Free 360 Feedback Template
A ready-to-use 360-degree feedback template with 8 rating questions, 3 open-ended questions, and instructions for how to run it. Use it as-is, adapt it for your team, or skip the manual work and let 360review.io handle everything automatically.
Download the printable PDF version
One page. Print and distribute to respondents, or fill in digitally.
Section 1: Rating questions
Rate each statement on a scale from 1 (strongly disagree) to 6 (strongly agree). These 8 questions cover the full range of leadership dimensions in the Mirror Model.
- Respect: [Name] respects my time and does not create unnecessary work for me.
- Openness: [Name] welcomes disagreement and bad news without getting defensive.
- Focus: [Name] keeps their work and team focused on the right priorities.
- Standards: [Name] consistently brings and demands high-quality work.
- Growth: [Name] actively makes me better at my job.
- Integrity: [Name] consistently keeps their word, even when it is difficult or inconvenient.
- Authenticity: When [Name] speaks, it feels sincere.
- Trust: I have total confidence that [Name] has my back.
Section 2: Open-ended questions
After the rating questions, ask three open-ended questions. This Start-Stop-Continue framework captures the nuance that rating scales miss, and produces the most actionable feedback in the entire review.
- Start: What should [Name] start doing that would make them more effective as a leader?
- Stop: What should [Name] stop doing that is getting in the way of their effectiveness?
- Continue: What should [Name] keep doing because it is working well?
Section 3: Net Talent Score
One final question that captures the bottom-line read on the leader. The Net Talent Score (NTS) is 360review's adaptation of the Net Promoter Score methodology, first described by Fred Reichheld in Harvard Business Review (2003), applied to individual leader retention rather than customer loyalty. Respondents scoring 9-10 are Ambassadors, 7-8 are Supporters, and 6 or below are Sceptics. NTS = % Ambassadors minus % Sceptics. It surfaces the manager-driven departure risk that HR teams typically only discover in exit interviews.
Source: Reichheld, F. “The One Number You Need to Grow.” Harvard Business Review, 2003. | How NTS works →
Net Talent Score (0-10): How likely are you to recommend working on a team or project led by [Name]?
Download the free 360 feedback template (PDF) to print and distribute, or fill in digitally.
How to run this template
1. Leader self-assessment first
Before sending to anyone else, have the leader rate themselves on the same questions. This creates the baseline for comparing self-perception against how others see them. The gap between self and others is usually where the most useful insights live.
2. Invite 5-15 respondents
Include direct reports, peers, the leader’s own manager, and cross-functional collaborators. Fewer than 5 respondents is too small a sample and makes anonymity impossible. More than 15 becomes logistically hard to manage.
3. Use a neutral collector
Have someone other than the leader collect the responses. HR, an external coach, or a facilitator. The leader should never see who said what. Strip identifying information before showing the results.
4. Aggregate and present
Show the average score for each dimension, the gap between self and others, and the full text of all open-ended responses (without names). Highlight the biggest gaps and the most common themes.
5. Action plan
The leader picks 1-2 specific behaviors to work on for the next 30-90 days. They share what they are working on with the team. They run the review again later to measure progress.
Or skip the manual work
Running a 360 review manually is a lot of work. You need to build the form, collect responses, ensure anonymity, aggregate the data, compare self to others, analyze the open-ended feedback, and present it all in a usable format. And then you do it again every six months.
360review.io does all of this automatically. Your team rates you in 5 minutes. Anonymity is enforced. Results are aggregated into an AI-powered report with a 90-day action plan. And it costs less than the time you would spend building the template yourself.
Related guides
- 50 best 360 feedback questions for managers. The full question bank to draw from when building your own review.
- What is 360-degree feedback? Everything you need to know before running your first 360 review.
Frequently asked questions
Is this 360 feedback template free?
Yes, the template is completely free to use. Copy it, adapt it for your team, and run your own 360 review. Or save yourself the manual work and use 360review.io, which handles invitations, anonymity, aggregation, and reporting automatically.
Can I adapt this template for my organization?
Yes, adapt freely. The questions are designed to work for most leadership roles but you should adjust the wording to match how people in your organization actually talk. Keep the rating scale at 1-6 (even-numbered scales produce clearer signal than 1-5 or 1-10).
How do I ensure anonymity with a manual template?
This is the hardest part of running a manual 360 review. You need a neutral third party (HR or an outside facilitator) to collect responses, strip identifying information, and aggregate the results. Without enforced anonymity, respondents will not be honest. A tool like 360review.io enforces anonymity automatically by requiring a minimum of 5 responses and releasing new responses in batches of 3.