. For a foundational understanding of the concept, refer to this glossary entry explaining What Is A 360 Degree Feedback.
However, crafting and interpreting this feedback can be a significant challenge. Many UK businesses struggle to find the right words that are both constructive and motivational, ensuring comments are specific, balanced, and actionable. Without the right structure, feedback can become vague, biased, or counterproductive, undermining the entire review process. This is where a practical collection of well-structured examples becomes invaluable.
This guide provides exactly that: clear, copy-ready examples of 360 degree feedback tailored for the modern workplace. We will break down specific phrases and templates across key competencies, including peer collaboration, leadership, communication, and strategic thinking. You will learn not just what to say, but how to frame your comments to inspire genuine growth and development. For organisations seeking to embed this process into their daily operations, we’ll also touch on how platforms like Hubdrive’s HR Management for Microsoft Dynamics 365 can streamline feedback, ensuring it is captured, analysed, and linked directly to development plans within your existing Microsoft ecosystem. This article gives you the tools to transform your performance review cycle from a simple evaluation into a powerful engine for progress.
1. Peer Collaboration and Teamwork Recognition
Effective teamwork is the backbone of any successful organisation. This category of 360 degree feedback focuses on an individual’s ability to cooperate, communicate, and contribute to shared goals alongside their colleagues. It moves beyond individual performance metrics to evaluate how an employee enhances the collective efforts of their team and the wider business. Providing structured examples of 360 degree feedback in this area helps reinforce organisational values centred on collaboration.
Within the Microsoft 365 ecosystem, this type of feedback is particularly powerful. It reflects how well employees leverage integrated tools like Teams and SharePoint to drive cross-functional projects. When feedback is captured within a system built on Hubdrive’s HR Management for Microsoft Dynamics 365, managers can see a direct correlation between collaborative behaviours and project outcomes.
Feedback Examples and Strategic Analysis
Here are two distinct examples of feedback that highlight collaboration, along with a breakdown of why they are effective.
Example 1 (Proactive Support): “John consistently shares knowledge with new team members and uses our Teams channels proactively to support cross-departmental projects. His willingness to help others get up to speed has significantly reduced onboarding time for the last two hires.”
- Strategic Insight: This comment is powerful because it connects a specific behaviour (proactive use of Teams channels) to a measurable business outcome (reduced onboarding time). It highlights John’s role not just as a team member, but as an enabler of team efficiency.
- Actionable Takeaway: When giving feedback, encourage raters to think about the impact of an action, not just the action itself. Instead of “John helps people,” ask “How did John’s help improve a process or outcome?”
Example 2 (Inclusive Contribution): “Sarah makes everyone feel heard in meetings and actively contributes to collaborative problem-solving, often by synthesising different viewpoints to find a common path forward.”
- Strategic Insight: This feedback praises a crucial “soft skill” that is often hard to quantify but vital for innovation. It identifies Sarah as a psychological safety builder, someone who fosters an environment where all ideas are valued.
- Actionable Takeaway: Frame feedback prompts to uncover these interpersonal skills. A good question might be: “Describe a time when this person helped the team navigate a complex discussion or disagreement.”
2. Technical Competency and Subject Matter Expertise
Assessing an employee’s technical skill and depth of knowledge is crucial, especially in specialised roles. This category of 360 degree feedback evaluates an individual’s ability to apply their expertise to solve complex problems and innovate within their domain. It is vital for organisations that rely on specialised talent to maintain a competitive edge, ensuring that examples of 360 degree feedback are specific and grounded in real-world application.
For organisations implementing solutions built on Hubdrive’s HR Management for Microsoft Dynamics 365, this feedback is indispensable. It helps leaders identify who truly understands the intricacies of the Power Platform, Dataverse architecture, and specific HR system functionalities. Capturing this feedback allows managers to map technical strengths across the team and ensure knowledge is being shared effectively.
Feedback Examples and Strategic Analysis
Below are two distinct examples that highlight technical expertise, along with an analysis of their strategic value.
Example 1 (Problem-Solving and Innovation): “Marcus has deep expertise in Dataverse architecture and consistently provides innovative solutions for our data integration challenges. His recent solution for connecting our legacy finance system saved an estimated 40 hours of manual data entry per month.”
