How has your first week been so far?
T
Employee Onboarding Survey
Evaluator agent · 1.5K uses
Evaluator Agent
360-Degree Feedback Survey Template
360 feedback forms hide the real issues. Capture nuanced performance feedback through dynamic conversations that adjust based on the reviewer's relationship to the employee. Perfect for annual reviews, leadership development, and team dynamics assessment in fast-growing organizations.
Honest feedback
Specific examples
Actionable insights
Used 1,656+ times
What's inside this template
Start from this conversation and adapt it to your team — change any question, add your own logic, and connect the tools you already use.
Questions it always asks
The core fields every response captures.
What is your working relationship with this person?
Rate their collaboration skills and provide one specific example
How it adapts
Follow-ups that change based on what people say.
If leadership rating is below 3, ask for specific examples of communication gaps
If reviewer is a direct report, include questions about delegation and support
Where it routes people
Different paths for different answers.
Route manager feedback to leadership development team if scores are low
Send peer feedback summary to team lead for discussion planning
Automations it can trigger
Actions that fire the moment a response comes in.
Create development plan in BambooHR based on feedback themes
Schedule follow-up meetings in Calendly for low-scoring areas
Send aggregated reports to managers via Slack when complete
SOC 2 Type II and ISO 27001:2022 certified. Responses are encrypted in transit and at rest, and you own your data. View our Trust Center.
How this AI template works
The AI identifies the reviewer's relationship to the employee and customizes questions accordingly. It probes deeper on concerning responses and captures specific examples that make feedback actionable for development planning.
Getting started
- 1
Define competency areas and rating scales for your organization
- 2
Set up reviewer categories (manager, peer, direct report, client)
- 3
Configure routing rules based on reviewer relationships
- 4
Connect to your HRIS for automatic report generation
Template Details
- Agent Type
- Evaluator
- Category
- Employee feedback survey
- Industry
- SaaS / TechProfessional Services
- Business outcome
- Retain employees
- Job to be done
- Listen to employees
- Journey stage
- EngagementFeedback & evaluation
- Replaces
- Survey tools
- Integrations
- Email, Slack, Webhook
- Times Used
- 1,656+
Forms collect fields. Conversations capture context.
Static forms force complex situations into rigid dropdowns. Perspective captures structured data and the reasoning behind it — so your team makes better decisions, faster.
The static form
yoursite.com/intake
Category *
Select...
Details
Describe your situation...
Submit
Result:Category: "Other"|Details: "It's complicated"
No context. No follow-up. No next step.
- Static 360 feedback templates produce numerical ratings without context, leaving managers guessing why someone scored low on 'communication skills.' HR gets charts but no actionable insights about what behaviors need to change or what's working well.
- Fixed survey questions can't adapt when reviewers indicate serious issues like micromanagement or favoritism. You miss the specific incidents and patterns that would help create targeted development plans and address workplace culture problems.
- Traditional 360 degree feedback surveys ask identical questions regardless of role or seniority level. A senior director and entry-level analyst get the same questions about leadership, generating irrelevant feedback that wastes everyone's time.
The AI conversation
"Tell me more about the timeline — when did this start, and is there a deadline your team is working against?"
Extracted & structured automatically
Category
High-priority
Urgency
Deadline: 2 weeks
Sentiment
Frustrated but hopeful
Next step
Route to senior team
Triggered: Slack alert sent| CRM updated
Right team. Full context. Instant action.
- AI conversations automatically probe deeper when reviewers mention communication problems, asking for specific examples and situations. This reveals exactly which behaviors cause friction and provides concrete examples managers can address in coaching conversations.
- Adaptive questioning creates a safe space for honest feedback about difficult topics by responding empathetically to sensitive issues. Reviewers share more detailed insights about leadership gaps or interpersonal conflicts because the conversation feels confidential and supportive.
- Dynamic conversations tailor questions based on the feedback recipient's role and the reviewer's relationship to them. Direct reports get different questions than peers, and questions adapt based on whether someone is an individual contributor or people manager.
What questions should a 360 degree feedback survey include?
Effective 360 feedback questions focus on observable behaviors rather than personality judgments. Include questions about communication clarity, decision-making consistency, collaboration effectiveness, and goal achievement. Ask about specific leadership actions like 'How does this person handle disagreements in meetings?' rather than vague traits. Cover relationship management with different groups - how they interact with direct reports versus senior stakeholders. The best 360 degree feedback templates also include questions about cultural alignment and change adaptability. Always balance strength identification with development area exploration to create comprehensive professional profiles.
FAQ
Frequently Asked Questions
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Replace drop-off, poor qualification, and missing context with AI conversations that capture structured data and real understanding. Set up in minutes.
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