--- name: 360-feedback-template description: "Design a 360-degree feedback survey or write a structured 360 feedback report. Use when asked to build a 360 feedback process, write 360 feedback for a colleague, design a feedback survey, or produce a feedback report. Produces either a complete survey instrument with rating scales and open-ended questions, or a structured narrative feedback report with themes, strengths, and development areas." --- # 360-Degree Feedback Template Skill This skill produces two outputs depending on what the user needs: (1) a complete 360 survey instrument for gathering feedback, or (2) a structured 360 feedback report written from gathered notes. Both outputs follow best practice: behaviourally anchored ratings, specific examples, and development-oriented framing. ## Required Inputs Ask the user which output they need, then gather inputs: **For a survey instrument:** - **Role being reviewed** (job title and level) - **Competencies to assess** (or use defaults below) - **Reviewer relationships** (peer / direct report / manager / cross-functional) - **Rating scale preference** (1–5 / 1–4 / frequency-based) - **Anonymity level** (fully anonymous / attributed / confidential aggregated) **For a feedback report:** - **Person being reviewed** (role and level) - **Feedback notes or raw themes** from reviewers (paste what you have) - **Reviewer relationships** (how many peers, direct reports, managers responded) - **Any context** — performance cycle, specific behaviours to address, promotion consideration --- ## Output A: 360 Survey Instrument --- # 360 Feedback Survey: [Role / Level] **Purpose:** This survey helps [Name / "the reviewee"] understand how their behaviours and impact are perceived by the people they work with most closely. Responses [are / are not] anonymous. Results will be shared as [individual responses / aggregated themes]. **Instructions:** For each statement, rate how frequently you observe this behaviour. Add specific examples in the open-ended sections — these are the most valuable part of the survey. **Rating scale:** - **5 — Consistently:** Almost always demonstrates this behaviour, even in difficult situations - **4 — Usually:** Demonstrates this behaviour more often than not - **3 — Sometimes:** Demonstrates this behaviour inconsistently - **2 — Rarely:** Seldom demonstrates this behaviour - **1 — Not observed:** Have not had the opportunity to observe this behaviour --- ### Section 1: Delivery & Execution | Statement | Rating (1–5) | |---|---| | Delivers work on time and to the expected quality | | | Proactively flags risks and blockers before they become problems | | | Follows through on commitments without needing to be chased | | | Manages their workload effectively without compromising quality | | | Adapts quickly when priorities or requirements change | | **Open question:** Describe a specific time when [Name] handled a delivery challenge particularly well or poorly. --- ### Section 2: Communication & Collaboration | Statement | Rating (1–5) | |---|---| | Communicates clearly and concisely in both written and verbal formats | | | Listens actively and considers others' input before responding | | | Keeps the right people informed without over-communicating | | | Resolves disagreements constructively and without defensiveness | | | Makes it easy for others to collaborate with them | | **Open question:** Give an example of how [Name] handled a difficult or high-stakes communication. --- ### Section 3: Leadership & Influence | Statement | Rating (1–5) | |---|---| | Sets a clear direction that others can follow | | | Builds confidence and capability in people around them | | | Influences decisions without relying on authority | | | Gives clear, constructive feedback that helps others improve | | | Creates an environment where people feel safe to raise concerns | | **Open question:** Describe a situation where [Name]'s leadership had a notable positive or negative impact on the team. --- ### Section 4: Strategic Thinking | Statement | Rating (1–5) | |---|---| | Understands the broader business context, not just their immediate work | | | Makes connections between their work and organisational goals | | | Thinks ahead and anticipates second-order consequences | | | Brings original ideas or new approaches to problems | | | Balances short-term needs with longer-term thinking | | **Open question:** Give an example of [Name] demonstrating (or missing) strategic thinking. --- ### Section 5: Culture & Values | Statement | Rating (1–5) | |---|---| | Treats everyone with respect, regardless of level or background | | | Is someone people trust and can rely on | | | Gives credit to others and shares the spotlight | | | Takes responsibility for mistakes without placing blame | | | Contributes positively to team morale, especially under pressure | | **Open question:** How does [Name] embody (or not embody) the team's values in practice? --- ### Section 6: Overall & Development **Open questions (all reviewers):** 1. What is [Name]'s single most important strength? Give a specific example. 2. What is the one behaviour or habit that, if changed, would most increase [Name]'s effectiveness? 