Your feedback on a colleague

You are rating one colleague for the [period]. HR reads every answer but can't tell which one is yours. Two minutes per person.

1. Who are you rating?

First and last name.

500

2. How is it to work with this person?

3. How do you know the person you are rating?

Select one answer

  • I manage them
  • They manage me
  • We are in the same team
  • We are in different teams

4. How would you rate the person on each area?

Pick "Cannot judge" where you do not have enough contact.

  • Poor
  • OK
  • Great
  • Cannot judge

Communicates clearly

  • Poor
  • OK
  • Great
  • Cannot judge

Listens to others

  • Poor
  • OK
  • Great
  • Cannot judge

Reliable to work with

  • Poor
  • OK
  • Great
  • Cannot judge

Meets deadlines

  • Poor
  • OK
  • Great
  • Cannot judge

Solves problems well

  • Poor
  • OK
  • Great
  • Cannot judge

Takes initiative

  • Poor
  • OK
  • Great
  • Cannot judge

Treats people with respect

  • Poor
  • OK
  • Great
  • Cannot judge

5. What should the person keep doing?

Describe behaviour, not personality.

500

6. Where does the person sit on each scale?

  • -2
  • -1
  • 0
  • 1
  • 2

Defensive

Open to feedback

  • -2
  • -1
  • 0
  • 1
  • 2

Repeats mistakes

Learns fast

  • -2
  • -1
  • 0
  • 1
  • 2

Resists change

Adapts to change

  • -2
  • -1
  • 0
  • 1
  • 2

Waits for direction

Works on themselves

7. What is the one thing the person should change?

Describe behaviour, not personality.

500

Powered by Survio
Use template

Survey Templates Human Resources

360° Employee Feedback

Who it's for

HR and team leads running a feedback round. One link per person being rated, sent to their manager, colleagues and team.

Who answers

Everyone who works with that person. Two minutes, and they say which side they are answering from.

Use template

What you'll see

  • The same person rated by their manager, their colleagues and their team, side by side
  • The gap between those three views, which is the entire point of the exercise
  • What to keep doing and the one thing to change, in people's own words
  • Where the person sits between the extremes you care about

How to get good answers

  • Collect at least three or four answers per group before showing anything. Below that, everyone can work out who said what.
  • Never show the raw answers to the person being rated. Someone from HR or the manager reads them first and passes on the substance.
  • Run it for everyone in a team at once, not for one person. A single 360 reads as an investigation.
  • Say up front what happens with the results. Without that sentence people write the safe version and you learn nothing.

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