360My 360 Review

Question library

40 useful 360 feedback questions

Good questions describe observable behaviour, use plain language and help raters think about what the person actually does.

How to write better rating questions

Use one behaviour per statement, avoid personality labels and make sure the intended rater groups can observe it. A consistent scale such as Never, Rarely, Sometimes, Often, Always and N/A keeps responses clear.

01

Communication

  1. Explains decisions and their context clearly.
  2. Listens carefully before responding.
  3. Adapts communication to the audience.
  4. Raises difficult issues constructively.
  5. Keeps relevant people informed.
02

Enabling the team

  1. Creates clarity about roles and expectations.
  2. Delegates meaningful responsibility.
  3. Provides useful and timely feedback.
  4. Recognises contributions and progress.
  5. Builds an environment where people can speak up.
03

Delivering results

  1. Translates priorities into clear action.
  2. Follows through on commitments.
  3. Addresses obstacles before they become crises.
  4. Balances pace with quality.
  5. Holds themselves and others accountable.
04

Integrity and trust

  1. Acts consistently with stated values.
  2. Treats people fairly and respectfully.
  3. Owns mistakes and corrects them.
  4. Handles sensitive information appropriately.
  5. Makes principled decisions under pressure.
05

Strategic thinking

  1. Connects day-to-day choices to longer-term goals.
  2. Considers risks and unintended consequences.
  3. Uses evidence and different viewpoints.
  4. Distinguishes urgent work from important work.
  5. Explains trade-offs clearly.
06

Learning and agility

  1. Seeks feedback and acts on it.
  2. Learns constructively from setbacks.
  3. Questions assumptions when circumstances change.
  4. Experiments thoughtfully with better approaches.
  5. Helps others learn and improve.

Open-ended questions

  1. 01What should this person continue doing because it has a positive impact?
  2. 02What one behaviour would most improve their effectiveness?
  3. 03Where might this person be underestimating a strength?
  4. 04What should they do more of, less of or differently?
  5. 05What practical example would help them understand your feedback?

Questions to avoid

Avoid double-barrelled statements, questions about motives and vague labels such as “is inspirational”. Do not ask raters to diagnose personality. Ask about actions and impact instead.

Ready to run a better 360 review?

Create the review, invite raters and produce an anonymity-protected report—all in one place.

Start a free review