Free 360 Review Template by Risely
By using this 360 Review Template, you will
- Develop a 360 review practice in your organization from scratch
- Effectively map feedback relationships for your employees
- Discover tools you will need to conduct 360 reviews
- Learn how to design 360 feedback questions for your team
More about the free 360 Review Template
A 360 review of your team helps you understand performance and development needs from all perspectives. Conventionally, reviews and feedback are the rights of the manager or the direct team leader. But is it enough? A single review may not unveil everything about an employee’s skill set. The manager might not even work the most with the team members!A 360 review takes you a step further and visualizes areas of improvement for a team member from multiple perspectives, including their direct reports, peers, and even clients.At first glance, 360 reviews can look scary and tedious, unlike any typical review exercise, because they involve many people and actions. But with the right guidance, you can sail through and bring positive changes to your team’s skill development practices.The key to a solid 360 review lies in two steps:
- Mapping the 360 feedback relationships: You need to identify who is best suited to offer feedback on an employee’s performance.
- Designing the 360 feedback questions: You need to define what questions they can answer about the employee’s performance.
Frequently Asked Questions
A 360-degree review (or 360-degree feedback) is a performance evaluation method in which feedback is collected from all directions: managers, peers, direct reports, and even customers or partners. The individual being reviewed also completes a self-assessment, giving a well-rounded view of their strengths and areas for growth.
Yes, when done right, 360-degree reviews can be highly effective. They offer diverse perspectives on an employee’s behavior and skills, helping uncover blind spots that a single manager might miss. However, for maximum impact, they should be paired with actionable follow-up, coaching, or development plans.
Usually, yes. Most 360 reviews are anonymous to encourage honest and constructive feedback, especially from peers or team members who may hesitate to speak openly otherwise. However, the level of anonymity can depend on the tool or process you use.
The main purpose of a 360 review is to provide a well-rounded perspective on how someone shows up at work beyond just performance metrics. It’s especially valuable for leadership development, improving self-awareness, and guiding personal and professional growth.
Costs vary widely based on complexity.
- Free or DIY templates: $0
- Basic tools: ~$50–$100 per user
- Advanced platforms with analysis and coaching: $200–$1000+ per person
Typically, you will follow these steps for a 360 review with your organization:
- Select participants (the person being reviewed and 4-6 reviewers)
- Send out questionnaires covering competencies, behaviors, and skills
- Collect feedback anonymously through an online tool
- Generate a report comparing self-perception with others’ views
- Discuss results with a manager, coach, or HR
- Create an action plan based on key insights
For salespeople, 360 reviews can go beyond quota and revenue. They assess collaboration, client communication, teamwork, and strategic thinking, which is especially important for those moving into leadership roles. Input from peers, managers, and even clients or cross-functional partners helps create a more holistic view of their impact.
Keep your feedback constructive, specific, and balanced. Here’s a simple format to offer feedback:
- Highlight strengths: “One thing I really appreciate about [Name] is…”
- Give examples: “In our recent project, they showed strong leadership by…”
- Offer growth suggestions: “One area I think they could grow in is…”
- Keep it professional and kind: Focus on behaviors, not personality