360 feedback questions, by relationship
Open-ended, behavior-focused questions you can use as-is or adapt — organized by who's giving the feedback.
The best 360 feedback questions are open-ended and focused on observable behavior, and they shift slightly depending on the reviewer's relationship to the person. Peers speak to collaboration, direct reports to leadership and support, managers to judgment and impact, and the person themselves to self-awareness. Below is a ready-to-use set for each group, plus a small core that everyone answers so you can see patterns across relationships.
Core questions everyone answers
Ask these of every reviewer so you can compare answers across relationships and spot patterns.
For peers
Peers see day-to-day collaboration — ask how the person works alongside others.
- How does this person contribute to the team's work beyond their own tasks?
- When you've disagreed, how did they handle it?
- How reliably do they follow through on what they commit to?
- Where does working with them feel easiest? Where does it create friction?
For direct reports
Direct reports see leadership from below — the most valuable, most under-asked angle.
- How well does this person set clear direction and priorities for you?
- Do you feel supported in your growth and development? What would help more?
- How do they respond when you bring them a problem or push back?
- Where could they better advocate for you and the team?
For managers
A manager speaks to judgment, impact, and how the person operates at a wider altitude.
- How effectively does this person make decisions when the answer isn't obvious?
- How well does their work align with the team's broader priorities?
- Where do they have the most impact? Where are they leaving value on the table?
- How well do they handle ambiguity and changing direction?
Self-evaluation
A self-review surfaces blind spots when you compare it to what others say.
- What do you consider your biggest strengths, with an example of each?
- Where do you most want to grow this year?
- What's something you suspect others experience differently than you intend?
- What support or resources would help you do your best work?
How to choose and word your questions
Keep the set short — six to ten questions is plenty, since open-ended answers carry more than a long checklist ever will. Favor behavior over personality (“how do they handle disagreement,” not “are they nice”), and keep wording consistent across reviewers so patterns are easy to see. For the full process around these questions, see how to run a 360 review.
“Instead of asking people to polish feedback or worry about how it will land, teammates are brutally honest. The AI translates this into easy to understand, easy to receive feedback, and surfaces patterns across individuals and the team.”
Choosing your questions, answered
What questions should I ask in a 360 review?+
Ask open-ended, behavior-focused questions, and adjust them by relationship: peers on collaboration, direct reports on leadership and support, managers on judgment and impact, and the person themselves on self-awareness. A short set of six to ten works better than a long checklist.
How many questions should a 360 have?+
Six to ten is a good range. Open-ended questions produce richer feedback than long rating scales, and a shorter set keeps reviewers engaged enough to answer thoughtfully.
Should 360 questions be the same for everyone?+
Keep a small core set identical across all reviewers so you can compare answers, then add a few relationship-specific questions so peers, direct reports, and managers each speak to what they actually see.
Can I customize these questions?+
Yes. Use them as written or adapt them to your context. In 360Growth, questions are organized by relationship and can be customized per review or saved as a default set you reuse.
Turn these questions into a finished report
Drop your questions into 360Growth, invite reviewers to answer by voice or text, and get a synthesized, confidential report back — no manual summarizing.