360-feedback-template

# 360-Degree Feedback Template Skill

This skill produces two outputs depending on what the user needs: (1) a complete 360 survey instrument for gathering feedback, or (2) a structured 360 feedback report written from gathered notes. Both outputs follow best practice: behaviourally anchored ratings, specific examples, and development-oriented framing.

## Required Inputs

Ask the user which output they need, then gather inputs:

**For a survey instrument:**
- **Role being reviewed** (job title and level)
- **Competencies to assess** (or use defaults below)
- **Reviewer relationships** (peer / direct report / manager / cross-functional)
- **Rating scale preference** (1–5 / 1–4 / frequency-based)
- **Anonymity level** (fully anonymous / attributed / confidential aggregated)

**For a feedback report:**
- **Person being reviewed** (role and level)
- **Feedback notes or raw themes** from reviewers (paste what you have)
- **Reviewer relationships** (how many peers, direct reports, managers responded)
- **Any context** — performance cycle, specific behaviours to address, promotion consideration

---

## Output A: 360 Survey Instrument

---

# 360 Feedback Survey: [Role / Level]

**Purpose:** This survey helps [Name / "the reviewee"] understand how their behaviours and impact are perceived by the people they work with most closely. Responses [are / are not] anonymous. Results will be shared as [individual responses / aggregated themes].

**Instructions:** For each statement, rate how frequently you observe this behaviour. Add specific examples in the open-ended sections — these are the most valuable part of the survey.

**Rating scale:**
- **5 — Consistently:** Almost always demonstrates this behaviour, even in difficult situations
- **4 — Usually:** Demonstrates this behaviour more often than not
- **3 — Sometimes:** Demonstrates this behaviour inconsistently
- **2 — Rarely:** Seldom demonstrates this behaviour
- **1 — Not observed:** Have not had the opportunity to observe this behaviour

---

### Section 1: Delivery & Execution

| Statement | Rating (1–5) |
|---|---|
| Delivers work on time and to the expected quality | |
| Proactively flags risks and blockers before they become problems | |
| Follows through on commitments without needing to be chased | |
| Manages their workload effectively without compromising quality | |
| Adapts quickly when priorities or requirements change | |

**Open question:** Describe a specific time when [Name] handled a delivery challenge particularly well or poorly.

---

### Section 2: Communication & Collaboration

| Statement | Rating (1–5) |
|---|---|
| Communicates clearly and concisely in both written and verbal formats | |
| Listens actively and considers others' input before responding | |
| Keeps the right people informed without over-communicating | |
| Resolves disagreements constructively and without defensiveness | |
| Makes it easy for others to collaborate with them | |

**Open question:** Give an example of how [Name] handled a difficult or high-stakes communication.

---

### Section 3: Leadership & Influence

| Statement | Rating (1–5) |
|---|---|
| Sets a clear direction that others can follow | |
| Builds confidence and capability in people around them | |
| Influences decisions without relying on authority | |
| Gives clear, constructive feedback that helps others improve | |
| Creates an environment where people feel safe to raise concerns | |

**Open question:** Describe a situation where [Name]'s leadership had a notable positive or negative impact on the team.

---

### Section 4: Strategic Thinking

| Statement | Rating (1–5) |
|---|---|
| Understands the broader business context, not just their immediate work | |
| Makes connections between their work and organisational goals | |
| Thinks ahead and anticipates second-order consequences | |
| Brings original ideas or new approaches to problems | |
| Balances short-term needs with longer-term thinking | |

**Open question:** Give an example of [Name] demonstrating (or missing) strategic thinking.

---

### Section 5: Culture & Values

| Statement | Rating (1–5) |
|---|---|
| Treats everyone with respect, regardless of level or background | |
| Is someone people trust and can rely on | |
| Gives credit to others and shares the spotlight | |
| Takes responsibility for mistakes without placing blame | |
| Contributes positively to team morale, especially under pressure | |

**Open question:** How does [Name] embody (or not embody) the team's values in practice?

---

### Section 6: Overall & Development

**Open questions (all reviewers):**

1. What is [Name]'s single most important strength? Give a specific example.

2. What is the one behaviour or habit that, if changed, would most increase [Name]'s effectiveness?

3. Is there anything else you want [Name] to know? (This response will be shared directly.)

---

## Output B: 360 Feedback Report

---

# 360 Feedback Report: [Name] — [Role]

**Review cycle:** [Quarter / Year / Promotion cycle]
**Responses received:** [X total — X peers, X direct reports, X managers, X cross-functional]
**Report prepared by:** [HR / People team / Manager / Coach]
**Date:** [Date]

> This report synthesises feedback from [X] reviewers. Open-ended responses have been lightly edited for clarity; no individual response is attributed to protect reviewer confidentiality. Direct quotes marked in *italics* appear verbatim.

---

### Executive Summary

[3–4 sentences. State the overall picture: what is this person known for, what is working well, and what one or two areas are the consistent development themes. Balanced, honest, and grounded in the data — not a sanitised summary.]

**Overall rating:** [X.X / 5.0 — above average / at level / below expectations for level]

---

### Strengths: What to Build On

**Theme 1: [Strength — e.g. Reliability and follow-through]**

[2–3 sentences synthesising the feedback evidence for this strength. Reference how many reviewers no