Published 15 Aug 2023
What is a 360 Feedback Template?
A 360 feedback template is a tool used by organizations, especially employees, managers, leaders, and HR practitioners to collate and document comprehensive performance and culture feedback from various sources including self-evaluation, peer assessment, and manager feedback. This template aims to improve how such assessments are recorded, scored, and organized for a more efficient system in performance management.
In this article
- Benefits of Using One
- What to Include in a 360 Feedback Template
- Sample 360 Feedback Template
- Conduct Efficient Performance Feedback Sessions Using SafetyCulture
- Featured Templates
Benefits of Using One
A 360-degree evaluation involves multi-rating feedback assessments, which means various sources of feedback should be accounted for. Hence, every evaluation step must be replicated for each feedback source to be able to complete a 360-degree performance evaluation.
It’s also important to note that while 360 feedbacks are not primarily used for performance appraisals, they can help establish critical points and provide guiding documentation for salary discussions and overall performance reviews.
Since such processes can get complicated over time, the lack of an organized system may lead to misalignments and discrepancies in how evaluations are conducted and how feedback impacts employee performance. This is why it’s helpful to have standard guidelines in place and effective tools to ensure that everyone in the organization is aligned with the methods and goals.
Using a template when collating 360 feedback helps you achieve the following benefits:
- An organized way of collecting and recording 360 feedback
- Proper documentation of what employees are doing well and the specific aspects they must work on
- An established scoring system of employee performance that managers and leaders can use in benchmarking performance ratings across the organization
What to Include in a 360 Feedback Template
These are some sample questions you can cover during your 360-degree feedback sessions revolving around the following aspects:
- Character – How does the employee act when asked for feedback?
- Interpersonal Skills – How are the employee’s dynamics with the team?
- Talent-building – How does the employee work on personal and professional development?
- Leadership and Motivation – How does the employee display traits of being a team player as well as a leader?
You can also use these aspects as your guide in creating the necessary sections to help you identify what to include in a 360 feedback template, such as the following:
- Introduction – Your 360-degree feedback template must include a title page, which contains the purpose statement and brief instructions for the people who’ll provide feedback.
- Self-Evaluation – This section aims to document the employees’ evaluation of themselves based on the main criteria set by the manager upon approval of the department leader and in coordination with the company’s Human Resources (HR) department.
- Organizational Leader – Allot this section to account for the feedback from the employee’s department executive or leadership representative.
- Manager – This part is for the immediate supervisor or manager’s performance review inputs and assessment points for the employee.
- Peers or Direct Reports – A 360-degree feedback isn’t complete without feedback from an employee’s teammates, workmates from other teams or departments, and direct reports, if any. Use this section to collect relevant inputs from them for a holistic evaluation process.
Sample 360 Feedback Template
To guide you in better understanding what an employee 360 feedback template form looks like, here’s an example when using it in SafetyCulture:
Conduct Efficient Performance Feedback Sessions Using SafetyCulture
SafetyCulture is a mobile-first operations platform that empowers organizations to perform more effective and streamlined processes in performance evaluation. Using SafetyCulture, be able to do the following and more:
Download and customize, as well as create templates and forms.
- Customize 360 feedback templates according to the needs of teams and departments across your organization.
- Use sliders, dropdown menus, and multiple choice, among others, for your response sets. You may also include a scoring system for every factor or aspect being evaluated.
- Include text fields and number fields for short or long answers for an easier process of inputting feedback and other supporting details. Include photos and videos (up to 3 minutes long).
- Use the SafetyCulture Exporter and integration capability so you can export accomplished forms into various formats, such as 360-degree feedback Word template or 360-degree feedback Excel template.
- Assign actions and create workflows for the employee being evaluated for any issues to be resolved, improvements needing to be made, tasks to be completed, and progress to be monitored.
- Automatically save completed 360 feedbacks in the cloud for secure recordkeeping.
Use Heads Up for workplace communication.
- Create Heads Ups when disseminating 360 feedback templates to everyone involved in the evaluation process.
- Monitor employee acknowledgements to let them know they are expected to provide feedback.
- Send Heads Up reminders to keep them in the loop.
Leverage insights and data.
- Use the Analytics dashboard to easily track the overall performance of employees from different departments and pinpoint those needing immediate remediation.
- Generate relevant reports that you can use in benchmarking historical employee performance over time. This can aid your HR efforts in devising related plans to continuously improve training initiatives, goal alignments, and workforce quality.
This 360 feedback template for managers, leaders, and employees can be used for a more general approach by collating feedback based on three main aspects: Open Feedback, Strengths, and Improvements. These sections must be filled out by the employee’s manager, leader, and peers or direct reports.
Use this template to assess the overall performance of an employee and identify areas of commendation and those that need remediation. Maximize the form’s scorecard to easily grade relevant aspects such as attendance, job knowledge, skills, and behavior.