- Strategic Insight: This feedback excels by linking a highly technical skill (Dataverse architecture) to a clear and quantifiable business impact (saving 40 hours per month). It moves beyond simply stating “Marcus is good at Dataverse” to demonstrate his value in concrete, financial terms.
- Actionable Takeaway: When asking for feedback, prompt raters to connect technical skills to business outcomes. A good question is: “Provide an example of how this person’s technical knowledge solved a specific business problem or created a new efficiency.”
Example 2 (Knowledge Sharing and Mentorship): “Elena understands Power BI reporting intricately and has taken the initiative to mentor three junior team members in advanced analytics. Thanks to her guidance, the team can now produce more sophisticated reports independently.”
- Strategic Insight: This comment highlights that true subject matter expertise isn’t just about what an individual knows, but also their ability to elevate the skills of the entire team. It identifies Elena as a “knowledge multiplier,” a critical asset for scaling team capabilities and reducing knowledge silos.
- Actionable Takeaway: Encourage feedback that assesses an individual’s contribution to upskilling others. Frame questions like: “Describe how this employee shares their expertise to help colleagues develop their skills.” This helps to build a culture of continuous learning.
3. Leadership and Initiative Demonstration
True leadership is not confined to a job title. This category of 360 degree feedback is designed to identify and celebrate individuals who demonstrate ownership, drive initiatives, and inspire their colleagues, regardless of their formal position. It is especially vital in dynamic, mid-market organisations where motivating teams through transformation projects, such as implementing an HR system from Hubdrive, requires strong change management and vision-setting from all levels of the business.
In the context of the Microsoft 365 ecosystem, this feedback helps pinpoint emerging leaders who can champion digital transformation. When this feedback is logged within a system leveraging Hubdrive’s HR Management for Microsoft Dynamics 365, managers can track the tangible outcomes of these leadership behaviours. This creates a clear link between initiative and organisational success, highlighting employees who are ready for greater responsibility. For more detailed guidance, you can explore another examples of 360 degree feedback sample focused on leadership and initiative.
Feedback Examples and Strategic Analysis
Here are two distinct examples that recognise leadership and initiative, along with a strategic breakdown of their effectiveness.
Example 1 (Change Champion): “Tom championed the new HR system implementation project from the start. He consistently motivated the team through technical challenges and actively communicated the benefits, which was crucial for ensuring successful adoption across the organisation.”
- Strategic Insight: This comment effectively identifies Tom as a change champion. It connects his specific actions (motivating, communicating benefits) directly to a high-stakes business goal (successful system adoption), demonstrating his value beyond his core role.
- Actionable Takeaway: When seeking feedback during major projects, ask specific questions like: “Who on the team helped maintain momentum and a positive outlook during challenging phases of this project?”
Example 2 (Proactive Problem-Solver): “Lisa identified process inefficiencies in our new starter workflow and, on her own initiative, led a cross-functional project to fix them. Her leadership resulted in a 30% reduction in onboarding time.”
- Strategic Insight: This feedback is powerful because it highlights proactive problem-solving and links it to a quantifiable metric (30% time reduction). It showcases Lisa’s ability to not only spot an issue but also to take ownership and deliver a measurable improvement.
- Actionable Takeaway: Encourage raters to provide data-driven examples of 360 degree feedback where possible. Frame prompts to elicit this: “Describe an instance where this person improved a process. What was the measurable outcome?”
4. Customer Focus and Service Orientation
A strong customer focus is the lifeblood of any organisation, extending beyond external clients to include internal stakeholders. This category of 360 degree feedback assesses an individual’s dedication to understanding, serving, and supporting both internal and external customers. It evaluates their ability to respond to needs, resolve issues with empathy, and ultimately champion the user experience, which is a critical measure of success. Providing clear examples of 360 degree feedback in this domain reinforces a service-oriented culture.
