cover letter for 360 degree feedback

How to Request 360 Feedback From Your Colleagues + Examples

Are you looking for ways to request actionable feedback from your colleagues? Do you want to improve your work performance and reach your goals? If so, then 360 degree feedback cycles are a great opportunity to do just that.

At Pearl, we understand the importance of eliciting and receiving meaningful and actionable feedback in order to foster growth in both yourself and those around you. In this blog post, we’ll provide detailed examples of how to elicit productive 360 feedback as well as tips on how to request it from others. So read on if you want some helpful advice about providing valuable insights into your coworkers’ development!

What is 360 Feedback?

360 feedback is a process in which an individual receives feedback from their peers , supervisors, and/or subordinates. This type of feedback can offer a more comprehensive view of an individual’s performance and capabilities than other traditional employee feedback tools . It provides multiple perspectives on performance, which can be particularly useful for self-reflection and development.

By taking into account the opinions of various stakeholders within an organization, 360 degree feedback can help identify areas that need to be improved upon, as well as potential career growth opportunities. At an organizational level, it can provide valuable insight into how collaboration works and help to foster a culture of open communication and trust.

How to Request 360 Feedback?

Some companies have formal 360 feedback programs, while others do not. It depends on the organization's size, operating rhythm, management style, and probably a hundred other factors.

360 performance review programs can vary in their flexibility and customization options. While some programs provide pre-defined templates with fixed questions, others allow employees to add or modify questions based on their specific needs and goals.

Here are a few program types you might encounter:

Fixed Template 360 Feedback

Some 360 performance review programs provide a standardized template with a set of questions that are designed to evaluate various aspects of an employee's performance. In such cases, employees may not have the flexibility to add or modify questions. This approach ensures consistency across the organization and helps facilitate easier analysis and comparison of feedback. In this case, you'll have to accept the questions and feedback as designed.

Customizable 360 Feedback

Other programs offer a customizable template, allowing employees to add or modify questions within predefined guidelines. This flexibility enables employees to tailor the review process to their specific roles, responsibilities, and development areas. It can be particularly useful when different teams or departments have unique performance evaluation criteria.

Open-Ended Feedback Customization

Some organizations use more flexible systems or manual processes that allow employees to create entirely new sets of questions or modify existing ones without significant restrictions. This approach provides maximum customization, but it will require additional coordination and alignment with the organization's performance management guidelines.

It's essential to consult your organization's policies and guidelines or engage with the HR department to understand the specific rules and options available within your performance review program. This will help you determine the extent to which you can add or modify questions to gather feedback that aligns with your goals and objectives.

Personalizing Your 360 Feedback Questions

If your company has a formal 360 feedback system in place and allows for partial or entirely customized questions, you have an opportunity to find out some truly valuable, personalized feedback. Start by having a clear goal of what you are looking for in the feedback. Knowing what you want to achieve with it can help guide the process and ensure that you get the most out of it.

When making a request, try to be as specific as possible about what kind of comments or insights you would like to receive. If you’re looking for ways to improve a specific area of work performance, be sure to explain what you're working toward and what feedback would be most helpful. Additionally, make sure your reviewers are aware of how their comments will be used and who else will have access to them.

A good question should be clear and specific, so that the person being asked can understand your objective. It should have a purpose in mind, such as gathering information or verifying facts. Additionally, it should avoid using leading language or making assumptions to ensure unbiased responses. Finally, it should be open-ended enough to allow respondents to explore their own thoughts and feelings when answering them.

These types of questions can help provide more detailed and actionable insights into how well you're performing in your role, how you're showing up and representing yourself, etc.

Overall, providing meaningful 360 degree feedback requires some preparation and thoughtfulness but can be an extremely valuable tool for fostering growth and development among employees. By taking the time to ask thoughtful questions and craft clear requests, individuals can gain invaluable insight into their own skillset while also helping others get better at what they do best!

