360 Feedback for Managers: Ultimate Guide With Examples

Did you know that only two out of every ten employees feel connected to their organization's culture? In a disconnected environment, morale and performance (and consequently – company growth) are taking a hit. Recognition and positive reinforcement are great ways to fix those issues.

‍

Today, we focus on 360 feedback for managers because we believe positive change starts at the top of the organizational hierarchy. When leaders are open to constructive criticism and lead by example, employees soon follow.

‍

Let's look at some performance review statements that will help you and your team improve your professional development process.

‍

360 feedback for managers: Examples by categories

Here are some 360-degree feedback examples to evaluate your peers, managers, subordinates, and other employees to practice multi-directional open communication.

‍

Communication

Positive feedback for managers

You can hear and acknowledge different perspectives, which makes employees feel seen and important.
Your communication competencies are visible when you provide clear instructions that make seemingly complex projects look clear and manageable.

‍

Constructive feedback for managers

You give clear instructions that help guide us through assignments. However, I learn faster and get more satisfaction from my work when I have more space to figure out tasks on my own.
You occasionally struggle to convey complex ideas in emails in an easily understandable way, leading to some setbacks and confusion among team members.

‍

Problem-solving

Positive 360-degree feedback for managers

Under your leadership, the team successfully navigated through the last challenging creative marketing campaign, thanks to your strategic, logical problem-solving approach.
The way you structure meetings makes brainstorming creative ideas for tackling complex problems easy, and you're great at picking out the solutions that resolve issues.

‍

Constructive criticism for managers

You tend to rely on traditional solutions and are wary of exploring innovative approaches when faced with challenges.
You struggle to find fast, dynamic solutions to issues that come up unexpectedly in client calls and need fast resolving, causing project delays.

‍

Conflict resolution

Positive 360 feedback for managers

Your patience in looking for root causes of difficulties helps to prevent similar issues from arising again and improves trust between team members.
You handle conflicts with a calm and composed attitude, not taking sides and actively listening to all parties involved, which helps to find mutually beneficial resolutions.

‍

Negative feedback for managers

You tend to avoid addressing major conflicts directly, which builds up underlying tensions and causes the team to drift further apart.
Your recent handling of a dispute during a meeting seemed rushed and did not fully address the root causes of the problem, leading to unresolved issues that distract from the task at hand.

‍

Employee engagement and development

Positive 360 feedback for managers

You're good at identifying and nurturing the strengths of each team member in one-on-one conversation, which actively contributes to their professional growth, personal development, increased confidence, and morale.
Your commitment to the team's talent development is evident in the success of the mentorship program you implemented, which fostered a culture of continuous learning.

‍

Negative feedback for managers

You should work on recognizing team members’ individual contributions during collaborative projects to make them feel seen, appreciated, and motivated to deliver the best results.
Your team seems to lack clear development plans for improving employee skill sets; some employees express a desire for more guidance and mentorship.

‍

Organization

Positive 360-degree feedback for managers

You keep workflows standardized and updated, ensuring tasks are distributed efficiently and deadlines are consistently met without leaving anyone burnt out or overwhelmed with a massive workload.
When you implemented project management software, it streamlined workflows and improved team collaboration, making it easier for us to deliver projects on time.

‍

Constructive 360-degree feedback for managers

You tend to skim emails, occasionally overlooking important details, leading to misunderstandings and delays in project delivery.
Despite being knowledgeable in your role, you struggle to prioritize tasks effectively, leading to a less-than-optimal allocation of resources and occasional project bottlenecks.

‍

Compare the Best 360 Degree Feedback Software Tools

‍

360 feedback for managers: How can Effy AI help + best practices

Ensure your 360 feedback process is effective – use a performance management tool to handle the review process. It helps by automating the procedure, setting reminders and notifications, and centralizing data. All that cuts back on the time spent on sharing feedback, making it easier and more pleasant.

