360 Feedback Questionnaire for Managers
These questions focus on the key capabilities required to manage effectively at a team management and operational 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.
360 Feedback Questionnaire for Managers
(Based on CMI Stage 3 Professional Standards)
Personal Effectiveness
Managing self, decision-making, communication, influence, and resilience
- Demonstrates awareness of the impact their behaviour has on others
- Acts consistently in line with organisational values
- Adheres to recognised professional standards of conduct
- Takes personal accountability for actions and decisions
- Adapts effectively to changing priorities and circumstances
- Remains calm and focused under pressure
- Demonstrates creativity when addressing unexpected challenges
- Gathers relevant information before making decisions
- Analyses options carefully before recommending solutions
- Balances short-term needs with longer-term objectives
- Uses evidence and sound judgement when making decisions
- Communicates information clearly and concisely
- Tailors communication style to suit different audiences
- Builds credibility through expertise and reliability
- Influences others positively to gain commitment and support
Interpersonal Excellence
Providing purpose & direction, developing people, building relationships, and collaboration
- Communicates a clear vision and purpose
- Explains how team objectives contribute to organisational success
- Provides clarity on individual roles and responsibilities
- Sets clear expectations for performance and behaviour
- Supports team members’ growth and development
- Provides regular, constructive feedback
- Recognises and celebrates individual achievements
- Recognises and celebrates team achievements separately
- Encourages team members to take ownership of their development
- Builds positive working relationships across teams
- Works collaboratively with colleagues and stakeholders
- Builds trust by being open and transparent
- Demonstrates reliability in fulfilling commitments
- Creates an inclusive environment where people feel valued
- Seeks input from diverse perspectives when making decisions
- Manages conflict constructively and professionally
Organisational Performance
Leading change, innovation, resource management, and driving results
- Understands how external factors affect organisational performance
- Uses benchmarking to identify and adopt best practice
- Aligns team objectives with wider organisational strategy
- Identifies opportunities for innovation
- Identifies opportunities for process improvement
- Encourages creativity within the team
- Assesses and manages risks when implementing new initiatives
- Plans effectively for organisational or team-level change
- Supports others in adapting to change
- Addresses resistance to change constructively
- Sets clear objectives to achieve desired outcomes
- Prioritises work effectively to meet deadlines
- Monitors progress against plans and objectives
- Takes accountability for achieving results
- Holds others accountable for achieving agreed goals
- Uses resources efficiently to maximise performance
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