360 Performance Review Example Questions

In order to elicit useful responses from those giving feedback, consider including evocative questions. Here are some 360 performance review example questions:

• What do you think I could do differently to improve my performance in my role?
• Do you think I'm effectively communicating with colleagues and other stakeholders?
• What are your thoughts on my ability to work in a team environment?
• How do you think I'm contributing to the team's overall success?
• What specific skills or qualities do you think I bring to the team that have had a positive impact?
• What areas or skills do you think I could further develop to enhance my overall performance?
• Have you witnessed any specific actions or behaviors that support my career development?
• Have I demonstrated a solid work ethic and commitment to the job?
• Are there any areas of skillset that you feel I need to further develop or strengthen?
• Do you feel that I am sufficiently using my initiative and taking on new tasks or projects when they arise?
• How would you rate my problem-solving skills and ability to troubleshoot issues quickly and accurately?
• Are there any organizational objectives that, in your opinion, I could better contribute towards achieving?
• What areas of collaboration do you believe have been successful between us, and what could be improved upon?
• Are there any changes or improvements that you'd like me to make with respect to our working relationship together?
• Have there been any particular instances where I have handled a situation particularly well or poorly from your perspective?
• How can I further demonstrate leadership qualities within our team environment?
• In terms of interpersonal relationships with colleagues, how do you think I am performing overall?
• From your perspective, are there any weaknesses that should be taken into consideration when evaluating my progress over time at work?

By taking the time to ask thoughtful questions and craft clear requests, individuals can gain invaluable insight into their own skillset while also helping others get better at what they do best! Having a comprehensive understanding of the feedback received from colleagues can help provide a strong foundation for career growth. With this knowledge, you can take informed steps in improving your performance and fulfilling your professional goals.

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360 Feedback Examples for Growth-Oriented Reviews

Lorelei Trisca

July 30, 2024

Last Update

September 26, 2024

Table of Contents

360 feedback examples focused on competencies, 360 feedback start, stop, continue examples, establish a 360 feedback system at record speed with deel engage, key takeaways.

• By using 360 feedback, workers receive comprehensive insights from peers and managers and evaluate themselves , helping them understand their strengths and areas for growth.
• Writing effective 360 feedback involves clarity, specificity, and a balanced approach. Truly effective feedback drives actionable change.
• Tailoring feedback to role-specific competencies for performance reviews helps employees understand their strengths and areas for improvement.

Growth-oriented reviews are essential for fostering a culture of continuous improvement and professional development within an organization. By using 360 feedback, employees receive comprehensive insights from peers, managers, and self-evaluations, helping them understand their strengths and areas for growth. This holistic approach ensures that feedback is well-rounded and actionable, empowering employees to take ownership of their development and align their goals with the organization’s objectives.

We curated 60+ sample 360 feedback phrases and comments that can inspire actionable change. These examples cover various aspects of employee performance, such as communication, time management, and productivity. We also included examples for the start-stop-continue feedback framework.

Competency -focused 360 feedback provides targeted insights into specific skills and behaviors critical for success in any role.

Employees can gain a clearer understanding of their performance in these areas by honing in on key competencies such as communication, problem-solving, and leadership. This type of feedback helps identify both strengths to build upon and areas needing improvement, fostering a path toward professional growth.

The following examples illustrate how to structure 360-degree feedback to address essential competencies. They include positive (reinforcing) and negative (redirecting) feedback, offering constructive guidance and actionable suggestions.

Note : If you need to improve your 360-degree feedback system , consult these detailed resources:

• 360 Feedback Questions to Measure and Improve Employee Performance
• How to Implement a 360-Degree Performance Appraisal in 15 Steps
• A Guide to Developing a Competency-Based Performance Management System

Communication skills

Effective communication is crucial across all levels of an organization. It ensures that information is clearly conveyed, reduces misunderstandings, and fosters collaboration. Key behaviors to focus on during 360 feedback include active listening and clarity in conveying messages.

360 feedback examples for peers

• “Your active listening skills are impressive. During team meetings, you always acknowledge everyone’s input, making us feel valued and heard. For instance, during our last project discussion, you summarized key points from each speaker, which helped clarify our goals and next steps.”
• “While you are very knowledgeable, sometimes your use of technical jargon can confuse team members who are not as familiar with the terminology. During our last brainstorming session, a few of us had to ask for clarification on the terms you used. Consider using simpler language or providing brief explanations to ensure everyone is on the same page.”

360 feedback examples for managers

• “You excel at facilitating open communication within the team, creating an environment where everyone feels comfortable sharing their ideas. Your weekly check-ins where you actively listen and ask for input have significantly improved our team’s cohesion and problem-solving capabilities.”
• “Sometimes, it feels like you do not fully address team concerns in meetings. It might help to dedicate a few minutes to open discussion in each meeting to ensure everyone’s voice is heard. For example, several team members expressed concerns about project deadlines during our last meeting. However, the conversation quickly moved on without a resolution. Taking a moment to discuss these issues could help address and resolve them effectively.”

