45 360 Feedback Questions for Managers, Peers, and Direct Reports

A good 360 feedback survey does not ask people whether they “like working with” someone. It asks questions that surface observable behaviors, patterns, and impact. That difference matters because the goal of 360 feedback is not to collect opinions for their own sake. It is to gather useful signals that help someone grow.

For modern teams, 360 feedback works best when it is short, role-aware, and tied to coaching. Baxo’s emphasis on clear, structured feedback fits that model well: managers need signal, not noise.

What good 360 feedback questions have in common

• They focus on behaviors people can actually observe.

• They avoid loaded language and personality judgments.

• They are specific enough to guide action after the review.

• They separate manager, peer, and direct-report perspectives.

• They leave room for examples, not just ratings.

360 feedback questions for managers

1. Does this manager set clear expectations?

2. Does this manager follow through on commitments?

3. Does this manager give useful feedback in time to act on it?

4. Does this manager make priorities clear when tradeoffs appear?

5. Does this manager stay calm under pressure?

6. Does this manager recognize strong work consistently?

7. Does this manager address performance issues directly and respectfully?

8. Does this manager create clarity around ownership and decision-making?

9. Does this manager support career growth, not just near-term execution?

10. Would you trust this manager to lead a larger team?

360 feedback questions for peers

1. Does this teammate communicate clearly and early?

2. Can others rely on this teammate to deliver what they own?

3. Does this teammate collaborate well across functions?

4. Does this teammate respond well to feedback?

5. Does this teammate help unblock others?

6. Does this teammate contribute to a positive working environment?

7. Does this teammate raise concerns constructively?

8. Does this teammate make decisions with the broader team in mind?

9. Does this teammate balance speed with quality?

10. Would you want to work closely with this person again on a critical project?

360 feedback questions for direct reports

1. Does this person make good use of coaching?

2. Does this person communicate progress clearly?

3. Does this person take ownership of results?

4. Does this person respond well when priorities change?

5. Does this person ask for help at the right time?

6. Does this person support teammates effectively?

7. Does this person handle conflict productively?

8. Does this person show growth between feedback cycles?

9. Does this person make good decisions with available information?

10. Would you trust this person with broader responsibility?

Open-ended prompts that make 360 feedback more useful

1. What is one strength this person brings to the team?

2. What is one behavior that would most improve this person’s impact?

3. What is a recent example of this person working especially well?

4. Where does this person create friction for others?

5. What should this person do more often?

How to use 360 feedback without overwhelming people

Keep it focused. Most teams do not need 60 rating questions. They need 10 to 20 strong prompts plus a few open-ended questions. The easier the survey is to complete, the better the response quality tends to be.

Use the results to guide coaching conversations, goal setting, and development plans. Do not treat the survey as a verdict. Treat it as structured input.

Common 360 feedback mistakes

• Asking vague questions like “Is this person a strong leader?”

• Using the same questions for every role.

• Collecting feedback without explaining how it will be used.

• Overweighting anonymous comments without looking for patterns.

• Failing to turn survey output into practical next steps.

FAQ

How many questions should a 360 feedback survey include?

For most teams, 10 to 20 rating questions plus a handful of open-ended prompts is enough.

Should 360 feedback be anonymous?

It often works best when peer and direct-report responses are aggregated, especially in smaller teams where trust can be fragile.

Can 360 feedback replace manager reviews?

No. It is a useful input, not a substitute for manager judgment and documented performance conversations.

Related reading: Manager Feedback Examples and Performance Review Examples for Managers.

If you want a simpler way to collect feedback and turn it into useful review inputs, explore Baxo.