360 feedback form
360-degree feedback gathers input from all directions — managers, peers, and direct reports — to give an employee a full picture of their performance and impact. This form collects one reviewer's perspective per submission; aggregate multiple responses in your analysis.
The form beside this text is live. Fill it in and submit it — it validates exactly as it would for a real respondent, and saves nothing.
Naming the reviewee prevents feedback mix-ups
Each submission identifies who the feedback is about; without this field, you might not know which person review row 12 describes.
Stating the reviewer's relationship adds context to the rating
A manager's "communication 8" may carry different weight than a direct report's "communication 6" — the relationship matters for interpretation.
No card required.
360 Feedback Form
Live previewHow to build this form
7 steps in the editor. Nothing here needs a paid plan.
- Add a required dropdown for the reviewer's relationship to the employee: manager, peer, direct report, self.
- Add a text field for the name of the employee being reviewed.
- Add a required slider for "Communication" (scale 1-10).
- Add a required slider for "Collaboration" (scale 1-10).
- Add a required slider for "Leadership or influence" (scale 1-10).
- Add a required textarea for "What are this person's key strengths?".
- Add a required textarea for "What areas should this person focus on for growth?".
Fields in this form
7 fields, using 4 of the 19 field types available.
| Question | Field type | Required |
|---|---|---|
| What is your relationship to the employee being reviewed? | Dropdown | Yes |
| Employee name (who are you giving feedback about?) | Short text | Yes |
| Communication | Slider | Yes |
| Collaboration | Slider | Yes |
| Leadership or influence | Slider | Yes |
| What are this person's key strengths? | Long text | Yes |
| What areas should this person focus on for growth? | Long text | Yes |
What goes wrong with this form
Specific to a 360 feedback form, not general advice about forms.
Rating too many competencies at once
Stick to 3-5 core competencies. More than that creates survey fatigue and dilutes the feedback quality.
Forgetting to ask for open feedback alongside ratings
A "5" on collaboration means nothing without context. Always pair numeric ratings with text fields for strengths and growth areas.
Assuming the form handles distribution and anonymization
You must manually send the form to reviewers and manage anonymity if needed. This form collects raw submissions only.
Questions about this form
How do I aggregate multiple 360 reviews into a single report?
Export all responses to CSV, then use a spreadsheet to average the numeric ratings and collect the open feedback by theme. This form does not aggregate or anonymize automatically.
Should I anonymize the feedback so reviewers feel safe?
This form does not hide the reviewer's identity unless you strip that data manually after export. If anonymity is critical, brief reviewers beforehand or set up a separate anonymous collection process.
Can I use this for a one-time or ongoing feedback cycle?
Yes to both. You can run a single 360 event or set up recurring feedback cycles; just send the form link each time.