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

What is Being Measured by a 360 Degree Appraisal System?

Professional and Graduate Competencies

There are 16 professional and graduate competencies measured by 360 degree feedback questionnaires. These are grouped into three core competency areas: relationship management, execution focus and personal effectiveness.

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 Feedback Questionnaire? for management and leadership competencies.

Relationship Management

These competencies relate to the extent the individual is likely to take responsibility for their own actions, build effective networks and customer relationships. Furthermore, how they collaborate with others as well as looking to influence and persuade others.

Personal Leadership

A participant who takes responsibility for their own actions. They also proactively take on additional responsibilities and drive their own performance.

They live their own values. Whilst actively acknowledging and seeking feedback from others.

Effective Networking

Respondents who interact well with a wide range of people. Meanwhile they build an effective network across the business.

Those who use their network to stimulate ideas and to help drive collective performance. They’re comfortable representing their own views whilst respecting others opinions.

Collaborative Working

Individuals who look to understand others’ perspectives and objectives. Those who respect different styles and approaches, whilst adapting their own style to enable them to work effectively with others.

Customer Focus

Participants who build effective customer relationships to ensure their needs and expectations are understood. They understand the importance of the customer to the business, seeking regular feedback whilst being prepared to say no when needed.

Influencing and Persuading

The ability to present simple, impactful messages in a compelling manner. Those who change their emphasis and approach to address resistance.

They focus on the value their ideas will bring different stakeholders. At the same time, confidently negotiating effective outcomes.

Read: Leadership Development and Self-leadership.

Execution Focus

The extent to which an individual likes to analyse information and focus on the technical aspects of their work. Moreover, how likely they are to consider the bigger picture or come up with creative ideas.

It also reflects their preferences for structuring and planning their work and their approach to making decisions.

Analytical Skills

How the participant breaks a problem down to its core elements. Those who draw on different data sources to inform their thinking.

They use this approach to identify the most pertinent issues within this. Whilst incorporating the emotive elements of a situation into their thinking, before making sound inferences based on the available information.

Technical Capability

Those with the necessary knowledge, skills and proficiency to conduct their role. They demonstrate mastery in their area of technical capability.

Furthermore, the ability to stay up-to-date with advances in their field and commitment to their continuous development.

Strategic Perspective

An individual who understands the wider context in which they operate. Including, being quick to spot new opportunities.

Those with a clear view of the future needs for their part of the organisation. This involves the ability to balance immediate needs with longer-term requirements.

They must also consider issues from an organisational as well as local perspective.


Participants must show a willingness to challenge existing mindsets and ways of operating. They explore alternative ways to address a problem.

Additionally, they generate a range of options and ideas, whilst building.

Organisational Skills

Those who establish clear priorities and build plans to ensure delivery on time. They work in a systematic manner and manage resources efficiently.

They must quickly adapt plans as circumstances require. Furthermore, they see things through to completion.

Decision Making

Those who ensure they understand the critical success factors before making a decision. This includes assessing a range of possible options.

Individuals who step back and seek alternative perspectives when faced with unfamiliar scenarios. They’re willing to make decisions without access to all the information. Though they consider the implications of their decisions beyond the immediate issue.

Read: Introducing 360 Degree Feedback Questionnaires in Your Organisation.

Personal Effectiveness

How an individual tends to operate when faced with change, under pressure and in relation to their own development.

It also reflects how goal-driven an individual sees themselves. Alongside the emphasis they are likely to place on doing what has been committed to and investing in their own development.

Operating in Change

A participant who sees change as a normal part of their working life. They readily take on changing priorities and adapt their way of operating to meet changing demands.

They are able to operate within ambiguity, without clear guidelines or parameters.


An individual who remains calm and maintains a positive attitude when faced with difficult circumstances. They thrive under pressure, remain focused despite distractions. In addition, they quickly recover from setbacks.


A conscientious and thorough individual, in their approach to work. They deliver what they promise to the necessary standard.

Those who behave in line with the organisation’s values and ethical principles.

Drive for Results

Those who strive for outstanding results. They set themselves high standards and are driven by targets.

Furthermore, they pursue goals with energy, actively seeking opportunities to improve.

Personal Development

Those who take responsibility for their own development. Who set clear goals in the process.

Likewise they seek out new development opportunities, learning from their successes and failures. They also proactively ask others for their feedback.

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

(Main image from Head in the Game)