# 360 Feedback Question Bank **50+ Questions Organized by Competency** --- ## Introduction 360-degree feedback provides employees with confidential, anonymous feedback from the people who work around them. This includes managers, peers, and direct reports. This comprehensive question bank will help you design effective 360 reviews that surface actionable insights. ### How to Use This Question Bank 1. **Select 15-25 questions** - Too many questions leads to survey fatigue 2. **Cover 4-6 competencies** - Focus on what matters most for the role 3. **Balance question types** - Mix rating scales with open-ended questions 4. **Customize for context** - Adapt questions to your organization's values ### Rating Scale Recommendation For quantitative questions, we recommend a 5-point scale: | Rating | Description | | ------ | -------------------------------------- | | 5 | Strongly Agree / Always | | 4 | Agree / Usually | | 3 | Neither Agree nor Disagree / Sometimes | | 2 | Disagree / Rarely | | 1 | Strongly Disagree / Never | | N/A | Not Applicable / Cannot Assess | --- ## Leadership Questions ### Strategic Thinking 1. This person sets a clear vision for their team/area of responsibility. 2. This person makes decisions that align with the organization's long-term goals. 3. This person anticipates challenges and plans proactively. 4. This person effectively balances short-term results with long-term strategy. 5. This person helps others understand how their work connects to broader objectives. ### Decision Making 6. This person makes well-reasoned decisions, even under pressure. 7. This person considers multiple perspectives before making important decisions. 8. This person takes appropriate risks when the situation calls for it. 9. This person takes accountability for their decisions, including mistakes. 10. This person makes timely decisions rather than delaying unnecessarily. ### People Development 11. This person provides regular, constructive feedback to team members. 12. This person actively supports the career growth of others. 13. This person recognizes and celebrates the achievements of team members. 14. This person delegates effectively, providing appropriate autonomy. 15. This person creates opportunities for others to develop new skills. ### Influence & Inspiration 16. This person inspires others to do their best work. 17. This person leads by example in demonstrating company values. 18. This person effectively builds buy-in for new ideas and initiatives. 19. This person remains optimistic and resilient during challenging times. 20. This person creates an inclusive environment where all voices are valued. ### Open-Ended Leadership Questions - What is this person's greatest strength as a leader? - In what area could this person most improve their leadership effectiveness? - Describe a specific situation where this person demonstrated exceptional leadership. - What advice would you give this person to become a more effective leader? --- ## Communication Questions ### Clarity & Articulation 21. This person communicates ideas clearly and concisely. 22. This person adapts their communication style for different audiences. 23. This person provides context and rationale when sharing information. 24. This person confirms understanding when delivering important messages. 25. This person uses appropriate channels for different types of communication. ### Active Listening 26. This person listens attentively without interrupting. 27. This person asks thoughtful follow-up questions. 28. This person demonstrates genuine interest in others' perspectives. 29. This person paraphrases and confirms understanding during conversations. 30. This person is open to feedback and alternative viewpoints. ### Written Communication 31. This person writes clear, professional emails and documents. 32. This person provides timely responses to messages and requests. 33. This person documents decisions and action items effectively. 34. This person creates presentations that are clear and engaging. ### Difficult Conversations 35. This person addresses conflicts directly and constructively. 36. This person delivers difficult feedback with empathy and respect. 37. This person remains calm and professional during disagreements. 38. This person seeks to understand before seeking to be understood in tense situations. ### Open-Ended Communication Questions - How would you describe this person's communication style? - What could this person do to communicate more effectively? - Describe a situation where this person's communication skills made a positive impact. - Is there anything this person does in communication that you find challenging or frustrating? --- ## Collaboration & Teamwork Questions ### Cross-Functional Collaboration 39. This person works effectively with people from other teams/departments. 40. This person shares information proactively with relevant stakeholders. 41. This person seeks input from others when appropriate. 42. This person builds strong working relationships across the organization. 