360 Feedback Questions for High Potential Employees
360 degree feedback can be a powerful tool in supporting high potential employees develop their potential effectively. It’s essential to ask questions that go beyond assessing current performance and instead explore future leadership capability, adaptability, and growth.
This questionnaire draws on widely recognised research into leadership potential, including insights from:
This set of 360 feedback questions focuses on several key areas:
- Aspiration & Motivation: Drive, ambition, and willingness to take on bigger challenges, identifying those motivated to step into broader roles
- Learning Agility & Adaptability: Openness to feedback, curiosity, and the ability to learn quickly and thrive in changing environments
- Strategic & Critical Thinking: The ability to analyse complex situations, anticipate future challenges, and make decisions aligned with long-term goals
- Collaboration & Influence: Building relationships, working effectively across teams, and influencing stakeholders to achieve shared outcomes
- Self-Awareness & Personal Impact: Understanding personal strengths, development needs, and the effect of one’s behaviour on others
- Leadership Potential & Readiness: Early indicators of leadership capability, including confidence, resilience, and the ability to inspire others
Best 360 Feedback Questions for High Potential Employees
These questions focus on key behaviours that differentiate strong performers from those with the potential to step into future leadership roles.
Aspiration & Motivation
- Demonstrates a clear drive to take on greater responsibility
- Seeks out opportunities to grow, stretch, and expand their role
- Shows a genuine passion for contributing to organisational success
- Stays motivated even when faced with setbacks or challenges
Learning Agility & Adaptability
- Learns from new experiences
- Adapts well to changing priorities
- Actively seeks feedback
- Uses feedback to improve own performance
- Remains calm when under pressure
Strategic & Critical Thinking
- Demonstrates sound judgement when analysing complex issues
- Considers longer-term implications when making decisions
- Challenges assumptions
- Brings fresh perspectives to problems
Collaboration & Influence
- Builds strong, trusting relationships across different teams and levels
- Listens actively
- Encourages contributions from others
- Influences stakeholders effectively without relying on authority
- Resolves conflicts constructively
- Maintains positive working relationships
Self-Awareness & Personal Impact
- Demonstrates awareness of personal strengths
- Leverages own strengths effectively
- Recognises development areas and takes proactive steps to improve
- Responds constructively to feedback, even when it is challenging
Leadership Potential & Readiness
- Demonstrates confidence when leading or influencing others
- Inspires and motivates people towards common goals
- Makes balanced decisions under pressure and uncertainty
- Displays resilience and maintains performance in challenging situations
Common 360 Feedback Questions Answered – High Potential Employees
Q. What makes a 360 feedback questionnaire for high-potential employees different from a standard questionnaire?
A. A questionnaire for High Potential Employees should focus on future capabilities rather than just current performance.
Q. Who should provide feedback on high-potential employees?
A. A balanced view comes from gathering feedback from multiple perspectives, typically including:
- Line Manager
- Peers
- Direct reports (if applicable)
