20 Questions You Should be Asking in 360-Degree Performance Reviews
Businesses, for many years, have used the 360-degree feedback method because it works. 360-degree performance reviews, if done right, seriously boosts your employee engagement, spots training needs, and help employees progress through the leadership ladder.
“It frees you as an individual and as an organisation from being held hostage by the views of your bosses,”
says Bruce Sevy, a 360 evaluator of PDI Ninth House, Minneapolis.
In the times where companies like Deloitte, Accenture, Adobe, are dumping traditional performance reviews, it has become incredibly important to integrate 360s feedback that hold great value and insights as to your employee’s performance.
Key differences between a 360-degree feedback and formal performance review:
Things leaders do differently in a 360-degree feedback in comparison to a formal performance review:
- Leaders choose the participating co-workers who should respond to the questions
- Leaders ask co-workers to offer their honest observations
- The completed report is submitted to the leader within a team setting or 1-on-1 meetings.
- Leaders are offered some context and guidance to interpret the responses
- Leaders receive a customised leadership competencies for succession planning (I.e., identifying potential employees for leadership positions)
How to write 360-degree review questions?
Note: The 360-degree feedback sample questions are used to collect a specific collection of data. Thus, the questions cannot be left open-ended. Since the responses may be biased, scattershot and will offer no useful interpretation. MCQs, yes/no questions, or drop-downs should be used.
The following are some instances of open-ended questions:
- What are this employee’s strengths?
- How well does this co-worker manage their time and workload?
- What is the one thing this employee should start/stop/continue doing?
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