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360-Degree Feedback Form

A 360-degree feedback form gathers ratings on the same set of competencies from the employee, their manager, peers, direct reports and sometimes internal or external customers. Comparing these views shows blind spots and hidden strengths and is mainly used for leadership development.

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[Company Logo][Company Name]

360-DEGREE FEEDBACK FORM

Company:: [Company Name]
Feedback For:: [Employee Name], [Designation]
Closing Date:: [DD/MM/YYYY]

Your Relationship to the Employee (tick one)

Self
Manager
Peer
Direct report
Internal / external customer

Rating Scale

Rating	Meaning
5	Always demonstrates this – a clear strength
4	Often demonstrates this
3	Sometimes demonstrates this
2	Rarely demonstrates this
1	Almost never demonstrates this
N/O	Not observed – I cannot comment

Competency Ratings

Competency	Statement	Rating
Communication	Shares information clearly and listens to others	[Rating]
Collaboration	Works across teams to achieve shared goals	[Rating]
Decision making	Makes timely, well-reasoned decisions	[Rating]
Accountability	Owns outcomes and admits mistakes	[Rating]
Developing others	Coaches, gives feedback and helps others grow	[Rating]
Customer focus	Understands and acts on customer needs	[Rating]
Integrity	Acts ethically and follows company policies	[Rating]
Adaptability	Responds positively to change and pressure	[Rating]

Open Questions

What should this person continue doing? [Comment]
What should this person start or do more of? [Comment]
What should this person stop or do less of? [Comment]

Summary Grid (HR use only)

Competency	Self	Manager	Peers (avg)	Direct Reports (avg)	Customers (avg)
Communication	[ ]	[ ]	[ ]	[ ]	[ ]
Collaboration	[ ]	[ ]	[ ]	[ ]	[ ]
Decision making	[ ]	[ ]	[ ]	[ ]	[ ]
Developing others	[ ]	[ ]	[ ]	[ ]	[ ]

Confidentiality: Except for the manager’s rating, responses are reported only as averages, and only where at least [Number] raters in a category have responded. Comments are shared without names.

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What this template includes

Rater category selection so responses can be grouped
Common competency statements for all raters
Five-point scale with a "not observed" option
Open questions on strengths and development
Summary grid comparing self and other ratings
Confidentiality and minimum-rater rule

When to use it

Leadership development for managers and high-potential employees
Before designing a coaching or leadership programme
Promotion readiness checks for senior roles
Annual development cycle separate from pay decisions

How to customise this template

1Pick 6–10 competencies from your leadership framework
2Set the minimum number of raters per category (e.g. three peers)
3Use a survey tool and paste results into the summary grid
4Arrange a trained facilitator or HR partner to debrief the report

HR tips

Keep 360 feedback for development; linking it to pay often reduces honesty
Brief raters on giving behaviour-based, respectful comments
Debrief the employee in a private session and agree an action plan
Repeat after 12–18 months to measure change

For HR & hiring managers

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Frequently asked questions

What is 360-degree feedback?+

It is a process where an employee receives confidential feedback from people all around them: manager, peers, direct reports, customers and their own self-assessment.

Who should give 360-degree feedback?+

Typically the manager, three to five peers, three or more direct reports where relevant, and optionally key internal or external customers.

Is 360-degree feedback used for appraisal ratings?+

Some companies use it as one input, but it works best for development planning rather than deciding increments.

All 50 performance appraisal & reviews →

[Company Logo][Company Name]

PERFORMANCE FEEDBACK FORM

Company:: [Company Name]
Date:: [Date]
Feedback Given By:: [Reporting Manager]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation / Department	[Designation] / [Department]
Feedback type: Recognition / Development / Both

Feedback (Situation – Behaviour – Impact)

Element	Description
Situation – when and where	e.g. Client review meeting with [Client] on [DD/MM/YYYY]
Behaviour – what the employee did or said	[Observed behaviour]
Impact – the result for the team, customer or business	[Impact]

Rating of This Work / Behaviour

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

Form · Word

Performance Feedback Form

Download .docx

[Company Logo][Company Name]

MANAGER FEEDBACK FORM

Company:: [Company Name]
Period / Project:: [Period or Project Name]
Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Ratings on Key Behaviours

