The Best 360 Feedback Questions for Performance Appraisal and Employee Surveys

Mr. Spark: What are the main features that the HR tech companies are focusing on?

Gogo: Predictive sentiment analysis in feedback and surveys.

Mr. Spark: Absolutely. What next?

Gogo: Continuous check-ins and bots-powered conversations during the onboarding process.

Mr.Spark: Brilliant. Is there anything else?

Gogo: Of course, 360 degree feedback.

Mr.Spark: Spot on! Why do you think so?

Gogo: Because, because…everybody else is doing so.

Mr.Spark: Hahaha… not at all. Because the companies today have realized the importance of feedback and personal development, they are looking for tech solutions that can make it easier for them to carry out the processes. The HR tech companies develop solutions to meet the demand in the market.

What is 360 Degree Feedback?

A multi-rater feedback system that collects the reviews on an employee’s performance from key stakeholders, promising confidentiality. If anonymity is not taken seriously, the data collected from the process will not be authentic. The stakeholders included in the process will vary depending upon the needs of each company. Some companies include only the peers and managers; Some include the peers, managers, customers, and direct reports.

“There is one thing we’ve personally seen that profoundly and consistently changes lives—what’s generally referred to as the 360-degree feedback process.”

– Jack Zenger and Joseph Folkman, Harvard Business Review

How Frequently the 360 Degree Feedback Process Should Happen?

Whenever the performance appraisal process is going on.
When the company plans to have a change in the culture. The feedback process helps HR to decide on the cultural change that influences the people positively.
To improve the efficiency of the individuals in the company.
To learn where things go wrong.

How to Deliver Constructive Feedback?

Begin the feedback with a positive note.
Convey the constructive feedback in a polite tone and show your true concern.
Do not speak only of the negative things. Appreciate the positive works.
Do not give your opinion. State the facts like when the incident happened and what are its impacts.

How to Create Questions for the 360 Degree Feedback Process?

In most companies, the management thinks that the questions for 360 degree feedback can be easily created. Yes, it can be. But it will not provide accurate data. If you think you do not have an expert in your team, please do seek an expert’s advice before framing the questions. There are companies that are experts in create feedback questions and get the help of technology in conducting the review process.

The questions cannot be open-ended in the 360 degree feedback mechanism that is conducted to collect a particular set of data. Because the answers will not be focused and not provide any relevant information. The questions should be either MCQs, yes or no, or drop-downs.

Some of the examples of open-ended questions:

1. How does the employee do work?

2. Does he actively respond?

3. Had he generated leads well?

Instead, you should ask,

1. Does the employee complete the work in time?

2. Does he respond to your emails within an hour?

3. Had he generated more than 50 leads last month?

Close-ended questions prompt the employees to focus on one area at a time. This will help HR and managers to easily evaluate the review forms of the employees.

Here are a few sample questions to place in your assessments or to create a template for your 360 degree review process.

Performance

1. Did he receive any appreciation from the client for best support last month?

Options:

2. Did she complete her target last month?

Options:

3. How will you rate the quality of his work?

Options

Best
Good
Does not meet the expectations
Has to improve

Leadership

1. Does he help people in his team to improve themselves?

Yes
No
I am not sure, but he has helped me
I am not sure, but he has not helped me

2. Does he handle emergencies well? Can you give an example of it?

Yes
No
Haven’t seen such a situation

If yes, elaborate in the text box.

Customer Satisfaction

1. Does he help the customer politely?

2. Does he resolve the problems of the customers, even if it means to seek help from others?

Yes
No
If he can’t handle it, that’s it. He will not seek anyone’s help.

Team Work

1. Does he treat everyone equally?

2. He is an active team player. Do you agree?

Communication

1. He communicates effectively with others in the team?

2. He delivers feedback in a constructive way?

Yes
No
Not always

Keep your questions simple to learn more about your employees and company. Learn the pattern and what kind of behavior has a greater influence on the employees. If it is positive, analyze how to promote them. If it is not, come up with solutions and development plans to eliminate bad behavior and cultivate an improving mindset.

Do not imitate the process of other companies. Every company has its own path and goal. Keep the vision and mission of your company in the mind and choose the processes accordingly. You cannot ask the person in the manufacturing sector about creativity or questions related to designing. The manufacturing sector requires a different process flow and questions.

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