360 feedback examples for self-evaluations

• “I have demonstrated strong communication skills, effectively conveying information and actively listening to my colleagues. In team meetings, I ensure everyone’s ideas are heard and understood by summarizing key points and facilitating clear discussions, improving team collaboration and project outcomes.”
• “I recognize that I need to work on my active listening skills. Sometimes, I catch myself multitasking during conversations, which can lead to misunderstandings. In the future, I will focus on giving my full attention to the speaker and summarizing their points to confirm understanding.”

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Giving and receiving feedback

Constructive feedback is essential for personal and professional growth. It helps individuals improve their performance and fosters a culture of continuous improvement. Focus reviews on delivering feedback constructively, being receptive to criticism, and using feedback to drive positive change.

• “You provide very constructive criticism that helps us improve our work. Your feedback is always specific and actionable. When you reviewed my report, you highlighted specific areas for improvement and suggested concrete steps to enhance the overall quality.”
• “While you are open to receiving feedback, sometimes it seems like you take it personally rather than seeing it as an opportunity for growth. During our last peer review, you seemed defensive when fellow team members made suggestions about your presentation style. Trying to view feedback as a chance to improve might make it easier to accept and act upon.”

For managers

• “You give timely and constructive feedback that helps us stay on track and improve continuously. Your feedback on the last project was very detailed and included specific examples of what was done well and what needed improvement, which was very helpful.”
• “There are times when your feedback could be more balanced, offering areas for improvement and recognizing what our team does well. In the recent project debrief, the focus was primarily on what went wrong. Including some positive feedback could boost morale and encourage continuous improvement.”

For self-evaluations

• “I have been actively seeking feedback from my peers and using it to improve my work. This approach has helped me identify areas for growth and development. I plan to continue asking for specific feedback after completing major tasks and use it to refine my skills and performance.”
• “I recognize the need to improve how I give and receive feedback to foster better working relationships. I will practice framing feedback constructively and actively seek out feedback to learn and grow.”

Problem-solving

Problem-solving skills are vital for overcoming challenges and achieving organizational goals. They enable employees to think critically, develop innovative solutions, and improve processes. Assess analytical thinking, creativity, and the ability to implement effective solutions during your reviews.

• “You consistently bring creative solutions to the table, helping the team overcome obstacles efficiently. For example, your idea to streamline our reporting process saved us significant time and improved accuracy.”
• “Sometimes, you seem to rely on the same problem-solving methods. Exploring new techniques or approaches might enhance our problem-solving capabilities. In our last project, we faced a recurring issue that wasn’t fully resolved. Trying different strategies or tools might provide a more effective solution.”
• “Your strategic approach to problem-solving has been instrumental in guiding the team through complex challenges. During the recent system outage, your quick thinking and clear instructions helped us minimize downtime and restore operations efficiently.”
• “At times, it would be beneficial to involve the team more in problem-solving to leverage diverse perspectives. For instance, during the last project setback, soliciting input from the team could have led to a more comprehensive solution.”
• “I have consistently demonstrated strong problem-solving skills, solving complex challenges effectively. In the last project, I identified a bottleneck in our workflow. I implemented a new process that increased our efficiency by 20%.”
• “I am committed to improving my problem-solving skills by learning new techniques and applying them to my work. I plan to take an online course on advanced problem-solving strategies and apply these methods to my current projects.”

Time management

Time management skills are critical for productivity and meeting deadlines. They help employees prioritize tasks, manage their workload efficiently, and reduce stress. Key areas to focus on during 360 feedback include setting priorities, avoiding procrastination, and using time-tracking tools.

