360 Feedback
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. This pillar is the operational one — what to ask, who to ask, when the asking actually surfaces something real.
Start here
50+ 360 feedback questions that surface useful answers — the entry-point piece for this pillar. Read it first; the rest extend it.
All articles in this pillar
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.
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.