Gather balanced peer, report, and manager feedback on a colleague's strengths and growth areas.
Ready to use
Who are you giving feedback about?
Short Answer
What is your working relationship with this person?
Multiple Choice
How strongly do you agree with the following statements?
Matrix
What does this person do exceptionally well?
Long Answer
What is one thing they could improve or do differently?
Long Answer
What is one piece of advice you'd give them for the next six months?
Long Answer
A 360 feedback form collects perspectives from a colleague's manager, peers, and reports in one consistent structure: the same competency ratings and open questions from everyone, so the picture that emerges is balanced rather than anecdotal.
The strength of a 360 review is comparability: everyone answers the same competency matrix (communication, delivery, collaboration, ownership, mentorship), so differences between how peers and managers see someone become visible instead of anecdotal. The relationship question makes that segmentation possible.
The open questions follow the classic start/stop/continue logic compressed into three prompts: what's exceptional, what to change, and one piece of forward-looking advice. Requiring the first two keeps the feedback substantive; making advice optional keeps completion friction low.
Peer and report feedback works best semi-anonymous: the person sees themes by group ("peers said…") without names. This template's relationship question enables that grouping.
A performance review is an evaluation with consequences, usually by the manager. A 360 is developmental input from multiple directions. It should inform growth conversations, not directly determine compensation.
Yes: edit the rows to match your company's values or role expectations, or ask Formly's AI to adapt the form for a specific role ("make this suitable for reviewing engineering managers").
Not an exact fit? Use this template as a starting point and edit anything, or describe what you need and let Formly's AI adapt it for you.
