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What is 360 feedback?
360 feedback gathers views on how someone works from several directions: their manager, colleagues, people they manage and sometimes the people they support or serve, alongside their own reflection. It shows patterns that one manager can't see alone.
It works best as a development tool. Keep it to how the person works and what they could build on, and make sure everyone taking part knows how the feedback will be used.
360 feedback questions by theme
The template asks about four themes, then what to keep doing and what to do differently. Ask for specific examples: what the person did and the effect it had, not what someone assumes.
Communication
Questions to ask
- How clearly do they explain what they need from others?
- How well do they listen, and show they've understood?
- Do they keep people updated, including when things go wrong?
- Can you give an example of their communication making a difference?
Working with others
Questions to ask
- How well do they work with colleagues and other teams?
- How do they handle disagreement?
- How do they treat the people you support or serve?
- Is there anything that makes them harder to work with?
Getting things done
Questions to ask
- How reliably do they deliver what they agree, and on time?
- How do they prioritise when everything feels urgent?
- How do they respond when a plan changes?
- What helps them do their best work, and what gets in the way?
Supporting and leading others
Only for people who manage, supervise or mentor others.
Questions to ask
- How well do they support and develop the people around them?
- Do they give clear, fair feedback?
- How well do they delegate?
- Do people feel able to raise problems with them?
Keep doing and do differently
Questions to ask
- What should they keep doing?
- What are they best at?
- What one thing could they do differently?
- What should they develop next?
How to run 360 feedback fairly
A fair 360 is planned with the person, not done to them. These steps keep it useful and proportionate.
- Agree the purpose with the person, and tell them how the feedback will be used
- Choose a handful of people who see different parts of their work, and agree the list together
- Decide before you start who will see individual responses, and tell everyone taking part
- Send a short form with a clear deadline, and ask for examples rather than ratings
- Summarise themes rather than single comments, and look for patterns
- Discuss the summary in a one-to-one, and let the person respond first
- Turn two or three themes into development actions with owners and dates
An example summary
How the summary page reads for Chloe Edwards, a fictional project coordinator. Her programme manager, Owen Shaw, gathered feedback from three colleagues and two people she manages, added his own, and they discussed it on 4 November 2026.
Chloe agreed to raise risks sooner and delegate more. Three development actions followed, each with an owner, a date and a review point.
Communication
Strengths mentioned
Clear weekly updates
Development points
Could share risks earlier
Example given
Supplier delay flagged late
Working with others
Strengths mentioned
Good links with finance
Development points
None raised
Example given
Set up a budget check-in
Getting things done
Strengths mentioned
Reliable on deadlines
Development points
Takes on too much
Example given
Did all four handovers alone
Supporting and leading others
Strengths mentioned
Patient with new starters
Development points
Could delegate more
Example given
Coached Jack Turner's first plan
Use 360 feedback in a review, not instead of one
The summary is one source of evidence alongside the person's own view and their manager's. Bring it into an appraisal or development conversation, agree what to work on, and carry the actions into the development plan and regular one-to-ones.
Colleague feedback in SkillProof
From the Growth plan, SkillProof's review workflows can include colleague feedback, and whether feedback is required is configured for each review. It sits alongside the meeting record, objectives and development actions for the person.
SkillProof isn't a 360 survey tool. Use this template when you want a full 360 exercise, then bring the agreed actions into the review.
Questions this guide answers
What is a 360 feedback template?
A form that asks the people someone works with the same questions about how they work, plus a page to summarise the themes. This template groups questions under communication, working with others, getting things done, supporting others, and what to keep doing or do differently.
What questions should be in 360 feedback?
Ask about communication, working with others, getting things done and, where it applies, supporting and leading others. Finish with what the person should keep doing and one thing they could do differently. Ask for examples each time.
Who should give 360 feedback?
A handful of people who see different parts of the person's work: their manager, colleagues, people they manage and, where it fits, the people they support or serve. Agree the list with the person first.
Is 360 feedback the same as an appraisal?
No. 360 feedback is one source of evidence. An appraisal reviews the whole period and agrees objectives, and can use the 360 summary as part of that conversation.
Is the template free?
Yes. The Word template is free to download and edit, with no sign-up required.