360 Feedback Questionnaire for Employees
Key 360 feedback questions for Front-Line Staff, Shop-Floor Roles, and Individual Contributors
Front-line employees and shop-floor contributors are at the heart of any organisation’s success. They are often the people who directly influence quality, safety, efficiency, and customer satisfaction. Yet, many 360 feedback frameworks focus on leadership skills, leaving individual contributors without clear benchmarks for what “great” looks like in their roles.
This 360 feedback questionnaire has been specifically designed for front-line staff and individual contributors. It provides a structured, research-backed way to assess key behaviours that drive performance, teamwork, and adaptability at the individual contributor level.
360 Feedback Questionnaire for Employees
Getting the Job Done Well
This cluster focuses on reliability, accuracy, and ownership of tasks. It covers following processes consistently, working safely and efficiently, using tools responsibly, keeping accurate records, and reporting problems promptly. Employees demonstrating strength here meet expectations, minimise errors, and understand how their work contributes to the team’s overall success.
- Delivers work on time and to the required quality standards
- Follows agreed processes and procedures consistently
- Produces work with attention to detail and minimal errors
- Prioritises tasks effectively to meet deadlines
- Works efficiently without needing constant supervision
- Takes ownership of responsibilities and follows them through to completion
- Monitors own work to ensure it meets required standards
- Keeps accurate records, logs, or reports where required
- Flags any risks, delays, or issues promptly
- Responds quickly and effectively to operational instructions or changes
- Understands the impact of their role on wider team objectives
Working Well with Others
This cluster explores behaviours linked to collaboration, information sharing, and maintaining positive working relationships. It includes supporting colleagues, treating others with respect, adapting communication styles, resolving conflicts constructively, and contributing to a positive, inclusive team atmosphere. Employees who excel here help create a supportive environment where teams work efficiently and confidently together.
- Cooperates with colleagues to achieve shared goals
- Offers help to others when workloads are high or problems arise
- Shares knowledge, tips, or updates that support the wider team
- Treats colleagues, supervisors, and customers with respect
- Communicates clearly and professionally at all times
- Listens carefully to instructions and checks understanding when needed
- Asks questions when unsure rather than making assumptions
- Keeps colleagues informed about progress on shared tasks
- Uses agreed communication channels effectively (e.g. Teams, reporting tools)
- Handles disagreements calmly and constructively
- Responds positively to feedback from colleagues and supervisors
- Adapts communication style for different audiences (e.g. colleagues, customers)
- Shows patience and understanding when working with less experienced colleagues
- Encourages a positive and inclusive team atmosphere
- Acknowledges and values the contributions of others
Adapting, Improving & Taking Ownership
This cluster assesses how employees respond to change, tackle challenges, and look for ways to improve. It covers staying calm under pressure, solving problems effectively, learning new tasks quickly, taking responsibility for mistakes, seeking feedback, and suggesting better ways of working. Employees who perform strongly in this area demonstrate resilience, initiative, and a growth mindset, enabling them to adapt and thrive in changing circumstances.
- Remains calm and effective under pressure
- Adapts well when priorities or processes change unexpectedly
- Learns new tasks, tools, or systems quickly when needed
- Spots potential problems early and takes appropriate action
- Suggests practical solutions when issues arise
- Takes responsibility for mistakes and works to put them right
- Seeks feedback and uses it to improve performance
- Looks for opportunities to improve personal skills and knowledge
- Suggests ideas for improving processes, quality, or efficiency
- Embraces change rather than resisting it
- Takes initiative rather than waiting to be told what to do
- Demonstrates a positive attitude even when facing challenges
- Balances speed and quality effectively when completing tasks
- Shows resilience when dealing with setbacks or repetitive tasks
- Adjusts approach when circumstances require flexibility
- Keeps up to date with changes to processes, products, or safety requirements
Why These Questions Work
This framework focuses on the behaviours that drive success for individual contributors:
- Reliability & quality: Consistently delivering high-standard work
- Teamwork & communication: Supporting colleagues and sharing information
- Adaptability & problem-solving: Staying flexible, resilient, and improvement-focused
It’s grounded in established organisational psychology research and UK workforce standards:
- Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance
- Kozlowski, S. W., & Ilgen, D. R. (2006). Enhancing the effectiveness of work groups and teams
- Pulakos, E. D., et al. (2000). Adaptability in the workplace: A taxonomy of adaptive performance
- Health and Safety Executive (UK). Human factors and workplace communication
- Saks, A. M., & Ashforth, B. E. (1997). Job information sources and applicant perceptions
Common 360 Feedback Questions Answered – Employees and Individual Contributors
Q. What are the key 360 feedback questions for employees and individual contributors?
A. The questions should probe behaviours in four areas: task reliability, adaptability, teamwork, and ownership - ensuring the feedback signals how well they deliver consistently, respond to change, collaborate, and take initiative.
Q. Examples of 360 questions that assess personal contributors/ front line staff
A. Questions might include: Does this person adapt effectively to changing priorities? Do they support colleagues and collaborate openly? Do they take initiative and take accountability for results?
