Practical guide
360 Feedback Examples
Fictional 360 feedback comments and a sample summary report, showing how to describe behaviours, compare perspectives and agree development actions.
Written and reviewed by the Appraisal Software team ·
A useful comment names behaviour and effect
Describe what you saw, the situation and the effect on the work. Then suggest what should continue or change. Do not diagnose personality or assume a motive.
All names, comments and scores on this page are fictional illustrations. The sample is not an assessment result or a product report.
Peer example: a strength
“During the last two launch handovers, Casey listed dependencies and confirmed who owned each action. That helped our team plan without repeated clarification. Please keep using that structure.”
The reviewer describes a recent situation and a practice that can be repeated. It is more actionable than “Casey is a great team player”.
Direct report example: a development area
“When priorities changed in April, I understood the new deadline but not which existing tasks could wait. A short explanation of the trade-off would help me plan. The weekly check-in would be a useful place to confirm it.”
This raises a gap without guessing why the manager acted that way. It includes a practical request rather than just expressing frustration.
Manager example: recognising progress
“Taylor now raises project risks before they affect the delivery date. In the last project, that gave us time to move the testing slot. The next step is to explain the proposed options alongside the risk.”
Recognition and development can sit together. Keep the next step specific so it does not cancel out the positive observation.
Fictional summary report
Illustrative communication ratings on a five-point scale: self 3.0; manager 4.0; peers 3.5. These numbers are invented to show interpretation, not a meaningful benchmark.
Theme: reviewers value clear handovers, while some want earlier explanation when priorities change. The self-rating is lower than other perspectives, which is a prompt to discuss what the subject was considering.
Do not conclude that the subject is underconfident from the gap alone. Check the examples, review period and differences in what each group observed. Keep “not observed” responses out of rating calculations.
Turn the summary into an action
Agreed action: for the next six weeks, Casey will include the reason for a priority change and the tasks affected in the weekly update. Manager support: review the first two updates together. Follow-up: ask the team whether priorities are clearer.
Share only what your explained process allows. Small groups and distinctive incidents can reveal identities even in a summary without names.
Further reading
Continue with a useful next step
360 Feedback Questions
Example 360 feedback questions by competency and reviewer relationship, with guidance on choosing observable behaviours and avoiding leading questions.
360 Feedback Template
A free 360 feedback form with questions, an example rating scale and prompts for managers, peers and direct reports. Copy it, print it or save it as a PDF.
What Is 360 Degree Feedback?
A practical guide to 360 degree feedback: who takes part, how to choose questions, how to handle responses and how to turn themes into development actions.
Planning to collect responses through the product?
360 collection, anonymity controls and Self vs Others reporting are planned for Appraisal Software. These resources can help you prepare now; they do not mean those features are available in the app.
Read the 360 product status