43. This person navigates organizational dynamics effectively. ### Team Contribution 44. This person contributes their fair share to team efforts. 45. This person supports team members when they need help. 46. This person puts team success ahead of personal recognition. 47. This person follows through on commitments made to the team. 48. This person brings positive energy to team interactions. ### Conflict Resolution 49. This person addresses disagreements constructively. 50. This person finds common ground in difficult situations. 51. This person focuses on solutions rather than blame. 52. This person mediates conflicts between others effectively. ### Inclusion & Psychological Safety 53. This person values and respects diverse perspectives. 54. This person creates space for quieter team members to contribute. 55. This person makes it safe for others to take risks and make mistakes. 56. This person treats all team members fairly and equitably. ### Open-Ended Collaboration Questions - How does this person contribute to team dynamics? - What could this person do to be a better collaborator? - Describe a time when this person went above and beyond to help a colleague. - Is there anything this person does that negatively impacts team collaboration? --- ## Technical Skills & Job Knowledge Questions ### Expertise 57. This person demonstrates strong knowledge in their area of expertise. 58. This person stays current with industry trends and best practices. 59. This person applies their technical skills effectively to solve problems. 60. This person is a go-to resource for questions in their domain. 61. This person shares their knowledge generously with others. ### Quality of Work 62. This person consistently produces high-quality work. 63. This person pays attention to detail. 64. This person catches and corrects errors before they become problems. 65. This person takes pride in the quality of their deliverables. ### Continuous Learning 66. This person actively seeks opportunities to learn and grow. 67. This person applies new knowledge and skills to their work. 68. This person is receptive to feedback about their technical abilities. 69. This person adapts quickly to new tools, technologies, or processes. ### Open-Ended Technical Questions - What technical or professional skills does this person excel at? - In what technical areas could this person develop further? - How does this person's expertise contribute to the team's success? --- ## Problem Solving & Critical Thinking Questions ### Analytical Thinking 70. This person breaks down complex problems into manageable parts. 71. This person gathers relevant data before making decisions. 72. This person identifies root causes rather than just symptoms. 73. This person considers multiple solutions before choosing a path forward. ### Creativity & Innovation 74. This person generates creative solutions to challenges. 75. This person is open to trying new approaches. 76. This person challenges the status quo constructively. 77. This person brings fresh perspectives to recurring problems. ### Judgment & Prioritization 78. This person makes sound judgments in ambiguous situations. 79. This person prioritizes effectively when facing competing demands. 80. This person knows when to escalate issues and when to solve them independently. 81. This person learns from mistakes and adjusts their approach. ### Open-Ended Problem-Solving Questions - Describe a challenging problem this person solved effectively. - How does this person approach complex or ambiguous situations? - What could this person do to improve their problem-solving abilities? --- ## Execution & Results Orientation Questions ### Accountability 82. This person takes ownership of their responsibilities. 83. This person delivers on their commitments. 84. This person holds themselves to high standards. 85. This person takes responsibility for mistakes rather than making excuses. ### Productivity & Efficiency 86. This person manages their time effectively. 87. This person produces results without unnecessary delays. 88. This person focuses on high-impact activities. 89. This person works efficiently without sacrificing quality. ### Drive & Initiative 90. This person takes initiative without waiting to be asked. 91. This person goes above and beyond what's expected. 92. This person persists through obstacles to achieve goals. 93. This person brings energy and enthusiasm to their work. ### Results Focus 94. This person consistently meets or exceeds performance expectations. 95. This person focuses on outcomes, not just activities. 96. This person sets ambitious goals and works hard to achieve them. 97. This person finds ways to measure and track their impact. ### Open-Ended Execution Questions - What results has this person achieved that impressed you? - What could this person do to be more effective in their role? - Describe a time when this person demonstrated exceptional work ethic or drive. --- ## Emotional Intelligence Questions ### Self-Awareness 98. This person understands their own strengths and limitations. 