360-degree feedback examples show raters how to write comments that people can actually use. 360-degree feedback, also called multi-rater feedback, collects input about one employee from peers, direct reports, a manager, and the employee’s own self-review. Each person who submits feedback is a rater.<\/p>\n\n\n\n
Vague comments waste the effort. Specific comments change behavior, and they give the recipient a clear place to start. In this blog, we’ll cover sample comments by rater and skill, survey questions, real company cases, and the mistakes that weaken results.<\/p>\n\n\n\n\n\n
A good 360-degree feedback example names a specific situation, describes what the person did, explains the effect, and suggests one next step. That four-part pattern turns an opinion into something the recipient can act on.<\/p>\n\n\n\n
The pattern works for praise and for criticism. It also keeps comments focused on behavior instead of personality. People can change a habit more easily than they can change who they are.<\/p>\n\n\n\n
Here is one example that follows the pattern:<\/p>\n\n\n\n
“In the Q3 launch review, you shared updates before every meeting. That kept sales and support aligned. Next time, invite the newer team members to weigh in before you close the discussion.”<\/p>\n\n\n\n
Our guide to 360-degree feedback<\/a> explains the full method and process behind comments like this one.<\/p>\n\n\n\n Vague comments are the most common failure in a 360 review. The table below rewrites five typical weak comments into versions the recipient can use.<\/p>\n\n\n\nWeak versus strong 360 feedback comments<\/strong><\/h2>\n\n\n\n