• “You manage your time exceptionally well, consistently meeting deadlines and helping the team stay on track. Your ability to prioritize tasks effectively has been crucial during our busy periods and ensures the team misses no critical deadlines.”
• “Time management is an area where you could improve. Sometimes, tasks are delayed, negatively impacting the team’s progress. Consider using a task management tool or setting more specific deadlines to help stay on track with your workload.”
• “Your ability to allocate time effectively across multiple projects ensures that everything runs smoothly and deadlines are met. Your scheduling of team activities and deadlines helps us manage our workload efficiently and avoid last-minute rushes.”
• “At times, overcommitting to tasks can negatively impact the team’s ability to meet deadlines. Prioritizing and delegating tasks could improve our overall efficiency. In our last project, balancing time between critical tasks and less urgent ones would have helped us meet the final deadline more comfortably.”
• “I have effectively managed my time, consistently meeting deadlines and balancing multiple projects. “By using a prioritization system and scheduling my tasks, I was able to complete all my assignments ahead of schedule last quarter.”
• “I recognize that my time management skills need improvement to enhance my productivity and efficiency. I will start using a planner to organize my tasks and set realistic deadlines to ensure timely completion of my work.”

Productivity

High productivity is essential for achieving organizational objectives and maintaining competitiveness. It involves efficiently completing tasks and maximizing output. To enhance productivity, focus your evaluations on goal setting, task prioritization, and minimizing distractions.

• “You are highly productive, consistently delivering high-quality work on time. Your ability to maintain focus and complete tasks efficiently has been a great asset to our team.”
• “There are times when you could improve your productivity. Identifying and minimizing distractions might help you work more efficiently. Using time-blocking techniques or limiting non-essential activities during work hours could enhance your productivity.”
• “Your productivity sets a high standard for the team. You manage to deliver exceptional results while maintaining a high level of efficiency. Your structured approach to work and prioritization of key tasks ensures that projects are completed on schedule and with high quality.”
• “While your productivity is generally good, there are times when more focus on critical tasks is needed to ensure timely completion. During the last quarter, prioritizing high-impact projects could have improved overall team performance.”
• “I have maintained high productivity levels, regularly exceeding my output targets. I increased my task completion rate by 30% in the past six months through focused work sessions and minimizing distractions.”
• “I aim to enhance my productivity by setting clear goals and eliminating distractions that hinder my work. Implementing a daily to-do list and focusing on one task at a time will help me increase my efficiency and output.”

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Growth mindset

A growth mindset encourages continuous learning and adaptability, which are crucial in today’s rapidly changing work environment. It helps employees embrace challenges, learn from feedback, and persist when facing setbacks. Emphasize openness to new experiences, resilience, and a commitment to lifelong learning.

• “Your growth mindset is inspiring. You continuously seek opportunities to learn and improve, positively influencing the team. Your recent enrollment in a leadership course shows your commitment to personal and professional development.”
• “Sometimes, you seem to hesitate to take on new challenges. Embracing a growth mindset more fully could help you expand your skills and capabilities. Volunteering for new projects or roles could provide valuable learning experiences and accelerate your growth.”
• You exemplify a growth mindset, always encouraging the team to develop new skills and take on new challenges. Your support for continuous learning initiatives and professional development opportunities has greatly benefited the team.”
• “There are opportunities to further promote a growth mindset within the team. Encouraging risk-taking and learning from failures can drive innovation and growth. During our next project cycle, fostering an environment where team members feel safe to experiment and learn from their mistakes could enhance creativity and problem-solving.”
• “I am committed to cultivating a growth mindset by embracing new challenges and learning opportunities. I will set personal development goals and seek feedback to continuously improve my skills and knowledge.”
• “I am dedicated to maintaining a growth mindset by seeking new learning opportunities and embracing challenges. I plan to attend industry conferences and participate in workshops to continually expand my knowledge and skills.”

Leadership skills

Leadership skills are essential for guiding teams, making strategic decisions, and driving organizational success. Effective leaders inspire and motivate others, communicate clearly, and foster a positive work environment. Key behaviors to focus on include decision-making and the ability to provide direction and support.

• “Your leadership skills are impressive. You consistently motivate and guide the team, ensuring everyone is aligned and working towards our goals. Your ability to lead by example during the recent project was particularly impactful, fostering a collaborative and productive environment.”
• “At times, your leadership approach can seem overbearing, which might stifle team creativity and input. Encouraging more open discussions and delegating tasks could help improve team dynamics and overall performance.”
• “You demonstrate strong leadership skills, effectively managing and inspiring the team. Your strategic decision-making and ability to communicate clear objectives have significantly contributed to our success. For instance, your leadership during the last project launch was critical in meeting our targets.”
• “There are moments when your leadership style could be more inclusive. Some team members feel their ideas are not always considered. Facilitating more inclusive meetings and actively seeking input from all team members could enhance team engagement and innovation.”
• “I am confident in my leadership abilities and have successfully led my team through several challenging projects. By maintaining clear communication and setting achievable goals, I have fostered a motivated and high-performing team.”
• “I recognize that my leadership approach can sometimes be too directive. I need to work on being more inclusive and open to team input. I will improve my active listening skills and encourage more team collaboration to enhance our collective performance.”

