Running a round
360 Feedback
A practical guide to 360 feedback for managers who actually want to use it — behavioral questions, calibrated to relationship, scored for what matters.
7 guides · 66 min of reading
360 feedback only works when the questions are calibrated to what each respondent can actually see, when the manager runs the round on themselves first, and when the signal you read is the gap between self-view and peer-view — not the averages. Most question lists fail at the first hurdle: they ask about traits (is this person a good listener) instead of behaviors (when did this person last interrupt you). Behavioral questions force a specific moment, and specific moments contain information that ratings flatten. These guides are the operational ones — what to ask, who to ask, when the asking actually surfaces something real.
Start here
50+ 360 feedback questions that surface useful answers — the best place to start. Read it first; the rest extend it.
Everything in this section
- 8 min read
360 feedback templates by context: which to run when
One generic 360 for every moment surfaces vague answers. Why context-matched templates work better — and which to run after a project, a promotion, or a 1:1.
- 8 min read
360 feedback for first-time managers: where to start
New managers get almost no honest feedback and can't trust their own read yet. Why your first 360 is the highest-value one — and how to run it.
- 9 min read
How to interpret 360 feedback without flattening it
The average score is the least useful part of a 360 — it erases the disagreement and specifics that carry the signal. How to read yours without flattening it.
- 8 min read
360 feedback frequency: how often to actually run one
Monthly is too noisy, annual is too slow to course-correct. How often to run a 360 for actual development — and how to match the cadence to your goal.
- 8 min read
360 vs peer vs upward feedback, and when to use each
360, peer, and upward feedback aren't interchangeable — each sees a different slice of how you work. What each one is for, where it falls short, and how to choose.
- 10 min read
6 360 feedback mistakes managers make (and how to avoid them)
Most 360 reviews fail in predictable ways — vague questions, averaged-away signal, no self-baseline. The six mistakes that waste the round, and the fixes.
- 15 min readStart here
50+ 360 feedback questions that surface useful answers
53 behavioral 360 feedback questions sorted by who you're asking. Skip the trait-based templates that produce vague answers; these surface specifics.
Other topics
Reading about feedback won't change you.
Running a round will.
Browse the guides above, then run the round on yourself. Mirorly is the tool every 360 feedback guide here was written for.
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