360-Degree Feedback Template

A comprehensive evaluation tool that gathers feedback from multiple stakeholders including managers, peers, direct reports, and self-assessment to provide a holistic view of performance.

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Introduction to 360-Degree Feedback

360-degree feedback, also known as multi-rater feedback, is a comprehensive assessment method that gathers input from multiple sources, including managers, peers, direct reports, and self-evaluation. This approach provides a well-rounded view of an employee's performance, skills, and behaviors.

This template provides a structured framework for collecting and analyzing 360-degree feedback, helping organizations implement effective performance evaluation processes that drive employee development and organizational success.

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360-Degree Feedback Form

Employee Information

Employee Name:

[Employee Name]

Position/Title:

[Position]

Department:

[Department]

Review Period:

[Start Date] to [End Date]

Relationship to Employee:

Manager

Peer

Direct Report

Self

Other

The complete template includes sections for competency ratings, behavioral assessments, open-ended questions, and summary sections. Request the full template to access all content.

Key Competency Areas

The 360-degree feedback template evaluates employees across these essential competency areas:

Job Knowledge & Skills

Technical expertise, professional knowledge, and skill application

Communication

Verbal, written, and listening skills; clarity and effectiveness

Leadership

Vision, direction, motivation, and development of others

Teamwork & Collaboration

Working effectively with others, contributing to team goals

Benefits of 360-Degree Feedback

Provides a more comprehensive and balanced perspective on performance
Identifies blind spots that might not be apparent in traditional reviews
Improves self-awareness and encourages personal development
Strengthens communication and teamwork across the organization
Creates a more objective basis for performance evaluation
Helps identify training needs and development opportunities
Enhances accountability and transparency in performance management

Note: For best results, 360-degree feedback should be implemented with clear communication, confidentiality, and proper training for all participants. The feedback should focus on behaviors rather than personality traits and should be linked to specific development actions.