360 Peer Feedback Survey
Structured peer input on collaboration, reliability, and growth areas for reviews.
9 questions · 3 pages · about 5 minutes to answer · fully editable after you start
Peer feedback rounds out a review with the view managers never see: what this person is like to actually work with. This template keeps it fair and specific. It first records how the reviewer works with the person and how often, so feedback from a daily collaborator is not weighed the same as a monthly one. Thirteen behaviours in three groups – getting things done, working with others, and growth and judgement – are rated on how often the reviewer has seen them, from never to always, with a Not observed column so nobody is pushed into guessing.
Three written prompts ask for a strength with an example, one thing to do more effectively, and what to keep doing exactly as it is, and a closing statement asks whether the reviewer would choose to work with the person again. Collect three to five reviewers per person and share themes, not verbatims. A frequency scale produces far more honest answers than asking colleagues to grade each other good or bad. Replace [Name] with the person's name before you send it – it appears in the introduction and in most questions.
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Page 1 of 3
How you work together
You have been asked for feedback on [Name]. It takes about 5 minutes. It is anonymous: your name, email address and IP address are not recorded with your answers. Base your answers on what you have seen yourself in the last six months.
Q1.How do you mainly work with [Name]?*
- They are my manager
- We are peers in the same team
- We work together across teams
- I manage them
- I am their customer, inside or outside the organisation
Q2.How often have you worked with [Name] in the last six months?*
- Daily
- Weekly
- Monthly
- Less than monthly
Page 2 of 3
What you have seen
Q3.Getting things done: how often does [Name] do the following?*
| Never | Rarely | Sometimes | Often | Always | Not observed | |
|---|---|---|---|---|---|---|
| Delivers what they committed to | ||||||
| Raises problems early | ||||||
| Brings solutions, not just issues | ||||||
| Manages their time and priorities well |
Q4.Working with others: how often does [Name] do the following?*
| Never | Rarely | Sometimes | Often | Always | Not observed | |
|---|---|---|---|---|---|---|
| Communicates clearly | ||||||
| Communicates on time | ||||||
| Listens to other points of view | ||||||
| Helps others succeed | ||||||
| Handles disagreement constructively | ||||||
| Treats people with respect |
Q5.Growth and judgement: how often does [Name] do the following?*
| Never | Rarely | Sometimes | Often | Always | Not observed | |
|---|---|---|---|---|---|---|
| Asks for and acts on feedback | ||||||
| Shares their expertise | ||||||
| Makes sound decisions with the information available | ||||||
| Adapts well when plans change |
Page 3 of 3
In your own words
Q6.What is [Name]'s greatest strength? Give an example if you can.*
Q7.What is one thing [Name] could do to be even more effective?*
Q8.What should [Name] keep doing exactly as they do it now?
Q9.I would choose to work with [Name] again on a future project.
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