Within an integrated system like Hubdrive’s HR Management for Microsoft Dynamics 365, this feedback is invaluable. It can highlight how effectively employees support colleagues navigating new HR processes or how they use the system’s tools to improve service delivery. When this feedback is managed through a platform built on this technology, leaders can correlate service orientation with key metrics like user adoption rates, internal support ticket resolution times, and overall employee satisfaction with HR systems.
Feedback Examples and Strategic Analysis
Here are two examples of feedback that underscore customer focus, along with an analysis of their strategic value.
Example 1 (Internal Support Champion): “James consistently goes above and beyond to help our HR team understand new features in the HR system. He troubleshoots user issues with exceptional patience and creates simple guides that have become our go-to resource.”
- Strategic Insight: This comment links a specific behaviour (creating user guides) to a tangible business benefit (creating a go-to resource that improves team self-sufficiency). It positions James not just as a helpful colleague, but as a key enabler of digital transformation and system adoption.
- Actionable Takeaway: When seeking feedback, ask raters to identify how an individual makes complex processes or systems easier for others. A prompt could be: “Describe how this person has helped improve others’ confidence or skill in using our business systems.”
Example 2 (Proactive Improvement Driver): “Rebecca actively gathers feedback from our field service team about their experience with the mobile HR app. She then translates their challenges into actionable suggestions for the IT development queue, directly improving usability.”
- Strategic Insight: This feedback showcases a proactive, high-value skill: translating user complaints into concrete improvement opportunities. It identifies Rebecca as a vital link between end-users and system enhancement, demonstrating a commitment to continuous improvement rather than just reactive problem-solving.
- Actionable Takeaway: Encourage feedback that highlights a connection between listening and action. Frame a question like: “Provide an example of when this person used feedback from a customer or colleague to drive a positive change in a process or tool.”
5. Compliance and Risk Awareness
In today’s complex regulatory landscape, an employee’s awareness of compliance obligations and risk management is no longer a niche skill but a core business necessity. This category of 360 degree feedback assesses an individual’s ability to understand and apply regulatory requirements, data governance protocols, and internal policies. It is crucial for maintaining organisational integrity and avoiding costly legal and reputational damage.
For organisations operating within the Microsoft 365 environment, this feedback is especially relevant. It measures how effectively employees adhere to standards enforced by solutions from Hubdrive. This is critical when using features such as the GDPR-aligned data retention tools, the UK Right to Work module, or security protocols managed via Microsoft Entra ID. Documenting these examples of 360 degree feedback provides a clear record of an organisation’s commitment to a culture of compliance.
Feedback Examples and Strategic Analysis
Here are two distinct examples of feedback focused on compliance and risk awareness, along with an analysis of their effectiveness.
Example 1 (Proactive Data Governance): “David demonstrates an exceptional understanding of GDPR requirements. He consistently ensures all new employee data entered into our HR system is handled compliantly, and recently created a simplified checklist for the team to follow, which has eliminated previous data entry errors.”
- Strategic Insight: This feedback moves beyond simple acknowledgement (“David follows the rules”) to highlight a proactive, value-adding behaviour. Creating a checklist demonstrates leadership and a commitment to embedding compliance within team processes, directly improving data accuracy and reducing risk.
- Actionable Takeaway: When seeking feedback, ask raters to identify how an individual has helped others adhere to compliance. A useful question is: “Describe an instance where this person simplified a complex compliance requirement for the team.”
Example 2 (Preventative Risk Identification): “During the last quarter’s audit preparation, Nina proactively identified a potential compliance gap in our Right to Work verification process. She flagged it to management with a clear solution, which we implemented before it became a formal issue.”
- Strategic Insight: This comment is powerful because it showcases preventative action rather than reactive problem-solving. It demonstrates Nina’s critical thinking and her ability to connect day-to-day processes with broader organisational risk, a skill vital in HR, finance, and operations.
- Actionable Takeaway: Frame feedback questions to uncover foresight. Instead of asking about problems solved, ask: “Can you provide an example of when this individual identified a potential risk before it impacted the business?”
6. Adaptability and Change Management
In today’s fast-paced business environment, an employee’s ability to adapt to change is a critical indicator of future success. This category of 360 degree feedback assesses an individual’s flexibility, resilience, and capacity to thrive during organisational shifts, technological updates, and evolving market demands. It is particularly relevant for businesses undergoing digital transformation, where embracing new systems and processes is fundamental to growth.
