The rating scale used should be driven by the overall purpose of the questionnaire, in particular, whether it is being used as part of an appraisal/performance evaluation process or to provide developmental feedback and insight.
360 degree feedback rating scales can broadly be grouped into three categories:
These ask the feedback respondent to grade, appraise, score, or pass judgement on the participant. They are most often used when the questionnaire is linked to performance measurement.
Examples include:
These are the most commonly used when the purpose of the questionnaire is to provide developmental feedback. They ask respondents to indicate how often or to what extent they see the participant demonstrating certain behaviours.
The data is used to raise the participant’s awareness of how they are seen and perceived by others.
Typical response options include:
| Frequency based | Extent based | Percentage based |
|---|---|---|
| Almost always | Very large extent | 100% of the time |
| Frequently | Large extent | 75% of the time |
| Sometimes | Moderate extent | 50% of the time |
| Rarely | Small extent | 25% of the time |
| Almost never | Very small extent | 0% of the time |
These ask respondents to indicate how much they agree or disagree with a particular statement (e.g. Strongly agree → Strongly disagree).
While widely used in psychometric questionnaires and organisational surveys to measure attitudes and perceptions, we do not recommend them for 360 feedback surveys. They tend to capture opinions rather than observable behaviours, which can reduce the quality of the feedback.
There has been extensive research into the optimal number of points on a scale and how best to present them. The following combines generic best practice with our experience of designing 360 feedback questionnaires.
Three-Point Scales: While three-point scales may appear quicker and easier for respondents, they:
Increasing the number of points improves reliability, with the greatest gains occurring between three and five points.
In practice, we have found that five points of difference on a frequency scale provide the best balance:
Adding descriptors or response labels to each point improves consistency of understanding, which leads to greater reliability. For example, “Almost always” is clearer than simply using numbers.
Each step on the scale should represent an equal increment. Uneven spacing between options leads to confusion and reduces data accuracy.
A poor example of unequal spacing:
In this example, “Poor” is positioned too far away from the other options, making the scale misleading and inconsistent.
Finally, for ease of completion and cleaner data analysis, it is good practice to use a single scale throughout the questionnaire.
To get it right, use a frequency-type scale with between 5 and 7 points, each with a label that is clearly differentiated from those on either side. For more guidance on developing effective 360 feedback questionnaires, take a look at our articles on 360 feedback questionnaire design and 360 feedback questionnaire design best practice, where we share additional tips and proven approaches.
Q. What is the best rating scale to use in 360-degree feedback?
A. A 5-point observation (frequency) scale is best for 360 feedback, as it measures how often behaviours are seen and provides clear, reliable, and actionable insights.
Q. How many points should a 360 feedback rating scale have?
A. A 5-point frequency scale is ideal for 360 feedback, offering the best balance between detail and usability. It produces reliable, consistent, and actionable results. Avoid 3-point scales, which restrict responses and lead to less useful data. Always label each point clearly for better accuracy.
