360-degree feedback questionnaire survey template
Collect behavior-based feedback from self, peers, reports and managers.
7 questions · 2 pages · 3 answer formats · About 3 min
Time is estimated from all questions, including matrix rows. Branching can shorten a path; reading, consent and longer written answers can add time. Confirm it with a pilot.
Free to use within your plan's response allowance. Edit the wording and options before publishing.
Use this template opens an editable draft after sign-in. Questions, answer options and configured logic carry over; nothing is published until you choose to publish.
Try the questionnaire
Answer it before you use it.
Try the actual questions, follow-ups and endings. Preview answers stay in this tab and disappear when you close or restart it. Nothing is submitted.
Who this is for
People teams running a clearly governed feedback process.
Before you send it
Replace [Person] and define the observation period. Arrange reviewer assignments outside this questionnaire. Explain who can see raw responses; only distribute grouped results above your agreed confidentiality threshold.
Questionnaire preview
These are the questions and answer options copied into your draft. Bracketed text is a prompt to customize. Matrix questions contain several statements, so allow time for each row.
Page 1
1. What is your working relationship to [Person]? (required)
Choose one
SelfManagerPeerDirect reportOther2. How much opportunity have you had to observe their work in the last 3 months? (required)
Choose one
Very littleSomeFrequent3. In the last 3 months, how often has [Person] demonstrated these behaviors?
- — Sets clear priorities
- — Listens to different views
- — Follows through on commitments
- — Gives useful feedback
- — Helps others develop
RarelySometimesOftenConsistentlyNot observedPage 2: Examples and development
4. What should [Person] keep doing? Include an observable example.
Long text
5. What could [Person] do differently? Focus on a behavior rather than a personality label.
Long text
6. What is one useful development priority?
Long text
7. What support would help them make progress?
Long text
Use the builder link to retain logic, piping, consent, scoring, and randomization. Plain text copies wording only; piped answers become editable placeholders.
How to read the results
Compare rater groups only when confidentiality thresholds are met. Exclude Not observed from numeric summaries. Do not promise anonymity that small groups or recognizable comments cannot provide.
Preview your edited survey on desktop and mobile, run a small pilot, and review an export before inviting the full audience. Adding questions is optional: keep the ones that support your decision.
Keep building your study
Explore resources, management, growth, and team culture with matrix questions and practical improvement priorities.
Collect structured departure reasons and constructive feedback on the employee experience.
Track customer recommendation, satisfaction, and effort alongside the written reasons behind each score.
Count the questions and reading load before confirming timing with a pilot.
Start
Start with this template.
Make it your own.
Free to use within your plan's response allowance. 100 responses a month on Free, and no credit card.