For organisations implementing powerful HR solutions like Hubdrive’s HR Management for Microsoft Dynamics 365, this feedback is invaluable. Systems built on this ecosystem facilitate significant process improvements. Evaluating how employees navigate these changes helps identify change champions and areas needing more support, ensuring a smoother and more successful transition across the business.
Feedback Examples and Strategic Analysis
Here are two distinct examples of 360 degree feedback that highlight adaptability, along with a breakdown of why they are effective.
Example 1 (Technology Adoption): “Patricia quickly adapted to the new HR platform and became proficient in the system within weeks. She didn’t just learn the system for herself; she actively helped her peers navigate the transition, which significantly improved our team’s adoption rate.”
- Strategic Insight: This comment effectively links a personal skill (quick learning) to a team-wide business outcome (improved adoption rate). It positions Patricia not just as an adaptable employee, but as a catalyst for broader organisational change.
- Actionable Takeaway: When seeking feedback during a system rollout, ask specific questions about peer support. For instance: “How has this individual contributed to the team’s understanding and use of the new technology?”
Example 2 (Process Innovation): “James embraced our shift to AI-assisted CV parsing and expenses management with genuine enthusiasm. He immediately saw the potential for efficiency gains and provided constructive suggestions on how we could further refine the workflow.”
- Strategic Insight: This feedback praises a forward-thinking mindset. It highlights that James didn’t just accept the change; he engaged with it critically and sought to optimise it, demonstrating ownership and a commitment to continuous improvement.
- Actionable Takeaway: Encourage feedback that assesses an employee’s attitude towards innovation. A powerful prompt could be: “Describe how this person has reacted to recent changes in our processes or tools. Did they offer ideas to make the new way of working even better?”
7. Communication and Clarity in Documentation
Clear and honest communication is the bedrock of successful 360 degree feedback. To truly foster an environment where feedback thrives, understanding and implementing effective workplace communication skills is crucial. This category of feedback assesses an individual’s ability to convey ideas, processes, and decisions through both verbal and written channels, with a strong emphasis on documentation. It evaluates how well they make complex information accessible and actionable for others.
In a system-driven environment like Microsoft Dynamics 365, this skill is indispensable. High-quality documentation for system configuration, training materials, and change management directly impacts user adoption and efficiency. Within systems based on Hubdrive’s HR Management, feedback on communication helps identify individuals who can bridge the gap between technical teams and end-users, ensuring that the full power of the HR solution is realised across the organisation.
Feedback Examples and Strategic Analysis
Here are two distinct examples of 360 degree feedback that highlight communication and documentation skills, along with a breakdown of their strategic value.
Example 1 (Enabling Self-Service): “Sophie creates comprehensive training documentation for our HR system that is so clear and well-structured, it has significantly reduced support queries. New HR users can now find answers themselves, enabling genuine self-service learning.”
- Strategic Insight: This comment links a specific output (comprehensive documentation) to a direct business benefit (reduced support workload). It frames Sophie not just as a good writer, but as a creator of operational efficiency and employee empowerment.
- Actionable Takeaway: Encourage feedback providers to consider the “before and after.” Ask questions like, “How has this person’s documentation changed the way the team accesses or uses information?”
Example 2 (Translating Complexity): “Robert has a rare talent for explaining complex technical concepts clearly. His presentation on our Dataverse architecture made it understandable to non-technical stakeholders, which was instrumental in getting their buy-in for the project.”
- Strategic Insight: This feedback identifies a critical soft skill: the ability to translate technical jargon into business language. It highlights Robert’s role as a key influencer whose communication skills directly facilitated project approval and stakeholder alignment.
- Actionable Takeaway: When seeking feedback, prompt reviewers to recall specific instances of communication. A good prompt from our guide on 360 degree feedback questions might be, “Describe a time this person had to explain a difficult topic. What was the outcome?”
