Top 360 Degree Appraisal Questions to Drive Honest Feedback in 2026

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Jun 15, 2025

Looking for 360-degree appraisal questions that lead to honest, actionable feedback?

In modern performance reviews, relying on a single manager’s opinion no longer works. 360-degree feedback questions gather insights from managers, peers, direct reports, and even clients, creating a more balanced and transparent evaluation process.

In this guide, you’ll find role-based 360-degree appraisal question examples, a practical template, and best practices to help you run more effective performance appraisal reviews in 2026.

What Is a 360 Degree Appraisal?

A 360-degree appraisal is a performance review method that collects insights from all employees. It includes input from peers, direct reports, supervisors, and the employees themselves. In 2025, when hybrid teams, cross-functional collaboration, and leadership development are top priorities, relying on a single opinion just doesn’t cut it.

That’s why 360-degree feedback has become the go-to strategy for:

Improving self-awareness among employees
Identifying blind spots in performance or communication
Building trust and transparency in teams
Developing leadership skills at all levels

How to Frame Good 360-Degree Appraisal Questions

Every strong 360-degree feedback question does two things:

It digs into the how, not just the what.
It’s contextual to the role and culture of your company.

The key is to frame them in a thoughtful, clear way, based on behaviors, not opinions. Here’s how to make every question count:

Be Specific

Instead of asking something broad like, “Is John a good leader?” ask specific questions that dive into actual behaviors. For example: “Can you give an example of how John demonstrated leadership during the last project?” or “How does John handle the feedback from coworkers?”

Focus on Actions, Not Personality

Feedback about who someone is can feel personal, which might make people hold back. Instead, focus on what someone does. For instance: “How does Michael handle conflicts within the team?” or “How often does Laura take the initiative to solve problems before they escalate?” This keeps the conversation productive and focused on growth.

Customize Questions by Role & Relationship

People experience coworkers differently. Your peer sees how you collaborate; your direct report sees how you lead. So your questions should match that context.

Don’t ask a junior designer to evaluate their VP’s long-term strategic planning; instead, ask them about day-to-day leadership.

Make Them Reflective

Good questions don’t just ask about the past—they encourage people to think about the future. For example: “If [Name] were to improve one skill in the next 6 months, what would it be?” “What would help [Name] be even more effective in their role?” This opens up a conversation about personal development and growth.

Also read: 360 Degree Survey Guide: How to Use Feedback for Growth in 2025

Best 360 Degree Appraisal Questions by Role in 2026

Effective 360 degree appraisal questions vary by role because each group experiences performance differently. Managers assess leadership and goal alignment, peers observe collaboration and communication, while direct reports evaluate management style and support. Clients and stakeholders focus on reliability, professionalism, and delivery.

In 2026, role-specific 360 degree feedback questions help capture accurate, bias-free insights and support fair employee performance reviews. The examples below focus on observable behaviors, day-to-day interactions, and real outcomes making them ideal for modern performance appraisal processes and continuous feedback.

360 Degree Appraisal Questions for Managers and Leaders

Can you share an example of how the manager has helped you grow professionally this quarter?
How approachable is your manager when challenges or conflicts arise?
How well does the leader collaborate across departments or functions?
Is the leader open to feedback and new perspectives?
How does [Name] ensure goals are clear and achievable for the team?

360 Degree Appraisal Questions for Peer Feedback

How does the employee contribute to a positive and productive work environment?
What’s something the employee consistently does that others on the team appreciate?
How does the employee handle shared responsibilities, deadlines, or high-pressure moments?
How does the employee respond to feedback or disagreement?
How well does the employee communicate with you during a collaborative project?

360 Degree Appraisal Questions for Direct Reports

How open is this person to coaching, feedback, or new ways of working?
Where do you see untapped potential in this person?
What’s one small habit that might be holding him back?
What’s something this person has learned recently that noticeably improved their work?
How does this person react when faced with incomplete information or unclear direction?

360 Degree Appraisal Questions for Client or External Stakeholder Feedback

How would you describe your overall experience working with this person?
In what ways does he contribute to a smooth and productive partnership?
Have deadlines and deliverables been consistently met? If not, how was it handled? Has he communicated clearly, promptly, and respectfully in your interactions?
Would you want to work with this person again in the future — why or why not?

360 Degree Appraisal Questions for Individual Contributors

How dependable is this person when it comes to deadlines and deliverables?
How well does this person prioritize and manage their work without constant oversight?
What’s one example where this person went above and beyond expectations?
How does he take responsibility when things don’t go as planned?
Is he consistently aligned with team or company goals?

Also read: 360 Review Questions: Best Practices & Examples

360-Degree Appraisal Template for Performance Reviews (2026)

Use this template to collect multi-source feedback across different roles. Each section includes fill-in-the-blank questions for responses.

Instructions:

1. Choose the relevant section(s) based on the role of the person being reviewed.
2. Share this document with reviewers — peers, managers, direct reports, or clients.
3. Encourage honest, constructive, and specific feedback.
4. Keep responses anonymous where possible to support openness.