360-Degree Employee Evaluation Survey Template

Choose reviewers who have observed the employee's work during the period being reviewed. Depending on the role, that may include a manager, colleagues, and people the employee supports. Give everyone the same reference period and explain how the feedback will be used.

Use this example to support a development conversation. Feedback reflects the experiences of the reviewers who respond; it should be considered alongside work examples and other relevant evidence.

Ask reviewers how they work with the employee, then use behavior-based questions they can answer from experience. Keep “Not enough opportunity to observe” available so people do not have to guess.

The written questions ask for a strength, an improvement, and an example of how that improvement could help. Request descriptions of actions and situations rather than labels about someone's personality.

Replace “this employee” with the name or role being reviewed in your actual questionnaire. Add a review period, such as the most recent completed quarter. Remove behavior items that do not fit the work.

Explain who sees individual answers and who receives a summary. Reviewers' relationships and examples may reveal their identities in small teams, so do not promise anonymity simply because you omit a name field.

Use the core questions for behaviors that different reviewers can observe. For a manager, an optional role-specific item is “During the review period, how often did this manager make the priorities for your work clear?” Use Never, Rarely, Sometimes, Often, Always, and Not enough opportunity to observe. Ask that item of people whose work the manager directs. Keep it separate from peer collaboration ratings rather than expecting every reviewer to judge the same responsibilities.

Create a 360-degree employee evaluation survey in SurveyLegend with questions about communication, collaboration, reliability, and development opportunities.

This prompt includes eight questions and their answer choices. Register for a free account to use it in SurveyLegend, then review and customize your survey before sharing it.

Review each behavior separately and read the examples beside the ratings. Different working relationships can produce different observations. Investigate those differences before combining everything into a single score.

Discuss one or two specific actions the employee can practice, what support is needed, and when to review progress. Exclude “Not enough opportunity to observe” from rating calculations. Do not treat an isolated comment as an established pattern.

For example, repeated comments about late handovers could lead to an agreed action: share the handover notes before the next shift starts. Discuss what information the notes need, what might prevent an early handover, and when to review progress. This turns a broad communication rating into an observable behavior to practice.