A Handbook On 360-Degree Survey Templates

The revolutionary nuances of the 360-degree survey at work are relevant and more necessary than ever before. As companies experiment with a flexible work environment in the COVID-19 era, the holistic approach of 360-degree templates can strengthen teams, leadership and performance management processes across industries and organizations. This handbook offers objective insights into these templates and how you can employ them for the most in-demand job roles this year.

A 360 survey is the process of eliciting effective feedback on employee performance from various sources, such as managerial opinion, peer reviews, performance reports, etc. 360-degree surveys are likely more useful in creating future-focused development plans than in developing metrics for a unidirectional performance review.

Getting 360 Degree Reviews Right

Best Practices: How Do You Conduct A 360 Feedback Survey?

Using a relevant and comprehensive 360 feedback template is ideal for upgrading employee assessment and appraisal processes. Organizations must set clear instructions, timelines and follow-up reminders to complete a 360 feedback survey. Additionally, confidentiality should be considered because the survey is usually more effective in identifying blind spots without straining professional relationships, i.e. when the feedback giver is not identifiable. You may also need subject matter experts’ intervention to smoothen the process by aligning your vision and goals with the survey’s objectives. When implemented efficiently, the survey adds immense value to your people decisions:

• It can significantly improve employee engagement and professional development.
• It makes individuals more self-aware about their strengths and weaknesses.
• It can help organizations identify gaps in training needs.
• It improves productivity and work relationships.
• You gain better insights into individual employees’ work and progress.
• It allows an organization to be fairer and more transparent.

  You can incorporate the following best practices into your feedback implementation checklist to simplify things when rolling out a 360 survey in your organization:

• The survey should be short and easy to comprehend to provide constructive feedback.
• It should be easy to setup and fill.
• You should focus on discovering strengths and tailor the results to each individual and their position.
• You should focus on data that can help create personal development plans. Besides, the data should be easy to absorb. Hence, graphical formats are usually recommended.
• The employees and relevant stakeholders must be involved from the beginning of the process for better traction once the survey is launched.

What Should Be Included In 360-Degree Feedback?

  While there cannot be a ‘one-size-fits-all' formula for 360 feedback, organizations can use an existing framework with pre-defined competencies/values as a starting point. You must have an unambiguous understanding of what you wish to achieve through a 360 survey. Key skills, behaviors and traits you wish to measure for appraisals or other HR initiatives should form the base for the type of questions you would ask in the survey. The following chapter outlines some commonly used 360-degree review templates that you can customize for your requirements.     

Most 360 surveys utilize varying combinations of the same competencies that employers seek in professionals across industries. This chapter covers an overview of such combinations relevant to various job roles when measuring employees through an efficient 360-degree survey.  

A List of Competencies To Create 360-Degree Survey Questions

  These competencies include employee skills, behaviors and attributes necessary for employees’ success in an organization. Basing your 360 feedback template on a set of well-defined competencies is crucial for its success. We have listed and elaborated on some key competencies that you will find useful when formulating a 360 survey.

Sample 360 Survey Questionnaire

We have enlisted a few sample questions below to help better understand what to ask in a 360 survey.  

1. Sample survey statement:

  Choose the option that best describes your opinion about the candidate’s innovative qualities. (Candidate’s name) applies novel methods to improve work processes and enhance organizational capability. a) Almost always b) Frequently c) Sometimes d) Never  

2. Sample survey statement:

  Choose the option that best describes your opinion about the candidate’s conflict management ability. (Candidate’s name) listens to the team members in an unbiased manner while resolving conflicts. a) Almost always b) Frequently c) Sometimes d) Never  

3. Sample survey statement:

  Choose the option that best describes your opinion about the candidate’s ability to influence and negotiate. (Candidate’s name) effectively persuades others to take the desired action and reach win-win solutions for everyone involved. a) Almost always b) Frequently c) Sometimes d) Never  

4. Sample survey statement:

  Choose the option that best describes your opinion about the candidate’s learning agility. (Candidate’s name) is not bogged down by mistakes and failures and takes the same as a learning opportunity to improve oneself. a) Almost always b) Frequently c) Sometimes d) Never  

360-Degree Survey Templates For Popular Job Roles

  The evaluation parameters for employees at different levels will significantly overlap in some areas but vary considerably in others. Below are a few examples of 360 feedback survey templates detailing how the measured competencies vary according to the job role, level and industry.  

