360 Review Template

A 360 review collects feedback from multiple perspectives: the employee themselves, their manager, their peers, and (if applicable) their direct reports. This gives a far more complete picture of someone's performance, strengths, and development areas than a single manager review ever could.

For small teams, 360 feedback is particularly valuable because everyone works closely together and sees different sides of each person's contributions. This template provides a structured format you can use with a team of any size.

When to Use This Template

During annual or semi-annual performance review cycles
When evaluating an employee for a promotion or leadership role
When developing individual growth plans and you want well-rounded input
When a new manager joins and you want to establish a feedback baseline
As part of a leadership development program

For a small team, you do not need dozens of reviewers. Two to three peers and a manager is enough to generate useful feedback. Quality of input matters more than quantity.

360 Review Form

Employee Information

Field	Details
Employee Name	_______________________________________
Job Title	_______________________________________
Department	_______________________________________
Manager Name	_______________________________________
Review Period	_______________________________________
Date	_______________________________________

Rating Scale

Use the following scale for all rated questions:

Rating	Definition
5 — Exceptional	Consistently exceeds expectations. A role model in this area.
4 — Exceeds Expectations	Frequently goes above what is expected. A clear strength.
3 — Meets Expectations	Performs at the expected level. Solid and reliable.
2 — Needs Improvement	Sometimes falls short. Specific development needed.
1 — Unsatisfactory	Consistently below expectations. Immediate attention required.

Section 1: Self-Assessment

Completed by the employee being reviewed.

Instructions: Rate yourself honestly in each area and provide specific examples where possible. This is your opportunity to reflect on your own performance and identify where you want to grow.

Core Competencies

Competency	Rating (1-5)	Comments / Examples
Job Knowledge — Understanding of role requirements, tools, and processes	_____	_______________________________________
Quality of Work — Accuracy, thoroughness, and attention to detail	_____	_______________________________________
Productivity — Volume of work and ability to meet deadlines	_____	_______________________________________
Communication — Clarity and effectiveness in verbal and written communication	_____	_______________________________________
Teamwork — Collaboration, reliability, and contribution to team goals	_____	_______________________________________
Problem-Solving — Ability to identify issues and find effective solutions	_____	_______________________________________
Initiative — Proactiveness in identifying opportunities and taking action	_____	_______________________________________
Adaptability — Flexibility in handling change and new challenges	_____	_______________________________________

Open-Ended Self-Assessment

What accomplishments are you most proud of during this review period?

What challenges did you face, and how did you handle them?

What skills or areas would you like to develop in the next review period?

Section 2: Manager Assessment

Completed by the employee's direct manager.

Reviewer Name: _______________________________________

Relationship to Employee: Direct Manager

Core Competencies

Competency	Rating (1-5)	Comments / Examples
Job Knowledge	_____	_______________________________________
Quality of Work	_____	_______________________________________
Productivity	_____	_______________________________________
Communication	_____	_______________________________________
Teamwork	_____	_______________________________________
Problem-Solving	_____	_______________________________________
Initiative	_____	_______________________________________
Adaptability	_____	_______________________________________

Leadership Competencies (if applicable)

Competency	Rating (1-5)	Comments / Examples
Delegation — Assigns work effectively and empowers others	_____	_______________________________________
Coaching — Provides guidance, feedback, and development support	_____	_______________________________________
Decision-Making — Makes sound, timely decisions	_____	_______________________________________
Strategic Thinking — Sees the bigger picture and plans ahead	_____	_______________________________________

Manager Open-Ended Questions

What are this employee's greatest strengths?

What are the most important areas for development?

What specific goals or development actions do you recommend for the next period?

Section 3: Peer Assessment

Completed by colleagues who work regularly with the employee. Distribute to [2-4] peers.

Reviewer Name: _______________________________________ (optional — can be anonymous)

Relationship to Employee: Peer / Cross-functional colleague

Core Competencies

Competency	Rating (1-5)	Comments / Examples
Communication — Clear, responsive, and effective in interactions	_____	_______________________________________
Teamwork — Collaborative, supportive, and contributes to shared goals	_____	_______________________________________
Reliability — Follows through on commitments and meets deadlines	_____	_______________________________________
Problem-Solving — Contributes ideas and helps resolve issues	_____	_______________________________________
Interpersonal Skills — Respectful, approachable, and builds good working relationships	_____	_______________________________________

Peer Open-Ended Questions

What does this person do well that you want them to keep doing?

What could this person do differently to be more effective?

Is there anything else you would like to share about working with this person?

Section 4: Direct Report Assessment

Completed by employees who report to the person being reviewed. Skip this section if the employee does not manage anyone.

Reviewer Name: _______________________________________ (optional — can be anonymous)

Relationship to Employee: Direct Report

Leadership Competencies

Competency	Rating (1-5)	Comments / Examples
Communication — Keeps the team informed and listens to input	_____	_______________________________________
Support — Provides resources, guidance, and help when needed	_____	_______________________________________
Feedback — Gives regular, constructive, and actionable feedback	_____	_______________________________________
Fairness — Treats team members equitably and makes fair decisions	_____	_______________________________________
Empowerment — Trusts the team, delegates effectively, and encourages growth	_____	_______________________________________
Availability — Accessible and responsive when the team needs them	_____	_______________________________________

Direct Report Open-Ended Questions

What does this manager do that helps you do your best work?

What could this manager do to better support you or the team?

Section 5: Summary and Action Plan

Completed by the manager after collecting and reviewing all feedback.

Overall Ratings Summary

Source	Average Rating
Self-Assessment	_____
Manager Assessment	_____
Peer Assessments (average)	_____
Direct Report Assessments (average)	_____
Overall Average	_____

Key Themes

Strengths (consistent across reviewers):

Development Areas (consistent across reviewers):

Development Action Plan

Development Area	Action Item	Timeline	Support Needed
_______________________	_______________________	________	_______________________
_______________________	_______________________	________	_______________________
_______________________	_______________________	________	_______________________

How to Customize This Template

Choose your anonymity approach. Peer and direct report feedback can be anonymous or attributed. Anonymous feedback tends to be more honest, but on a team of three, anonymity is hard to maintain. Be upfront about which approach you are using.
Adjust competencies to your roles. The competencies listed are common starting points. Add role-specific competencies (technical skills, client management, etc.) as needed.
Keep the rating scale consistent. Use the same 1-5 scale across all sections so you can compare results meaningfully.
Set a clear timeline. Give reviewers at least one week to complete their assessments. Two weeks is better.
Focus the debrief on patterns. One reviewer's opinion is anecdotal. Themes that appear across multiple reviewers deserve attention.

360 reviews generate sensitive feedback. Store completed forms securely and share results only with the employee and their manager. Do not circulate individual reviewer responses to other team members.

Track Performance Over Time with Boring HR

360 reviews are most powerful when you can see how feedback evolves over time. Boring HR helps small businesses organize employee records, performance data, and development plans in one place, so each review cycle builds on the last.