‍

‍

The perfect tool for this is Effy AI – the simplest and fastest 360 feedback software. It allows you to store all performance reviews in one place. You can even connect it with Slack to help you conveniently gather feedback. Then, using the collected information, you can send out direct reports to facilitate continuous improvement of the employees' performance.

‍

Its main features include:

Customizable, ready-to-use employee performance and upward feedback templates that allow you to start giving and receiving feedback immediately
AI development tool for generating draft summary reviews and individual performance improvement plans based on the collected 360 feedback
Automated regular reminders that will help you get a high response rate
Access level management and options to provide anonymous feedback, which encourages honesty

‍

What's best is that it's completely free for small businesses and teams of up to ten members. Try it now!

‍

Hot feedback tips for stimulating professional development

On top of incorporating a professional 360-degree feedback tool, stick to these best practices for providing actionable 360 feedback for managers:

Teach employees how to provide feedback that's valuable and effective
Use the same feedback structure and rating criteria for everyone to keep it fair and objective
Use Kim Scott's CORE method – context (give a specific situation example), observation (describe what you perceived), result (talk about the consequences), nExt stEps (say what you expect to be done next)
Start with positive feedback, then move on to criticism
Create a personal development plan based on the honest feedback you've collected
Make the feedback process a team habit
Use anonymous surveys to encourage openness, honesty, and psychological safety and reduce bias or prejudice

‍

Why is 360 feedback for managers important?

Here's why you need performance management and 360 feedback for managers in your organization:

Employee satisfaction: You can improve the employee experience by boosting their voice and making them feel valued by taking action based on their feedback. Raising satisfaction levels is particularly significant in an environment where 40% of global workers want to change jobs.
Better working relationships: If you're a fan of The Office, you might recognize Michael Scott's words: “I guess the atmosphere that I've tried to create here is that I'm a friend first and a boss second,”. Although that's a high bar to reach, fostering openness, honesty, and a willingness to accept criticism is a great way to build valuable relationships.
Healthy organizational culture: When workers feel connected to their organization's culture, they're 3.8x more likely to be engaged, 5.2x as likely to recommend their place of work, 68% less prone to burnout and 55% less likely to look for another job.
Improved self-awareness: Various perspectives help you find blind spots in your efficiency that you cannot notice yourself.

‍

Conclusion

360 feedback for managers is a great way to gather qualitative information about your leadership skills and the work culture you promote. This is the perfect base for continuous improvement – the ultimate goal of every good leader.

‍

Feedback tools like Effy AI are a great way to help your human resources team make mutual appraisals a regular part of your work environment. Automating the process means you don't have to think about it, freeing up your brainpower for business-crucial tasks. Our feedback templates do the organizational work for you.

‍

FAQs

What is an example of 360 feedback for leaders?

360 feedback for managers includes input from peers, subordinates, supervisors, and self-evaluation. This gives you a holistic understanding of your performance from the perspective of multiple people. Leader-specific categories of performance appraisals include communication skills, problem-solving skills, conflict resolution, facilitating employee engagement, or organizing and delegating workloads.

‍

What are some examples of positive feedback for a manager?

Your regular acknowledgment and celebration of our achievements and reaching milestones boosts team morale. Your recognition fosters a positive environment and boosts motivation.
Your time management skills are evident in the way you prioritize and delegate tasks, which allows us to meet deadlines consistently.
Your approachability and open-door policy make team members feel comfortable sharing ideas and concerns. Your accessibility contributes to a transparent and communicative work environment.

‍

What are good 360 feedback questions?

On a scale of 1-10, how good is your manager at getting the results they planned for?
Give two examples of the areas your manager should improve in.
On a scale of 1-10, how likely is it that you will want to continue working for your manager?

‍

How do you evaluate manager performance?

Evaluating a manager’s leadership skills or judging an employee's performance is easiest with a good 360-degree performance review software like Effy AI. It includes plenty of customizable templates and AI functionality to help you start giving feedback, as well as storing the collected information in one place for easy access.