Learning how to give 360 feedback isn’t just about filling in a questionnaire — it’s about contributing meaningfully to someone’s development. The way you give 360 feedback can make the difference between a report that genuinely helps someone grow and one that simply ticks a box.
If you have been invited to provide feedback as part of a 360 process, the guidance below will help you make your contribution both constructive and credible. These five tips outline what to keep in mind so that your feedback adds real value to the person receiving it and to the overall exercise.
The aim of the exercise is to support participants in building a genuine awareness of the things they are doing well and the areas they could further develop. If your motives differ from this, please decline or do not complete the survey.
Although the questionnaire may take up to 20 minutes, it is often helpful to set aside about 40 minutes to really think about examples and evidence.
Complete the questionnaire as accurately as possible, sharing the honest perception you have of the participant. This includes providing your views on the areas you believe they could further develop. Remember, honest feedback is the best gift you can give someone.
Participants find these a particularly rich source of useful information. Please aim to:
Make good use of the rating scale, avoiding ‘middle of the road’ ratings. Limiting yourself to only a few of the rating values will make it very difficult for the recipient to identify the development messages.
Start by highlighting a strength, then follow it with an “even better if” phrase to suggest development. For example:
Our article How to Give Balanced (Strengths and Weaknesses) 360 Feedback provides more information on this.
Knowing how to give 360 feedback well takes care, honesty, and a focus on growth. When done thoughtfully, it helps colleagues see their impact more clearly and creates a genuine foundation for professional development.
Q. Is my feedback anonymous?
A. Yes, unless you are the participant’s line manager. In most 360 feedback processes, manager feedback stands alone, and the participant will see exactly how you rated them and the comments you left.
Q. How is my anonymity maintained in a 360 feedback process?
A. Ratings and comments are aggregated with others in your groups (colleagues, direct reports, etc.) so individuals cannot be identified from responses. The norm is for at least three people to be included in each group.
Q. What if I haven’t worked closely with the person recently?
A. If you don’t have enough first-hand experience to comment meaningfully, it’s best to decline the invitation rather than guess. The most useful feedback comes from people who have directly observed the person’s behaviour and impact.
Q. Do I have to write comments as well as give ratings?
A. Written comments are optional, but they’re often the most valuable part of 360 feedback. Even a brief, well-chosen comment can provide clarity and context that numbers alone can’t convey.
Q. Are my comments summarised or shown verbatim?
A. They are typically shown exactly as you wrote them, so if anonymity is an issue, it’s worth neutralising your comments while keeping them constructive and useful.
