Free Simple 360 Degree Feedback Template (PDF) – Open-Ended Questions for Development

What's Inside This 360 Feedback Template

This qualitative 360 degree feedback template includes:

• Self-Assessment Questions prompting reflection on key strengths, achievements, challenges faced, and future goals
• Peer Review Framework evaluating collaboration quality, contributions to team success, and improvement opportunities
• Upward Feedback Section for direct reports to provide constructive input on manager effectiveness
• Downward Evaluation Questions helping managers assess direct reports' performance and development needs
• Company Values Alignment questions connecting feedback to organizational principles
• Promotion Readiness Discussion identifying gaps between current performance and next-level requirements
• Open-Ended Format encouraging specific examples and behavioral observations rather than ratings
• Editable PDF allowing customization to your organization's competency framework

Template Language: German (questions and structure optimized for DACH region)

Why Open-Ended 360 Feedback Questions Matter

Unlike rating-based 360 feedback systems that produce numerical scores, this template focuses on qualitative insights that drive genuine development conversations. Open-ended questions encourage specific behavioral examples, context, and actionable suggestions—the kind of feedback that actually helps people grow.

360 degree feedback provides employees with a complete picture of how their work is perceived across the organization. The four components—self-assessment, colleague feedback, manager input, and direct report perspectives—together create a balanced view that no single source can provide. Without a structured format, however, this multi-source feedback often lacks the specificity needed for meaningful improvement.

This template ensures consistency across all evaluations while giving respondents the freedom to provide rich, contextual feedback tailored to each individual's unique situation and development needs.

How to Use This 360 Degree Feedback Template

1. Download the PDF template and review the question structure to ensure alignment with your organization's values and competencies
2. Customize if needed by adding company-specific questions or adjusting language to match your culture
3. Identify feedback providers typically including the employee's manager, 3-5 peers, and 2-3 direct reports (if applicable)
4. Communicate the purpose clearly—emphasize this is for development, not performance ratings or compensation decisions
5. Distribute to participants with clear instructions, deadline, and confidentiality guidelines
6. Collect and synthesize responses looking for patterns and themes across different perspectives
7. Schedule feedback conversations where managers help employees interpret insights and create development plans

Pro tip: The quality of feedback depends on psychological safety. Frame 360 feedback as a development tool, ensure confidentiality for peer and upward responses, and demonstrate leadership commitment by having executives participate in the process first.

Key Question Categories in This Template

Self-Assessment Section:Employees reflect on their top 2-3 strengths used during the review period, significant accomplishments and their impact, challenges encountered and their effect on performance, focus areas for the next period, and which company values they exemplify most strongly.

Peer Review Questions:Colleagues identify the person's key strengths with specific examples, rate their impact on the peer's ability to achieve goals, describe their most valuable contribution to the organization, and suggest 2-3 things that could make collaboration more effective.

Upward Feedback (Manager Evaluation):Direct reports provide input on behaviors their manager should continue, stop, or start doing to be more effective, identify which company values the manager embodies most, and share what leadership actions positively impact team collaboration and success.

Downward Feedback (Direct Report Assessment):Managers evaluate team members' demonstrated strengths with examples, assess whether expectations were met and how, determine which company values the employee represents most clearly, identify improvement areas for increased effectiveness, and consider readiness for promotion with development recommendations.

Best Practices for Qualitative 360 Feedback

While this template provides the structure, successful implementation requires:

• Clear behavioral examples rather than vague assessments—encourage respondents to describe specific situations and actions
• Balanced feedback addressing both strengths to leverage and development areas to improve
• Forward-focused suggestions that provide actionable recommendations rather than just criticism
• Psychological safety where participants feel comfortable providing honest input without fear of negative consequences
• Skilled facilitation by managers who can help employees interpret feedback constructively and create meaningful development plans
• Follow-up accountability with regular check-ins on progress toward development goals identified through the feedback process

Organizations using this qualitative approach often find it generates richer developmental insights than rating-based systems, though it requires more time to analyze and synthesize responses. The investment pays off in more personalized, actionable development conversations.

Who Should Use This 360 Feedback Template

This template is ideal for:

• Organizations prioritizing development over performance ratings in their 360 feedback process
• HR teams seeking a straightforward, conversation-focused feedback tool without complex setup
• Companies in German-speaking markets (Germany, Austria, Switzerland) wanting localized feedback questions
• Managers conducting development-focused performance conversations requiring multi-perspective input
• Leadership development programs where qualitative insights drive coaching and growth plans

Company Size: Works well for organizations of 20-500 employees where personalized feedback conversations are feasible. Larger organizations may prefer the automated scoring of our Advanced 360 Feedback Template (english template).

FAQ

Why use open-ended questions instead of rating scales?
Open-ended questions generate specific, actionable feedback with context and examples. While ratings provide quantitative data for benchmarking, qualitative responses better support individual development conversations by explaining the "why" behind performance observations.

How many feedback providers should participate?
Typically 5-8 total respondents provides sufficient perspective: 1 manager, 3-5 peers, and 2-3 direct reports if applicable. Too few respondents risk identifying individual sources; too many creates diminishing returns and increases administrative burden.

Is this template suitable for performance evaluation?
This template is designed for development purposes. While insights can inform performance discussions, we recommend keeping 360 feedback separate from formal performance ratings to encourage more honest, constructive input. Linking 360 feedback directly to compensation often reduces candor.

Can I translate this template to other languages?
Yes, the PDF is editable. While the questions are currently in German, you can translate them to any language while maintaining the proven structure and question logic.

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