Free 360 Degree Evaluation Questions & Competencies

Free 360 degree evaluation questions & competencies help organizations build objective, role-specific feedback surveys without starting from scratch.

When designing a 360-degree feedback questionnaire, remember that different positions and organizational levels require different competencies. This means preparing separate templates for each level, each containing its own set of competence and behavior questions.

The competencies selected for each 360-degree feedback survey should match the real needs of the person or position being evaluated, reflecting skills they need now or will need soon.

Because 360-degree feedback draws input from many people, managers can end up with a large stack of questionnaires to complete. Long, overly detailed surveys reduce evaluator concentration and objectivity. For this reason, a 360-degree feedback survey should not exceed 50 questions across roughly 5-6 competence sets.

What Ready-Made Competencies Can I Use in 360-Degree Feedback Survey Design?

Our 360-degree feedback survey, built with end-to-end artificial intelligence technology, uses 21 competencies across 3 main leadership dimensions. Organizations can also upload their own competency sets to create a flexible, value-aligned data bank within the system.

Team Leadership

• To motivate
• Conducting teamwork
• Improving others
• Managing performance

Business Leadership

• Change management
• Effective communication
• Convince
• Developing relationships
• Customer focus
• Thinking strategically
• Entrepreneurship

Personal Leadership

• Think analytically
• Technical expertise
• Technology proximity
• Taking the initiative
• Result oriented
• Reliability
• Flexibility and adaptability
• Improve yourself
• Focus on success
• Stress resistance

Sample Behavioral Questions Describing Competencies

Accurate, objective feedback depends on clear question design. Behavior questions should describe each competency in plain, unambiguous language, and include a case description where possible, so they don't suggest a different meaning than intended.

Below are sample behavior questions for common competencies.

Motivate

• Realizes the success of the employees and rewards them.
• Encourages employees to strive to be successful.
• Makes the success of its employees known by others.

Improving Others

• Provides information and suggestions to improve the performance of employees.
• Recognizes the efforts and developments of the employees and reinforces them.
• Creates opportunities for employees to learn (training, etc.), and coaches them effectively.

Change Management

• Works in harmony with others in order to produce new solutions.
• Tells employees about the changing processes after the changes.
• Helps employees with the anxiety created by change.
• Ensures that the change is adopted by everyone.

Effective Communication

• Shares the information conveyed by management with the team.
• Makes sure that communication is regular and continuous.
• Uses appropriate tone of voice and body language while conveying thoughts.

Customer Focus

• Solves customers' problems quickly and effectively.
• Finds ways to measure and track customer satisfaction.
• Makes customers feel the importance and priority given to them in every action.

Thinking Analytically

• Realizes the missing or inconsistent aspects of the information at hand.
• Examines the problem and determines its main components.
• Sees current and potential relationships between various situations and events.

Improve Yourself

• Searches for learning opportunities related to the job and personal development.
• Sees new experiences as learning tools.
• Researches different sources to increase knowledge.

Frequently Asked Questions

What are 360 degree evaluation questions and competencies?

They are structured survey items and skill categories used to gather feedback from managers, peers, and reports about a person's behaviors and abilities.

How many questions should a 360-degree feedback survey have?

Ideally no more than 50 questions across 5-6 competence sets, to keep evaluators focused and ensure objective, accurate feedback.

What competency dimensions are commonly used in 360-degree feedback?

Three main dimensions are typically used: Team Leadership, Business Leadership, and Personal Leadership, each containing specific measurable competencies.

Why should different organizational levels have different questionnaires?

Different positions and levels require different competencies, so using a single template for everyone reduces relevance and accuracy of the feedback.

Can companies customize competency sets for 360-degree feedback?

Yes, organizations can upload their own competency sets that align with their values into a flexible data bank within the evaluation system.