survey template · Free download
360-Degree Feedback Template
A 360-degree feedback template that gathers balanced input from managers, peers, and reports using consistent, behaviour-based questions and a clear rating scale.
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What you get
- A consistent question set for self, manager, peer, and direct-report raters
- A behaviour-anchored rating scale for fair comparison
- Open-ended start/stop/continue prompts for actionable comments
- Guidance on confidentiality and turning feedback into a plan
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Feedback details
- Person being reviewed
- Role
- Rater relationship— self / manager / peer / direct report
- Review period
Rating scale
Rate how consistently you observe each behaviour, with space for an example.
Scale
| Rating | Meaning |
|---|---|
| 5 | Almost always — a clear strength |
| 4 | Usually |
| 3 | Sometimes |
| 2 | Rarely |
Behaviour ratings
| Behaviour | Rating (1–5 / N/A) | Example |
|---|---|---|
| Communicates clearly and listens well | ||
| Collaborates and supports others | ||
| Delivers reliable, high-quality work | ||
| Takes ownership and follows through |
Open feedback
- Start— What should this person start doing?
- Stop— What should they stop doing?
- Continue— What works well that they should keep doing?
- One piece of advice for their growth
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How to use this template
- 1
Pick the right raters
Choose 5–8 people who genuinely work with the person across different relationships for a rounded view.
- 2
Use the same questions for everyone
Keep ratings comparable by asking all raters the same behaviour-based questions on the same scale.
- 3
Protect anonymity
Aggregate peer and report responses so individuals can't be identified, which produces more honest input.
- 4
Debrief and plan
Share themed results with the person and turn the top one or two themes into development actions.
Frequently asked questions
How many raters should give 360 feedback?
Five to eight is a good range — enough to protect anonymity and balance individual bias, but not so many that the process becomes a burden. Include a mix of manager, peers, and direct reports.
Should 360 feedback be anonymous?
Peer and direct-report feedback should be aggregated so individuals can't be identified. Anonymity produces more honest input. The manager's feedback is usually attributed, since it's expected.
Can I use 360 feedback for performance ratings?
It's best used for development, not formal ratings or pay decisions. When 360 feedback affects compensation, raters inflate scores to avoid hurting a colleague, and the honest signal you wanted disappears.