Free template

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Start doing

• Start sharing your insights during team meetings. Your unique perspective could provide valuable contributions to our projects.
• Start providing feedback on my work more frequently. Constructive criticism can help me improve and grow in my role.
• Start organizing team-building activities. These events can strengthen our team cohesion and morale.
• Stop hesitating to take the lead on projects. You have great leadership potential that could benefit our team.
• Stop interrupting others during discussions. Allowing everyone to speak without interruptions will create a more respectful and productive environment.
• Stop relying solely on email for communication. Sometimes, face-to-face conversations or phone calls can resolve issues more efficiently.

Continue doing

• Continue being punctual and reliable. Your consistency sets a positive example for the rest of the team.
• Continue being the go-to person for technical support. Your expertise and willingness to help are greatly appreciated by the team.
• Continue collaborating across departments. Your ability to work well with other teams enhances our project’s success.
• Start providing more detailed feedback during our one-on-one meetings. Specific examples can help clarify expectations and areas for improvement.
• Start recognizing individual achievements in team meetings. Public acknowledgment can boost morale and motivation.
• Start setting more precise project milestones and deadlines. This will help us manage our workload and track progress more efficiently.
• Stop scheduling last-minute meetings. Planning meetings in advance helps us manage our time more effectively.
• Stop overlooking the team’s workload capacity. Ensure that tasks are evenly distributed to prevent burnout.
• Stop micromanaging tasks. Trust your team to handle their responsibilities and step in only when necessary.
• Continue fostering an open-door policy. Your approachability is invaluable for addressing concerns and ideas promptly.
• Continue promoting a collaborative environment. Your emphasis on teamwork helps us achieve better results.
• Continue supporting professional development by encouraging us to attend workshops and conferences.
• Start prioritizing tasks more effectively to enhance productivity. Using a task management tool could help.
• Start attending more industry-related webinars and training sessions to stay updated with the latest trends and best practices.
• Start setting aside time each week for professional development, such as learning new software or improving existing skills.
• Stop procrastinating on challenging assignments. Tackling complex tasks head-on will improve overall performance.
• Stop avoiding feedback on my work. Embracing constructive criticism will help me improve faster.
• Stop multitasking during important projects. Focusing on one task at a time will yield better quality results.
• Continue maintaining a positive attitude, even during stressful times. This has helped me stay motivated and resilient.
• Continue seeking feedback from colleagues and supervisors. This has been instrumental in my professional growth.
• Continue contributing to team brainstorming sessions. My creative ideas have often led to innovative solutions.

Moving from single-reviewer performance reviews led by managers to 360 feedback reviews offers a more holistic picture of a person’s performance and strengths. However, setting up and following through takes a lot of effort from HR teams.

Establish a feedback culture that boosts performance and growth with Deel Engage’s 360 feedback solution :

• Easily set up growth-oriented 360-degree feedback cycles and eliminate tedious manual processes
• Enable multi-rater feedback with rating or open-ended questions or even a mix of the two
• Gain valuable insights into employee performance, engagement, and well-being
• Connect the dots between performance reviews, employee training and growth, and future career paths
• Deel HR , our truly global HRIS solution, is always included for free

Book a demo to see how our solutions will help you build a high-performance workforce.

Deel Engage is our go-to platform for all things talent management, saving us up to 180 hours in feedback processes alone.

— Caroline Randazzo ,

Head of Human Resources and Recruitment, Aquatic

More resources

• 50+ Upward Feedback Examples to Foster Leadership Growth
• Self Evaluation Examples: 80+ Sample Answers to Inspire You
• 60+ Performance Feedback Examples for Varying Levels of Performance
• How to Create an Effective Performance Management System in 12 Steps
• How to Integrate Learning and Performance Management for Driving Business Results

About the author

Lorelei Trisca is a content marketing manager passionate about everything AI and the future of work. She is always on the hunt for the latest HR trends, fresh statistics, and academic and real-life best practices. She aims to spread the word about creating better employee experiences and helping others grow in their careers.

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