Ready-to-use 360 feedback questions for communication, leadership, collaboration, decision making, and more. Use them as-is or customize them in your evaluation — completely free.
7 competency areas · 50+ questions · Self-assessment included
The most common mistake in 360 feedback questions is measuring personality instead of behavior. "This person is a great communicator" is hard to rate objectively. "This person listens actively before responding in discussions" is something every rater can observe and score consistently.
Good questions are also specific enough to be actionable. If someone scores low on "makes timely decisions with available information," you know exactly what behavior needs to change. Vague questions produce vague results that lead to vague development plans that change nothing.
"This person listens actively and considers other perspectives before responding."
"This person is a good communicator."
All questions use a 5-point scale: 1 = Rarely · 2 = Sometimes · 3 = Often · 4 = Usually · 5 = Consistently
"This person communicates ideas clearly and at the right level of detail."
"This person listens actively and considers other perspectives before responding."
"This person keeps relevant stakeholders informed in a timely way."
"This person adapts their communication style to different audiences."
"This person gives clear, actionable feedback when needed."
"This person actively supports team members beyond their own responsibilities."
"This person handles disagreements constructively and professionally."
"This person shares credit and recognizes the contributions of others."
"This person builds productive working relationships across the organization."
"This person contributes to a positive and inclusive team environment."
"This person makes timely decisions with the information available."
"This person uses data and evidence to support their decisions."
"This person involves the right people in decisions appropriately."
"This person takes ownership of outcomes — positive and negative."
"This person considers second-order consequences before deciding."
"This person provides coaching and feedback that helps others grow."
"This person creates opportunities for team members to develop new skills."
"This person gives clear direction and priority setting for the team."
"This person creates psychological safety — people feel comfortable speaking up."
"This person recognizes and appreciates good work in a meaningful way."
"This person responds constructively to change and ambiguity."
"This person maintains effectiveness during periods of uncertainty."
"This person learns quickly from mistakes and adjusts their approach."
"This person stays productive under pressure without compromising quality."
"This person connects day-to-day decisions to longer-term goals."
"This person anticipates problems before they become urgent."
"This person identifies opportunities that others may overlook."
"This person helps the team understand how their work contributes to organizational priorities."
"What is this person's greatest strength? Provide a specific example."
"What is one behavior this person should change or develop? Be specific."
"What would make this person significantly more effective in their role?"
"What does this person do that you would like to see them do more of?"
Pick 3–4 questions from 6–8 competencies (about 20–30 in total), add 2–3 open questions, and use the same statements for every rater group so you can compare self, manager, peers, and direct reports.
20–30 questions is the optimal range. This covers 6–8 competencies with 3–4 questions each, plus 2–3 open-text questions. Surveys over 40 questions consistently produce rushed, lower-quality responses.
Good questions describe specific, observable behaviors rather than personality traits. "This person listens actively in meetings" is better than "This person is a good communicator" because raters can actually observe and score it consistently.
Mostly yes — using identical questions across rater groups makes score comparison meaningful. However, some questions only apply to specific groups (e.g., "Developing Others" only applies if the subject manages people) and should be filtered accordingly.
Yes. All questions in this library are free to use and adapt. In 360Feedbacks, they are pre-loaded into the question bank and fully editable to match your competency framework.
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