360-Degree Survey Template For Project Managers

  Project managers are responsible for delivering a project successfully and acting as leaders who plan, organize and lead the team to achieve desired results. Hence a 360 survey template for project managers should include an assessment of competencies that indicate dependability, maturity, dedication and domain expertise.  

Competency framework for project managers

360-Degree Survey Template For sales Managers

  Sales managers deal with retailers and distributors, run day-to-day operations for the sales team, generate revenue and maintain customer relationships in respective geographical areas. Therefore, they need to be business-savvy, effective communicators, emotionally intelligent and intensely customer-focused.  

Competency framework for sales managers

360-Degree Survey Template For senior Managers

  Senior managers plan, direct, coordinate and monitor the team’s progress. They maximize efficiency, productivity and performance by ensuring all operations run smoothly. Besides possessing strong leadership qualities, they also need to be creative and innovative.  

Competency framework for senior managers

360-Degree Survey Template For IT Team Leads

  IT team leads plan, execute and steer a project from start to finish as per respective business standards, methodologies and controls. They must encourage and lead team innovation and prepare training modules for subordinates and client interaction to deliver high-quality results.  

Competency framework for IT team leads

360-Degree Survey Template For sales Individual Contributors

  Individual sales contributors assist existing accounts, reach out to new customers and resolve issues. Their primary goal is to achieve the designated sales target within the delegated time. Hence, the questionnaire for their 360 feedback should focus on the following competencies.  

Competency framework for sales individual contributors

360-Degree Survey Template For IT Individual Contributors

  Individual IT contributors oversee technical operations, work with top executives to develop strategic plans for future improvements to ensure security and help maintain their organization’s competitiveness. They must be masters of domain skills and keep up with the continually evolving IT space.  

Competency framework for IT individual contributors

360-Degree Survey Template For HR Managers

  HR managers manage the HR department, design and implement HR policies, evaluate employee relations and serve as a link between management and staff. Their assessment should focus on their ability to manage people, handle complex situations effectively and resolve conflicts smoothly.  

Competency framework for HR managers

360-Degree Survey Template For leadership Roles

  Leaders set a clear vision, build morale and constantly lend support to the workforce. They analyze future trends when making decisions to solve immediate problems while also preparing for the future.  

Competency framework for leadership roles

Performance Appraisals

  Before undertaking an appraisal exercise, a 360-degree appraisal template offers you a holistic perspective on employee strengths and development areas.  

• A seamless platform: It helps eliminate operational hassles from the 360-degree evaluation and the appraisal process by ensuring quick setup, effortless administration and automated reminders.
• Intuitive reports: Detailed 360 degree feedback reports and dashboards with well laid-out and actionable information add to the survey’s appeal. It consists of comprehensive feedback data, group analyses and easy-to-understand charts.
• Customizable survey: Mercer | Mettl helps you build custom questionnaires, an exhaustive competency library and multiple question types.

Training Needs Identification

  The assessment tool helps identify gaps in an employee’s skills and personality traits as perceived by other stakeholders. You can use the survey findings to answer three pertinent questions:

• Why train
• Who to train
• What to train on

HiPo Identification And Succession Planning

  This tool understands the dynamics observed on the job and helps improve the high-potential identification and succession planning process at every step.

• Identification: It defines key competencies required to succeed in critical roles and helps nominate candidates.
• Assessment: Valid and reliable tools such as psychometric assessment, aptitude tests, assessment and development centers, etc., are used to gauge candidate readiness on vital competencies.
• Planning: Customized reports are used to shortlist suitable candidates for succession.
• Action: It helps facilitate the growth of selected candidates.

Implementing a 360-degree feedback system in organizations is a smart investment and futuristic business decision as it promotes self-awareness among employees and creates transparency in communication. The feedback tool brings clarity toward expected behaviors and goals. A well-crafted 360-degree review template and process can boost overall team performance.