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The four components of 360 performance reviews (selfdirect- , peer- , and manager reviews) work together to provide a holistic perspective on employee performance. But without a structured format, these reviews can’t deliver the constructive feedback that employees need to grow.  \nIf your organization doesn’t have a formal 360 review structure in place, this template is a great starting point for evolving your review process. If you already follow a goal-setting or practice, feel free to incorporate them into this template for more specific feedback. Or, check out our Developmental and Goals review templates for more resources.  \nTo learn how Lattice makes running each of these performance reviews even easier, schedule a product tour.  \nPage 1 of 5  \nSelf-Review  \n1. What 2-3 strengths did you exhibit in the performance period that most helped you be successful? Give examples of how these strengths had a positive impact on the team, department or company.  \n2. What have been your top accomplishments in the performance period? What impact did each have on the team, department or company?  \n3. What challenges, if any, did you encounter during this performance period? How did they impact your performance?  \n4. What goals/objectives do you think you should focus on over the next performance period?  \n5. Which of our values do you feel like you most embody in how you work? Give concrete examples.  \n360 Performance Review Template Page 2 of 5  \nReview of Direct Report (Downward Review)  \n1. What 2-3 strengths did you see this person exhibit in this performance period? Give examples of how these strengths had a positive impact on the team, department or company.  \n2. Describe the expectations that you had for this person over the performance period. To what extent did they meet these expectations?  \n3. Which of our values do you see this person demonstrating most? Give concrete examples.  \n4. What could this person do differently to be more impactful in the future?  \n5. Do you recommend this individual for promotion? If yes, please provide justification for your recommendation. If no, in what key areas can the employee grow to be ready for promotion?  \n Yes  \n No  \n 360 Performance Review Template Page 3 of 5  \nPeer Review  \n1. What 2-3 strengths did you see this person exhibit in the performance period? Give examples of when you saw these strengths demonstrated.  \n2. What impact did this person have on your ability to achieve your goals during the performance periodi? Give concrete examples.  \n They prevented me from achieving my goals  \n They had little impact on my ability to achieve my goals  They sometimes helped me achieve my goals  \n They consistently helped me achieve my goals  \n They went above and beyond in helping me achieve my goals  \n3. What do you think is the most valuable contribution this person has made to the company in the performance period?  \n4. What are 2-3 things this person could have done differently in the performance period to be more effective in working with you?  \n360 Performance Review Template Page 4 of 5  \nReview of Manager (Upward Review)  \n1. What are 2-3 things that this person can start or stop doing in order tobe more effective, or help make you more successful?  \n2. What are 1-3 things that this person should continue doing?  \n3. Which of our values do you see this person demonstrating most? Give concrete examples.  \n360 Performance Review Template Page 5 of 5","cbCaisx9lPHLbr4C","https://ap.wps.com/l/cbCaisx9lPHLbr4C","pdf",143138,"English","# Self-Review\n## Strengths and impact\n## Accomplishments and impact\n## Challenges and impact\n## Future goals/objectives\n## Values alignment\n# Review of Direct Report (Downward Review)\n## Strengths and expectations\n## Values and recommendations\n## Areas for growth","[{\"question\":\"What are the key components of a 360 performance review mentioned in the template?\",\"answer\":\"The template describes four components working together: self-review, peer review, and manager/direct report reviews (including downward and upward perspectives). This combination aims to provide a holistic view of performance.\"},{\"question\":\"What questions does the self-review section ask an employee to answer?\",\"answer\":\"The self-review prompts cover 2–3 strengths and their team impact, top accomplishments and their impact, challenges and how they affected performance, goals/objectives for the next period, and which company values the employee most embodies with concrete examples.\"},{\"question\":\"How does the template guide peer reviewers and managers to provide feedback?\",\"answer\":\"Peer reviewers are prompted to assess strengths, explain their impact on achieving goals, and identify the most valuable contribution and improvements. Managers (upward review) focus on start/stop/continue behaviors to improve effectiveness and align with company values through examples.\"}]","360 Performance Review Template - Review and Feedback | PDF"]