360-Degree Feedback Examples for Performance Reviews

entretien de performance
Morgane Lança
April 3 2023

360-degree feedback reviews are gaining ground as modern performance review practices. For good reason: these evaluations provide a comprehensive assessment of employee performance throughout your entire company.

However, it is not always easy to get it right, as multi-rater feedback can be challenging to collect and manage. Read on to discover 360-degree feedback examples and tips on how to successfully implement this feedback process in your organization!

360-degree Evaluations: Definition & Tips

360-degree feedback is multi-rater feedback collected about an employee from their peers. The goal is to offer constructive feedback coming from different perspectives to obtain comprehensive insights and feedback on employee performance.

This method of evaluation is gaining ground as a modern approach to performance management and provides great results when implemented correctly. However, these practices take time, energy and can involve biases and scheduling issues.

Our tips for effective 360-degree feedback processes are to set up a regular and helpful feedback culture, to be transparent throughout the whole process, and to focus on key points to address and areas of improvement while not forgetting to show appreciation.

360-degree Feedback Examples by Strengths and Weaknesses

360-degree feedback aims to reveal issues – or appreciation – that employers and managers might not be aware of. However, these comments must remain neutral in tone and content: managers will have to define areas of improvement and specific strategies later on if needed. In the same way, they will provide recognition for positive attitudes or jobs well done.

Here are 360-degree feedback examples by skill, strengths and weaknesses!

Click here for effective performance review phrases!

Teamwork and Collaboration

The main advantage of 360-degree performance feedback review is its ability to comment in depth on teamwork and interpersonal skills by questioning the people directly involved. Moreover, it might help you identify and solve conflicts among team members. The employee’s team will have the most detailed feedback or compliments to share regarding their collaboration skills.


  • This person is always willing to help and support colleagues. Collaborating with them is easy and stimulating.
  • This person is the best team player we could ask for. They are ready to listen and to help whenever it is needed.
  • This person is a great asset to the team and always thinks about the collaborative dimension of our work.


  • This person tends to do things on their own without consulting their coworkers.
  • This person does not go out of their way to support team members during challenging times.
  • This person struggles to be part of the team and works solo most of the time.

Communication Skills

Effective communication solidifies and increases team happiness and productivity. Here are examples of 360-degree appraisal comments you can collect or share on a coworker’s communication skills:


  • This person is great at sharing ideas and tips. Our interactions and team meetings are always insightful.
  • This person has good communication skills and can effectively share their point of view with the rest of the team.
  • This person always manages to discuss potential issues and insights, supporting the entire team by doing so.


  • This person does not always communicate effectively with the rest of the team.
  • This person sometimes struggles to have meaningful discussions with their coworkers.
  • It can be difficult to share ideas, solutions and insights with this person.

Behavior and Attitude

Building a healthy work environment will help you reach business goals and increase employee retention. Employees often have great insights to share on their coworkers’ daily attitude, that can either boost or hinder productivity and motivation:


  • This person has a positive attitude that facilitates daily work.
  • This person always has a kind word or nice compliments to share with coworkers.
  • This person is great to work with thanks to a productive and professional attitude.


  • This person can be difficult to work with because of behavior issues.
  • This person sometimes impacts team morale negatively with their attitude.
  • This person can have a negative attitude that lowers productivity and impacts the work environment.

Performance and Productivity

Of course, the primary goal of performance reviews is to measure employee performance and productivity. 360-degree appraisals can help you notice potential issues or highlight great performance:


  • This person goes above and beyond to complete projects on time.
  • This person is very productive and is great at efficiently handling their workload.
  • This person successfully takes on various projects and seems motivated to complete them.


  • This person does not always complete projects on time.
  • This person seems to have productivity issues which might stem from lack of motivation.
  • This person avoids challenges and difficult tasks and sticks to the same scheduled tasks every week.

How to Implement 360-degree Performance Reviews in Your Company

You should work on some aspects of daily HR management before implementing 360-degree appraisals, to make sure that you are getting the most out of the process. Indeed, modern performance management practices require modern workforce management practices! Here are some tips to be ready to meet performance review challenges and ensure an efficient process.

Ongoing and constructive feedback

You should collect 360-degree feedback regularly to get the most effective view of global and individual performance levels in your company. Of course, this strategy requires showing that you are willing to act on these comments. In that sense, nurturing employee development and growth is a great idea: with ongoing training and development plan based on qualitative feedback, and with a transparent and empathic process, you will ensure that you collect valuable insights and data.

Culture of recognition

360-degree reviews can only work if you make employee recognition a priority in your entire organization. Showing appreciation for coworkers should become an integral part of your work environment, so that when the time comes to provide employee feedback, everyone is on board and ready to be transparent and constructive.

Click here for tips on how to show employee recognition without spending money!

Performance management and 360-degree feedback software

Implementing modern performance management practices on your own is time-consuming and complex. That’s why you should use appropriate feedback tools to optimize performance management!

Fortunately, Folks performance management software helps you manage 360-degree evaluations in your organization while allowing you to track employee performance over time. Want to discover how Folks HR can support your current processes? Request your free demo today!

Do you want to improve your entire employee performance review process?

Enjoy your comprehensive ebook to optimize performance review practices!


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