360 Feedback Questionnaire for Managers
These questions focus on the key capabilities required to manage effectively at operational and team-management level. They reflect the expectations defined in the Chartered Management Institute’s (CMI) Professional Standard for Stage 3 Middle Managers. At this level, managers play a vital role in translating organisational strategy into action by leading teams, managing performance, supporting development, and delivering results.
This set of 360 feedback questions focuses directly on three key areas of capability:
- Personal Effectiveness: Managing self, decision-making, and communication
- Interpersonal Excellence: Providing purpose, developing others, and building strong relationships
- Organisational Performance: Leading change, fostering innovation, and delivering results
If you’re looking for a questionnaire designed around the expectations of leaders, operating at a strategic and organisational level, see our article on 360 feedback questions for leaders. For managers and supervisors at the first-line level, explore our 360 Feedback Questionnaire for First-Line Managers and Supervisors.
Questions for Managers
(Based on CMI Stage 3 Professional Standards)
Personal Effectiveness
Managing self, decision-making, communication, influence, and resilience
- Act in line with organisational values
- Adhere to recognised professional standards of conduct
- Take personal accountability for actions and decisions
- Demonstrate awareness of the impact own behaviour has on others
- Gather relevant information before making decisions
- Analyse options carefully before recommending solutions
- Use evidence and sound judgement when making decisions
- Effectively balance short-term needs with longer-term objectives
- Adapt well to changing priorities and circumstances
- Remain calm and focused under pressure
- Demonstrate creativity when addressing unexpected challenges
- Communicate information clearly and concisely
- Tailor communication style to suit different audiences
- Build credibility through own expertise and reliability
- Influence others positively to gain commitment and support
Interpersonal Excellence
Providing purpose and direction, developing people, building relationships, and collaboration
- Communicate a clear vision and purpose
- Explain how team objectives contribute to organisational success
- Provide clarity on individual roles and responsibilities
- Set clear expectations for performance and behaviour
- Support team members’ growth and development
- Provide regular, constructive feedback to the team
- Encourage team members to take ownership of their development
- Recognise and celebrate individual achievements
- Recognise and celebrate team achievements separately
- Build trust by being open and transparent
- Demonstrate reliability in fulfilling commitments
- Build positive working relationships across other teams
- Work collaboratively with colleagues and stakeholders
- Create an inclusive environment where people feel valued
- Seek input from diverse perspectives when making decisions
- Manage conflict constructively and professionally
Organisational Performance
Leading change, innovation, resource management, and driving results
- Understand how external factors affect organisational performance
- Use benchmarking to identify and adopt best practice
- Align team objectives with wider organisational strategy
- Identify opportunities for innovation
- Encourage creativity within the team
- Actively identify opportunities for process improvement
- Assess and effectively manage risks when implementing new initiatives
- Plan well for organisational or team-level change
- Support others in adapting to change
- Address resistance to change constructively
- Set clear objectives to achieve desired outcomes
- Prioritise work effectively to meet deadlines
- Monitor progress against plans and objectives
- Take accountability for achieving results
- Hold others accountable for achieving agreed goals
- Use resources efficiently to maximise performance
If you’d like to try these questions out, why not try our free self review questionnaire for managers? It only takes a couple of minutes and comes with a free report.
Why Link to the CMI Professional Standard
By linking your 360 process to the CMI Professional Standard, you ensure the feedback is grounded in a recognised, evidence-based framework trusted by leadership practitioners and HR teams.
Frequently Asked Questions About 360 Feedback for Managers
Q. Which 360 feedback questions best evaluate a manager?
A. These five questions focus on evaluating a manager’s day-to-day behaviours and management fundamentals. To what extent does this person...
- Demonstrate awareness of the impact their behaviour has on others
- Build credibility through expertise and reliability
- Communicate information clearly and concisely
- Provide regular, constructive feedback
- Hold others accountable for achieving agreed goals
Q. What are the top 360 feedback questions for assessing managerial effectiveness?
A. These five questions focus on the bigger-picture capabilities that define an effective manager and their impact on the organisation:
- Communicates a clear vision and purpose
- Supports team members’ growth and development
- Builds trust by being open and transparent
- Identifies opportunities for innovation
- Takes accountability for achieving results