8. Strategic Thinking and Business Alignment
Strategic thinking is the ability to see beyond immediate tasks and align individual actions with the organisation’s broader goals and long-term vision. This category of 360 degree feedback assesses an employee’s capacity to connect their work to the bigger picture, a critical skill for driving sustainable growth. It measures how well they understand and contribute to the company’s strategic imperatives, transforming their role from purely operational to strategically impactful.
For organisations utilising the Microsoft 365 ecosystem, this feedback is invaluable. When a platform like Hubdrive’s HR Management is used to manage hire-to-retire processes, it becomes a strategic asset. Feedback in this area can highlight how employees leverage integrated tools, such as Power BI, to turn workforce data into actionable business intelligence. This ensures HR functions are not just administrative but core contributors to strategic planning.
Feedback Examples and Strategic Analysis
Here are two distinct examples of 360 degree feedback that highlight strategic alignment, along with a breakdown of why they are effective.
Example 1 (Connecting HR Tech to Business Goals): “Michael consistently understands how our Hubdrive HR system implementation directly supports our ‘scalable workforce’ strategic goal. He guides his system choices and process improvements with this objective in mind, ensuring our HR technology investments deliver clear business value.”
- Strategic Insight: This comment demonstrates that Michael is not just an operator but a strategic partner. It links his specific, technical decisions (system choices) directly to a high-level, documented company goal (‘scalable workforce’).
- Actionable Takeaway: Encourage raters to reference company strategy documents or key objectives. Ask questions like: “How has this individual’s work contributed to one of our top three business priorities this year?”
Example 2 (Data-Driven Strategic Counsel): “Claire uses our Power BI dashboards to analyse workforce trends and consistently provides senior leadership with strategic HR insights that inform our business planning. Her recent analysis of retention data was pivotal in shaping our new L&D budget.”
- Strategic Insight: This feedback showcases Claire’s ability to translate data into strategic influence. It highlights a tangible outcome (shaping the L&D budget) resulting from her analytical work, proving her role’s ROI. This is a core component of effective performance management.
- Actionable Takeaway: Prompt reviewers to consider the influence of an employee’s work. A useful question is: “Describe an instance where this person’s analysis or recommendations influenced a decision made by leadership or another department.”
8-Point 360° Feedback Comparison
| Feedback Type | Implementation Complexity | Resource Requirements | Expected Outcomes | Ideal Use Cases | Key Advantages |
|---|---|---|---|---|---|
| Peer Collaboration and Teamwork Recognition | Moderate — requires multi-rater calibration and tool integration | Multiple peer raters, Teams/SharePoint integration, time for calibration | Better cross‑functional collaboration, visible team contributors | Mid‑market orgs using Microsoft Teams for cross‑department projects | Highlights communicators, supports succession planning, boosts culture |
| Technical Competency and Subject Matter Expertise | High — needs domain experts and objective assessments | Technical raters/SMEs, certification/assessment tools, training budget | Identified skill gaps, targeted development, stronger technical bench | IT teams, CIOs managing Dynamics 365/Power Platform implementations | Validates training investments, builds centres of excellence |
| Leadership and Initiative Demonstration | Moderate — needs cross‑level feedback and clear project metrics | Multi‑level raters, performance tracking, change management data | Identifies high potentials, drives initiatives, improves adoption | HR directors seeking future leaders during digital transformation | Surfaces leaders, encourages ownership and initiative |
| Customer Focus and Service Orientation | Low–Moderate — relies on user feedback and support metrics | End‑user feedback loops, support tracking, super‑user programmes | Improved user satisfaction and system adoption, process improvements | Operations, field service, HR support during rollouts | Enhances adoption, identifies champions and super-users |
| Compliance and Risk Awareness | High — requires compliance expertise and evidentiary validation | Legal/compliance raters, audit logs, continuous training | Reduced regulatory risk, audit readiness, stronger governance | Compliance teams, HR/IT handling GDPR, Right to Work, data security | Lowers penalty risk, strengthens data governance |
| Adaptability and Change Management | Moderate — best measured during real change events | Change tracking, engagement metrics, change champions | Greater resilience, faster adoption of new systems | All levels during Dynamics 365 implementations and restructures | Identifies change champions, supports organisational agility |
| Communication and Clarity in Documentation | Low–Moderate — requires sample reviews and user validation | Documentation platform (SharePoint), reviewers, communication training | Clearer training materials, fewer errors, improved knowledge transfer | Project managers, training coordinators, knowledge managers | Improves adoption, reduces misunderstandings, preserves knowledge |
| Strategic Thinking and Business Alignment | High — needs senior perspectives and business metrics | Senior leadership raters, Power BI/business metrics, strategic docs | Aligned initiatives, measurable ROI, stronger decision‑making | HR directors, CIOs, senior managers focused on strategic HR value | Ensures strategic alignment, improves technology ROI |
Integrating Feedback into Your HR Strategy
Transitioning from theory to practice is the most critical step in harnessing the power of multi-rater feedback. Throughout this article, we have explored a comprehensive collection of examples of 360 degree feedback, spanning everything from peer collaboration and technical competency to strategic thinking and leadership potential. We’ve dissected the language, analysed the strategic intent behind each phrase, and provided actionable takeaways to help you adapt these templates for your organisation’s unique culture and objectives. The core lesson is clear: effective feedback is not just about what you say, but how you say it, who says it, and what happens next.
