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The introduction of 360-degree feedback has made performance reviews better.
Feedback from an employees' co-workers, direct reports, and senior leaders makes the review process even better. But to ensure that you get accurate and helpful feedback for the 360 performance review process, you need to be asking the right questions.
We've compiled a list of questions and categorized them to help make your review process easier.
360 performance reviews are the better and improved version of traditional reviews, where an employee is evaluated by their peers, managers, and direct reports.
360-degree performance reviews provides a thorough assessment of an employee's performance, productivity, contribution, and work behavior, by comparing the self-evaluation of the individual against the ratings of their peers.
It is a crucial form of feedback that enables the individuals and their managers to learn about each other's strengths and areas of improvement.
Additionally, organizations can create personal development plans to help employees grow, and reach their goals.
360-degree feedback questions should ideally include both open-ended and closed-ended formats to capture qualitative and quantitative data effectively.
Open-ended questions allow respondents to express detailed opinions and provide rich, qualitative feedback, beyond simple 'yes' or 'no' answers. Closed-ended questions, on the other hand, ask respondents to rate aspects on a scale, contributing quantitative data to the feedback process.
When developing 360-degree feedback questions, keep your specific objectives in mind. Use a consistent set of questions to benchmark performance across employees within the same job level or leadership role.
Tailor questions to address individual strengths and weaknesses, providing a comprehensive view of each employee's performance and identifying areas for potential growth. For senior staff, focus questions on leadership, communication, and strategic skills; for other roles, emphasize time management, teamwork, and technical skills. Ensure questions are clear and purposeful to elicit meaningful and detailed responses from reviewers.
Copy and paste these questions to make your 360 performance reviews quick and quality-driven. We've also included a few open-ended questions to help you get qualitative data that provides more insight into an employee's performance.
360 Review Questions for Head Of Departments
1. Do you believe the vision and mission of [business name] and [employee name]align?
2. Could you describe a recent instance where you and [employee name] had a good exchange?
3. Which five terms sum up [employee name] the best?
4. What changes, if any, will [employee name] become a more capable leader?
5. Does [Name of employee] have good communication skills with all bosses and coworkers?
6. Does [Name of Employee] not hesitate to present ideas?
7. Does [Employee name] put the group ahead of their own achievements?
8. Is [Employee name] a quick learner, as seen by their work?
9. Will [Employee name] confront management to defend what they believe is right?
360 Review Questions for Leaders
1. Where did [employee name] shine this month, this quarter, or this year?
2. How much of the quarter's or year's performance targets was [employee name] met?
3. What was the level of [employee name]'s workload management this quarter/year?
4. What are [employee name]'s main advantages?
5. What's one thing [employee name] is doing to reach his or her full potential?
6. Is there anything [employee name] should give up to advance more quickly?
7. Please grade [employee name]'s overall performance since the first quarter on a scale of 1 to 10
360 Review Questions for Clients/ Customers
1. How would you rank your encounters with [employee name] on a scale of 1 to 10?
2. How would you rank [employee name]'s overall technical know-how on a scale of 1 to 10?
3. How soon was the problem resolved by [employee name] on a scale of 1 to 10?
4. Which of [employee name]'s customer service competencies needs improvement?
5. What do you think is [employee name]'s finest feature?
6. [Employee name] please with how quickly and efficiently they solve problems.
360 Review Questions for Peers
1. For the entire year, [Employee name] established and adhered to all deadlines.
2. [Employee name] took the finest possible strategy to take on new difficulties at work.
3. [Name of employee] successfully imparted knowledge to all coworkers during the testing of the product, promotion, or strategy.
4. [Employee name] provided frequent, helpful comments.
5. [Name of employee] took the initiative to foresee issues and address them.
6. How much risk does [employee name] take on important initiatives, on a scale of 1 to 10?
7. How, on a scale of 1 to 10, has the work of [employee name] affected your capacity to meet objectives?
How Can ThriveSparrow Help?
ThriveSparrow provides solutions to HRs and leaders like you with sole purpose of improving employee engagement and performance, and creating a culture of appreciation and recognition.
With ThriveSparrow, you can modernize all facets of people management, including hiring, onboarding, and team development processes.
Make 360 performance reviews easier to conduct and manage. Try ThriveSparrow today and sign up for a free trial.
