360 Feedback Questionnaire for First-Line Managers/ Supervisors
In this guide, we outline the most relevant 360 feedback questions for first-line managers and supervisors and share examples that assess personal effectiveness and performance delivery. They reflect the expectations defined in the Chartered Management Institute’s (CMI) Professional Standard for Stage 2 Team Leaders and Supervisors. At this level, managers are responsible for leading individuals and small teams, providing clarity, supporting development, and ensuring day-to-day operational goals are met.
This set of 360 feedback questions focuses on three key areas of capability:
- Personal Effectiveness: Managing self, building confidence, and developing communication skills
- Interpersonal Excellence: Leading individuals, supporting development, and building trust
- Organisational Performance: Managing tasks, monitoring performance, and supporting change
If you’re looking for a questionnaire designed for more experienced managers operating at an operational level, see our article on 360 feedback questions for managers.
360 Feedback Questions for First-Line Managers – Key Questions & Examples
Managing self, building confidence, communication, and resilience
- Demonstrates a willingness to learn and develop as a manager
- Understands personal strengths and areas for improvement
- Manages time and workload effectively to meet commitments
- Seeks feedback and acts on it to improve performance
- Adapts positively to changing priorities and situations
- Remains calm and professional under pressure
- Communicates information clearly and simply
- Listens actively and checks understanding
- Builds confidence by developing relevant knowledge and skills
- Demonstrates professionalism and acts in line with organisational values
Interpersonal Excellence
Leading individuals, supporting development, building trust, and collaboration
- Explains team and individual goals clearly
- Provides clarity on roles, responsibilities, and expectations
- Encourages open communication within the team
- Supports team members in developing their skills
- Provides regular, constructive feedback
- Recognises and celebrates individual and team contributions
- Builds positive relationships with colleagues and stakeholders
- Creates an inclusive environment where everyone feels valued
- Addresses disagreements or conflict constructively
- Seeks support when needed to resolve complex people issues
Delivering Results
Managing tasks, monitoring performance, supporting change, and improving ways of working
- Understands how their team’s work contributes to organisational goals
- Plans and organises tasks effectively to meet deadlines
- Monitors progress and takes action when targets are at risk
- Uses resources efficiently to achieve objectives
- Identifies opportunities to improve processes and ways of working
- Encourages team members to suggest ideas for improvement
- Supports the team during periods of change
- Helps team members understand the reasons behind changes
- Takes responsibility for achieving agreed outcomes
- Seeks guidance when needed to make sound decisions
Why Link to the CMI Professional Standard
By aligning your 360 feedback questionnaire with the CMI Professional Standards, you ensure it’s grounded in a recognised, evidence-based framework.
Common 360 Feedback Questions Answered – First-Line Managers and Supervisors
Q. What are the most relevant 360 feedback questions for first-line managers and supervisors?
A. Questions should be focused on three core capability areas:
- Personal Effectiveness: Managing self, building confidence, communication, and resilience
- Interpersonal Excellence: Leading individuals, supporting development, and building trust
- Organisational Performance: Managing tasks, monitoring performance, and supporting change
Q. What are some examples of 360 questions that measure performance delivery and personal effectiveness in supervisors?
A. Some good examples include:
- Manages time and workload effectively to meet commitments
- Remains calm and professional under pressure
- Plans and organises tasks effectively to meet deadlines
- Monitors progress and takes action when targets are at risk
- Takes responsibility for achieving agreed outcomes