The true value is unlocked when these isolated feedback events are woven into the fabric of your continuous performance management cycle. The goal is to move beyond a once-a-year, check-box exercise and cultivate an environment of ongoing, developmental dialogue. This requires a strategic framework and, crucially, the right technological foundation to support it.
From Examples to Actionable Insights
The journey from collecting feedback to driving real growth requires a structured approach. The examples provided are your building blocks, but their ultimate impact depends on how they are integrated into your broader talent strategy.
Key Takeaways to Implement Now:
- Customise, Don’t Just Copy: While our templates offer a robust starting point, always tailor them. Infuse your company’s core values, leadership principles, and specific role competencies into the language. A generic question yields a generic answer; a specific question prompts a specific, actionable insight.
- Emphasise a Developmental Mindset: Frame the entire process around growth, not judgment. Your communication, from the initial announcement to the final report delivery, must consistently reinforce that the objective is to help individuals identify their strengths and uncover opportunities for professional development.
- Train Your Raters: Do not assume everyone knows how to give constructive feedback. Provide clear guidance on avoiding unconscious bias, focusing on observable behaviours (the ‘what’ and ‘how’) rather than personality traits, and maintaining confidentiality. This investment dramatically improves the quality and reliability of the data you collect.
The Technology Lynchpin: Centralising Your Feedback Loop
Managing this process manually using spreadsheets and email is not just inefficient; it’s a security risk and a barrier to meaningful analysis. Anonymity can be compromised, data can be lost, and connecting feedback to performance goals or development plans becomes an administrative nightmare. This is where a modern, integrated HR solution becomes essential.
By embedding your 360 degree feedback framework within a centralised system like Hubdrive’s HR Management for Microsoft Dynamics 365, you create a single source of truth. This powerful platform, built within the familiar Microsoft ecosystem, allows you to:
- Automate the Entire Workflow: From sending out invitations and reminders to collating anonymous responses and generating reports.
- Ensure Confidentiality and Compliance: Maintain the integrity of the process with robust security controls that protect rater anonymity and align with UK GDPR requirements.
- Connect Insights to Action: Directly link feedback themes to individual development plans, assign training from the learning management module, and track progress against goals over time.
- Identify Organisational Trends: Move beyond individual reports to analyse aggregate data, identifying company-wide skill gaps, recognising high-potential teams, and informing your strategic workforce planning.
Mastering the art of 360 degree feedback transforms it from a simple review tool into a powerful engine for organisational development. It illuminates hidden strengths, fosters self-awareness, and creates clear, data-driven pathways for employee growth. By leveraging detailed examples of 360 degree feedback and underpinning your strategy with a robust platform, you empower your people and build a more resilient, high-performing organisation.
We are DynamicsHub.co.uk. Experience HR transformation built around your business. Hubdrive’s HR Management for Microsoft Dynamics 365 is the premier hire‑to‑retire solution—more powerful, more flexible, and more future‑ready than Microsoft Dynamics 365 HR.
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