360 degree feedback template download
360 Degree Feedback Pro from Adaptive Business Management Systems is an easy-to-use personal performance analysis tool. This tool provides individuals with insight into other people’s perceptions of their leadership abilities and behavior.
Use this 360-degree appraisal form to gather feedback from the people you work with. The sample questions relate to a range of core competencies and skills. You can customize the template to suit your own particular needs if required.
Identify leadership strengths and development needs with 360-degree feedback
This tool produces a summary report from the feedback received. Potential areas for development are clearly identified.
360 Degree Feedback Pro is quick and easy to use, making it ideal for assisting managers and team leaders with their personal development.
What's included?
Your downloaded ZIP file contains the following:
- 360 Degree Feedback Pro Excel template (Microsoft Office 2003 or later).
- Worked example.
- User guide.
Download it now and get started for just $9.95 USD.
Problems or questions? Just email us: templates@adaptivebms.com
Plan a useful 360-degree feedback review
Read the worked example first, then make a fresh copy for the person being reviewed. Decide which colleagues, direct reports and managers should respond, set a closing date, and explain how the feedback will be used. A clear brief usually produces more considered answers than sending the form without context.
Keep the respondent group broad enough to show patterns rather than placing too much weight on one rating or comment. Before collecting responses, decide how confidentiality will be protected and who will be allowed to see the completed report.
Adapt the questions without losing consistency
You can change competency names, question wording and report labels to reflect your leadership framework. Make the same changes for every respondent in the review, and test the summary charts after editing the workbook so results still appear in the intended categories.
Turn the results into a development plan
Check that all expected responses have been included and look for repeated themes across respondent groups. Discuss strengths as well as development needs, agree a small number of practical actions, and set a review date. The report is most useful when it begins a constructive conversation rather than becoming a scorecard in isolation.