99. This person seeks feedback and reflects on their behavior. 100. This person recognizes how their actions impact others. 101. This person maintains composure under stress. ### Empathy 102. This person shows genuine concern for others' wellbeing. 103. This person considers how decisions affect different stakeholders. 104. This person picks up on unspoken concerns or emotions. 105. This person responds appropriately to others' emotional states. ### Relationship Building 106. This person builds trust with others quickly. 107. This person maintains positive relationships even during disagreements. 108. This person shows appreciation for others' contributions. 109. This person makes others feel valued and respected. ### Open-Ended EQ Questions - How would you describe this person's emotional intelligence? - How does this person handle stressful or emotionally charged situations? - What could this person do to build stronger relationships? --- ## Adaptability & Change Management Questions ### Flexibility 110. This person adapts well to changing priorities and circumstances. 111. This person remains effective when facing uncertainty. 112. This person is open to new ideas and ways of working. 113. This person adjusts their approach based on feedback and results. ### Change Leadership 114. This person helps others navigate through change effectively. 115. This person communicates the reasons behind changes clearly. 116. This person maintains a positive attitude during transitions. 117. This person identifies opportunities within challenging situations. ### Open-Ended Adaptability Questions - How does this person respond to change or uncertainty? - Describe a time when this person demonstrated adaptability. - What could this person do to be more flexible or adaptable? --- ## Summary Questions ### Overall Assessment 118. Overall, this person is highly effective in their role. 119. I would want to work with this person again. 120. This person makes the people around them better. 121. I would recommend this person for increased responsibility. ### Start / Stop / Continue **Start:** What should this person START doing? --- --- **Stop:** What should this person STOP doing? --- --- **Continue:** What should this person CONTINUE doing? --- --- ### Final Open-Ended Questions - What is this person's single greatest strength? - What is the most important thing this person could do to improve? - Is there anything else you'd like to share about working with this person? - If you could give this person one piece of advice, what would it be? --- ## Question Selection Guide ### For Individual Contributors Focus on: Technical Skills, Execution, Collaboration, Communication, Problem Solving **Recommended questions:** 21, 25, 30, 44, 45, 47, 57, 62, 65, 70, 82, 86, 90, 98, 102, 110 ### For Managers Focus on: Leadership, People Development, Communication, Decision Making, Emotional Intelligence **Recommended questions:** 1, 6, 11, 14, 16, 21, 35, 39, 49, 53, 78, 82, 84, 98, 102, 105 ### For Senior Leaders Focus on: Strategic Thinking, Influence, Change Management, Judgment, Organizational Impact **Recommended questions:** 1, 2, 4, 6, 9, 16, 18, 21, 35, 42, 49, 74, 78, 114, 117, 120 ### For Cross-Functional Roles Focus on: Collaboration, Communication, Influence, Adaptability, Relationship Building **Recommended questions:** 21, 24, 26, 35, 39, 41, 42, 49, 50, 56, 78, 102, 106, 109, 110 --- ## Best Practices for 360 Feedback ### Before the Review - [ ] Communicate the purpose and process clearly - [ ] Ensure confidentiality and anonymity - [ ] Select appropriate raters (manager, 3-5 peers, 2-4 direct reports) - [ ] Allow sufficient time for thoughtful responses ### During the Review - [ ] Send reminders to maximize participation - [ ] Keep the survey concise (15-25 questions) - [ ] Require comments for extreme ratings - [ ] Set a clear deadline ### After the Review - [ ] Allow time for self-reflection before sharing results - [ ] Present results constructively, focusing on patterns - [ ] Create a development action plan - [ ] Follow up on progress in subsequent 1:1s ### Common Pitfalls to Avoid - [ ] Don't use 360 feedback as the sole basis for performance ratings - [ ] Don't share individual rater responses (maintain anonymity) - [ ] Don't skip the development planning conversation - [ ] Don't conduct 360s too frequently (annually or bi-annually is sufficient) --- ## Additional Resources Ready to streamline your 360 feedback process? **LVL Up Performance** provides an integrated 360 feedback platform that makes it easy to: - Send and track 360 feedback requests - Customize question sets for different roles - Generate insightful reports automatically - Connect feedback to development plans - Track improvement over time --- _This question bank is provided by LVL Up Performance._ **LVL Up Performance** | Elevate Your Team's Potential Website: [lvlupperformance.com] Email: hello@lvlupperformance.com _Copyright 2024 LVL Up Performance. Use freely to improve your feedback processes._