The name may sound vaguely familiar, but what is actually the deal with 360 Degree Appraisals? Having been in use since the ‘40s, a 360-degree appraisal is a mechanism that uses anonymous feedback made by employees. Typically, the employees’ manager, direct supervisor, and peers have a say in this type of appraisal, which is a set of rating-based questions along with additional comments.

Organisations that use 360-degree appraisals ultimately want to get a better understanding of the employees’ strengths and weaknesses. By tabulating the results, managers and leaders of the organisation will be able to create a development plan for individuals. As a result, organisations that are focused on employee development make up the majority of 360-degree appraisal users. Furthermore, organisations are able to map the career path of their staff through 360-degree appraisal.

The nature of 360-degree appraisal is to gauge the employees’ professionalism. Therefore, performance-based questions don’t really fit the bill. Instead, questions will include personal preferences or needs. So, what are the common questions that are normally asked for this appraisal? We’ve figured them out for you down below!

 Time management

  • In a scale of 1-5 (5 being the highest), how timely is the employee in completing their task?
  • Does the employee regularly attend meetings in a timely manner? Or is he/she always late?
  • Can the employee get the job done without procrastinating or delaying?
  • Is the employee always aware of what is the best use of their own time?
  • Does the employee manage their time in the midst of juggling multiple tasks?

Integrity, honesty, and truthfulness

  • In a scale of 1-5 (5 being the highest), do you fundamentally trust the employee?
  • Can this employee be counted on to follow their promises?
  • Does the employee build rapport with their colleagues?
  • Is the employee able to show trust in the abilities of other colleagues?
  • Can the employee become a source of strength in times of uncertainty?


  • In a scale of 1-5 (5 being the highest), how much has this employee been showing interest in their work?
  • Does the employee come up with fresh ideas and build new approaches to support their colleagues?
  • Does the employee encourage others to set and achieve their own goals in line with the organisation’s overall objectives?
  • Is the employee independent & resourceful when it comes to handling challenging new tasks?
  • Is the employee always seeking ways to contribute to the department’s goals?


  • In a scale of 1-5 (5 being the highest), how much can you depend on this employee to keep their commitment?
  • Does the employee suggest ideas for possible improvements?
  • Is the employee good at resolving people issues before they get out of hand?
  • Does the employee own up to their own mistakes?
  • Provide an example of an experience where the employee has demonstrated reliability in their work with you.


  • Has the employee demonstrated good teamwork and always welcome different opinions from the others?
  • In a scale of 1-5 (5 being the highest), how helpful and alerted has the employee been with the need of others, even if is not related to their role?
  • Does the employee understand people’s strengths and take them into account when allocating tasks?
  • Can the employee provide personalised coaching and support to others?
  • Does the employee stay alerted when others need help and support?

“How effective or reliable are 360-degree appraisals?” you may ask. Many sources have evidently become the proof of its reliability. However, the reviewers must know what to look for in the performance assessment in order for it to be effective.

For instance, if a customer representative’s career goal is to focus on the analysis of the employees’ problem-solving skill; then the employee’s phone demeanour should not be in the equation. Hence, the evaluator must know what aspects of performance to judge beforehand.


The bottom line is, a 360-degree appraisal helps employees organise their feedback. This will allow their managers to create a talent development plan. Consequently, this could be effective once managers frame the questions that guide the feedback. With the sample of questions provided above, you will hopefully be able to review a significant well-rounded performance management system!



Posted by Mutiara Simanjuntak

I/ENTJ. A lazy deontologist. Part-time columnist, full-time rambler.