Behaviour	Rating (1–5)	Manager Comment
Plans and prioritises work	[Rating]	[Comment]
Delivers quality output on time	[Rating]	[Comment]
Takes ownership of problems	[Rating]	[Comment]
Communicates progress and risks early	[Rating]	[Comment]
Works well with others	[Rating]	[Comment]
Learns from feedback	[Rating]	[Comment]

Form · Word

Manager Feedback Form

Download .docx

[Company Logo][Company Name]
EMPLOYEE FEEDBACK FORM
Company:
[Company Name]
Survey Period:
[Month] [YYYY]
Return by:
[DD/MM/YYYY]
Your feedback helps us make [Company Name] a better place to work. Writing your name is optional. Responses are read by HR and shared with management only as overall themes.
Name (optional) [Employee Name]
Department [Department]
Work Location [Work Location]
Length of service: Under 1 year / 1–3 years / 3–5 years / Over 5 years
Satisfaction Scale
Score Meaning
4 Very satisfied
3 Satisfied
2 Dissatisfied
1 Very dissatisfied
Your Views
Form · Word
Employee Feedback Form
Download .docx

Name (optional)	[Employee Name]
Department	[Department]
Work Location	[Work Location]
Length of service: Under 1 year / 1–3 years / 3–5 years / Over 5 years

Score	Meaning
4	Very satisfied
3	Satisfied
2	Dissatisfied
1	Very dissatisfied

[Company Logo][Company Name]

ANNUAL PERFORMANCE APPRAISAL FORM

Company:: [Company Name]
Appraisal Year:: April [YYYY] – March [YYYY]
Form Ref.:: [Reference Number]

Part A: Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Reviewer (Skip-level Manager)	[Reviewer Name]

Part B: Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Part C: Key Result Areas (70% weightage)

Form · Word

Annual Performance Appraisal Form

Download .docx

[Company Logo][Company Name]

EMPLOYEE PERFORMANCE REVIEW FORM

Company:: [Company Name]
Review Date:: [Date]
Review Period:: [DD/MM/YYYY] to [DD/MM/YYYY]

1. Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Review Type: Mid-year / Ad-hoc / Transfer / Employee-requested

2. Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

3. Core Job Factors

Form · Word

Employee Performance Review Form

Download .docx

[Company Logo][Company Name]

ANNUAL REVIEW FORM

Company:: [Company Name]
Review Year:: [YYYY–YY]
Meeting Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Part 1: Year in Review (to be completed by the employee)

Three achievements I am most proud of this year	[Answer]
A challenge I faced and how I handled it	[Answer]
New skills or knowledge I gained	[Answer]
Something I would do differently	[Answer]
Support that would help me do my best work	[Answer]

Part 2: Objectives versus Outcomes

Objective Set Last Year	Outcome	Fully / Partly / Not Achieved	Manager Remarks
[Objective 1]	[Outcome]	[Status]	[Remarks]
[Objective 2]	[Outcome]	[Status]	[Remarks]
[Objective 3]	[Outcome]	[Status]	[Remarks]
[Objective 4]	[Outcome]	[Status]	[Remarks]

Form · Word

Annual Review Form

Download .docx

[Company Logo][Company Name]

HALF-YEARLY (H1) APPRAISAL FORM

Company:: [Company Name]
Review Period:: April [YYYY] – September [YYYY]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale for H1 Performance

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Progress on Annual Goals

Annual Goal	Annual Target	Achieved in H1	% Completed	H1 Rating	Comments
[Goal 1]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 2]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 3]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 4]	[Target]	[Achieved]	[%]	[1–5]	[Comments]

Form · Word

Half-Yearly Appraisal Form

Download .docx

[Company Logo][Company Name]

SELF-APPRAISAL FORM

Company:: [Company Name]
Appraisal Period:: [DD/MM/YYYY] to [DD/MM/YYYY]
Submit to Manager by:: [DD/MM/YYYY]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Self-Rating on KRAs

KRA	Weightage (%)	What I Achieved (with evidence)	Self Rating (1–5)
[KRA 1]	[%]	[Achievement]	[Rating]
[KRA 2]	[%]	[Achievement]	[Rating]
[KRA 3]	[%]	[Achievement]	[Rating]
[KRA 4]	[%]	[Achievement]	[Rating]

Form · Word

Self-Appraisal Form

Download .docx

360-Degree Feedback Form

Preview of the form

Your Relationship to the Employee (tick one)

Rating Scale

Competency Ratings

Open Questions

Summary Grid (HR use only)

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

Related HR templates