There are four different areas which a 360 degree feedback questionnaire measures. Take a look through each section before taking part in a 360 degree appraisal for management and leadership.

What is Being Measured by a 360 Degree Feedback Questionnaire?

Leadership and Management Competencies

There are 11 management and leadership competencies measured by 360 degree feedback questionnaires. These are grouped into three core competency areas: managing self, managing others and managing the business.

In each area they’re looking for an optimum employee who embodies certain characteristics. These are as listed below.

Read What is Being Measured by a 360 Degree Appraisal System? for professionals and graduates.

Managing Self

These competencies relate to how the person drives their own performance. Moreover, how they take accountability for their own behaviour and handle pressure as well as their thirst for development.

Having a Thirst for Development

An individual with a thirst for development: invests time to identify the development needs for themselves and others. They also explore different ways of developing all aspects of their performance.

They are comfortable giving and receiving feedback. Whilst they can quickly learn and move on from their mistakes.

Handling Pressure

People who handle pressure: remain calm and in control. When under pressure, they stay focused on delivering results.

They stand their ground when challenged, whilst maintaining a positive outlook when faced with setbacks.

Thriving in a Performance Environment

Individuals who consistently set high standards and drive performance. They monitor progress, proactively overcoming barriers to success and quickly addressing underperformance.

Being Dependable and Taking Accountability

These employees take personal accountability for achieving goals and see things through to completion. They deliver what they commit to and can be trusted to maintain standards and quality.

Check out Introducing 360 Degree Feedback Questionnaires in Your Organisation.

Managing Relations with Others

These competencies focus on how you interact with, build relationships with and lead others.

Relating to Others

People who adapt their style to interact effectively with a diverse range of people. Treats people fairly, showing interest in and respect for their ideas and opinions. Demonstrates concern for the needs of others.

Building Positive Working Alliances

Those who proactively build a wide network of internal and external stakeholders. They encourage cooperation between different groups, whilst being comfortable expressing disagreement and handling conflict. Therefore, ensuring the needs of key stakeholders are delivered.

Leading the Way for Others

Individuals who create a clear and compelling vision of the future. They devolve accountability for its delivery to the right level whilst offering the necessary level of support.

They drive performance through regular, honest feedback and by building a climate of trust and openness.

Read: Recruitment Strategies and Employee Retention are a Mixed Bag for the NSPCC.

Managing the Business

These competencies focus on decision making and execution. It measures understanding of the wider business context and leading in change.

Making Sound Business Judgements

Those that make sound decisions and commit to action based on the evaluation of complex information. This includes the consideration of alternative scenarios.

They also quickly cut through detail to identify the real issues. Whilst developing contingencies to deal with unexpected issues as they arise.

Effectively Executing the Task

People who translate strategic goals into clear objectives and plans. They must be able to focus on key priorities and ensure these are clear to others.

They deliver high quality outcomes on time and budget. They do this by regularly reviewing progress and ensuring appropriate risk controls are in place.

Understanding the Commercial Context

Individuals who stay informed of trends and changes in the wider market place in which they operate. They identify new business opportunities and take action to realise commercial opportunities. They must also consider the longer term implications of their decisions.

Embraces Change and Ambiguity

Those who challenge the status quo by producing new ideas and approaches to improve performance. They’re open to new ways of doing things and modifies their approach to meet changing demands.

They must also be comfortable working without clear guidelines and rules, taking initiative rather than waiting for direction.

Find out about great{with}talent’s Exit Process Cost Calculator.

Performance Profile

In addition to the management and leadership competencies, your 360 feedback appraisal contains a performance profile. This profile focuses on four key areas that drive organisational performance: clarity, confidence, enablement and impact.

The feedback in these areas has been designed to help you understand the type of performance environment you are creating and how. There’s a greater emphasis on different aspects of your own behaviour, you can potentially improve performance.


This ensures people have clarity about the future direction and vision of the organisation. Furthermore, about where they sit within the organisation’s structure and their role and responsibilities within it.

It measures whether they help others to easily identify performance priorities and focus accordingly.


Individuals who build people’s confidence in the strategic direction of the organisation. They create a positive image of the leadership capability within the organisation.

They help individuals feel positive about their own contribution and future in the organisation.


They create a high performance environment that provides people with the necessary support, resources and skills to deliver their goals. Whilst building cooperation between others and devolving accountability to the right level.


Whether their decisions and actions have had a direct, positive impact on the organisation. Moreover, its people and its customers/clients over the last 12 months.

Contact great{with}talent and try their free 360 degree feedback questionnaire called FindingPotential.

(Main image from PI Manpower)