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 doesn't create unnecessary work for me.
- OPENNESS: [Name] welcomes disagreement / critical feedback without getting defensive.
- FOCUS: [Name] keeps their work and team focused on the right priorities.
- STANDARDS: [Name] consistently delivers high-quality work / expects the same from others.
- GROWTH: [Name] actively makes me better at my job.
- INTEGRITY: [Name] consistently keeps their word, even when it's difficult.
- AUTHENTICITY: When [Name] communicates, it feels sincere.
- TRUST: I trust [Name] to look out for my best interests.
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's one thing [Name] should start doing?
- STOP: What's one thing [Name] should stop doing?
- CONTINUE: What's one thing [Name] should continue doing?
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. Have a neutral third party collect the responses
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
- 360 Feedback Questions : 50 ready-to-use questions organized by leadership dimension.
- What Is 360-Degree Feedback? : Learn the fundamentals of 360 feedback and how it works.
- How to Give 360 Feedback : A practical guide to writing useful, specific feedback.
- 360 Feedback vs. Performance Review : Understand when to use each and how they complement each other.
- 360 Feedback for Remote Teams : How to run effective 360 reviews with distributed teams.
- 360 Feedback Software Compared : See how the leading tools stack up on features and pricing.
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.