3. Is there anything else you want [Name] to know? (This response will be shared directly.) --- ## Output B: 360 Feedback Report --- # 360 Feedback Report: [Name] — [Role] **Review cycle:** [Quarter / Year / Promotion cycle] **Responses received:** [X total — X peers, X direct reports, X managers, X cross-functional] **Report prepared by:** [HR / People team / Manager / Coach] **Date:** [Date] > This report synthesises feedback from [X] reviewers. Open-ended responses have been lightly edited for clarity; no individual response is attributed to protect reviewer confidentiality. Direct quotes marked in *italics* appear verbatim. --- ### Executive Summary [3–4 sentences. State the overall picture: what is this person known for, what is working well, and what one or two areas are the consistent development themes. Balanced, honest, and grounded in the data — not a sanitised summary.] **Overall rating:** [X.X / 5.0 — above average / at level / below expectations for level] --- ### Strengths: What to Build On **Theme 1: [Strength — e.g. Reliability and follow-through]** [2–3 sentences synthesising the feedback evidence for this strength. Reference how many reviewers noted it and in what contexts.] *"[Direct quote from reviewer that best illustrates this theme]"* --- **Theme 2: [Strength — e.g. Collaborative problem-solving]** [2–3 sentences synthesising evidence.] *"[Direct quote]"* --- **Theme 3: [Strength — e.g. Clear communication under pressure]** [2–3 sentences synthesising evidence.] *"[Direct quote]"* --- ### Development Areas: What to Work On **Theme 1: [Development area — e.g. Giving timely upward feedback]** [2–3 sentences describing the behaviour pattern observed, what impact it has, and what different looks like. Non-blaming and specific.] *"[Direct quote that captures the theme]"* **Suggested actions:** - [Specific, observable behaviour change — e.g. In the next team meeting where you disagree with a decision, name your concern in the meeting rather than after it] - [Development resource or practice — e.g. Try the "I notice / I wonder / I suggest" framework for giving difficult feedback] --- **Theme 2: [Development area — e.g. Strategic communication to leadership]** [2–3 sentences.] *"[Direct quote]"* **Suggested actions:** - [...] - [...] --- ### Ratings Summary | Competency | Average score | Range | Notable pattern | |---|---|---|---| | Delivery & Execution | [X.X] | [X–X] | [e.g. Consistently high; one outlier] | | Communication & Collaboration | [X.X] | [X–X] | [e.g. Peers score higher than direct reports] | | Leadership & Influence | [X.X] | [X–X] | [...] | | Strategic Thinking | [X.X] | [X–X] | [...] | | Culture & Values | [X.X] | [X–X] | [...] | | **Overall** | **[X.X]** | [X–X] | | **Score variance:** [Is there high agreement or wide spread across reviewers? High variance suggests the behaviour is context-dependent — explore when and with whom.] --- ### Direct Message from Reviewers [Include up to 3 unedited quotes from the "Is there anything else you want [Name] to know?" question. These are shared verbatim as agreed in the survey instructions.] *"[Quote 1]"* *"[Quote 2]"* *"[Quote 3]"* --- ### Recommended Focus for the Next 90 Days [1–2 specific, measurable development commitments. Written to be agreed in the feedback conversation — not prescriptive.] 1. **[Behaviour to change]:** [What does success look like at 90 days? How will we measure it?] 2. **[Skill to build]:** [What specific resource, practice, or support will help? Who will observe progress?] --- ## Quality Checks - [ ] Survey questions are behaviourally anchored — they describe observable actions, not attitudes - [ ] Open-ended questions ask for specific examples — not general impressions - [ ] Report strengths are backed by specific evidence, not generic praise - [ ] Development areas name the behaviour and its impact — not the person's character - [ ] Suggested actions are specific enough that the reviewee knows exactly what to do differently on Monday - [ ] Direct quotes are genuinely direct — not paraphrased into blandness ## Anti-Patterns - [ ] Do not write survey questions that ask about personality traits rather than observable behaviours ("is a good communicator" vs "communicates updates before deadlines") - [ ] Do not write development feedback that names the person's character flaws instead of specific behaviours and their impact - [ ] Do not aggregate ratings without noting high-variance scores — a 2/5 and a 5/5 averaged to 3.5 hides a real signal - [ ] Do not include direct quotes in the report that could identify the reviewer in small teams — paraphrase or omit - [ ] Do not write suggested actions so vague they could apply to anyone ("be more strategic") — every suggestion must name a specific observable behaviour change ## Example Trigger Phrases - "Build a 360 feedback survey for a [role] at senior level" - "Write a 360 feedback report from these notes: [paste notes]" - "Design a 360 review template for engineering managers" - "Help me write constructive 360 feedback for my colleague [Name]" - "Create a peer feedback survey for our upcoming performance cycle"