The best examples of 360-degree feedback examples for career growth in 2025

Real examples of 360-degree feedback examples for career growth

Let’s start where most people want to start: what does good 360 feedback actually look like in practice? Not theory, not HR-speak — real, concrete comments you might see in a report.

Below are realistic examples of 360-degree feedback examples for career growth across different roles. Notice how the best examples are:

• Specific about behavior, not personality
• Tied to impact on people, projects, or results
• Written in plain language you can act on

Example of 360-degree feedback for an emerging leader

Imagine Jordan, a high-performing individual contributor in a product team who’s being considered for a manager role.

Strength feedback (from peers):
“Jordan is the person we go to when a launch is at risk. In the last three releases, they organized cross-team check-ins and made sure engineering, design, and marketing were aligned. This kept us from missing deadlines and reduced last-minute fire drills.”

Development feedback (from manager):
“Jordan tends to make decisions quickly and then communicate them as final. For a leadership role, I’d like to see more space for input from quieter team members, especially during planning meetings.”

Development feedback (from direct reports in a pilot leadership assignment):
“When Jordan is stressed, they sometimes dismiss ideas with, ‘We don’t have time for that.’ It makes it harder to speak up, especially for newer team members.”

Career-growth takeaway:
These examples of 360-degree feedback examples for career growth point to a clear path: Jordan is already strong at coordination and execution — great for leadership — but needs to build inclusive decision-making habits. That becomes a concrete development goal: practice asking for at least two alternative ideas before finalizing a decision in major meetings.

Example of 360-degree feedback for a senior manager aiming for director

Now meet Priya, a senior manager in operations who wants to move into a director role.

Strength feedback (from peers in other departments):
“Priya is excellent at translating technical constraints into plain language for the business side. During the Q3 capacity crunch, her explanations helped sales and finance reset expectations with clients without damaging relationships.”

Development feedback (from executive leader):
“Priya is deeply reliable in her area, but she tends to focus on current-quarter metrics. For a director role, I’d like to see more proactive thinking about long-term capacity and how operations can support the company’s three-year strategy.”

Development feedback (from her own team):
“We trust Priya to fix problems, but we’re not always sure why certain priorities change. Sometimes we hear about new goals in passing rather than in a clear team update.”

Career-growth takeaway:
Here, the best examples of 360-degree feedback connect directly to the director-level skill set: strategic thinking and broader communication. Priya can build a development plan that includes quarterly strategy sessions with her VP and a commitment to monthly team briefings that explain the “why” behind changes.

Example of 360-degree feedback for a remote employee

Remote work is now a standard reality, and 360s have adjusted. For many professionals, the most helpful examples include comments about visibility, communication style, and collaboration across time zones.

Consider Malik, a fully remote software engineer.

Strength feedback (from peers):
“Malik documents his code thoroughly and leaves clear comments in pull requests. This makes it easier for others in different time zones to understand his work without needing live calls.”

Development feedback (from manager):
“Malik often turns in high-quality work, but he rarely speaks up in cross-functional Zoom meetings. Stakeholders don’t always see how much he contributes behind the scenes.”

Development feedback (from a product manager):
“When requirements are unclear, Malik tends to go quiet and then deliver something that’s technically strong but not aligned with what we needed. I’d like to see more clarification questions early on.”

Career-growth takeaway:
These examples of 360-degree feedback examples for career growth highlight two clear opportunities: increase visibility in group settings and improve early-stage communication. Malik might set a goal to ask at least one clarifying question in planning calls and to summarize progress in a short weekly update to stakeholders.

Example of 360-degree feedback for a people manager on psychological safety

Psychological safety — people feeling safe to speak up, admit mistakes, and share ideas — has become a major theme in 2024–2025 leadership development. Research from organizations like Harvard Business School has linked psychological safety to better learning, innovation, and performance.

Let’s look at Taylor, a customer support manager.

Strength feedback (from team members):
“When tickets spike, Taylor jumps in alongside us. They never blame individuals for metrics; instead, they ask, ‘What got in our way and how can I help remove it?’ That makes it easier to be honest about issues.”

Development feedback (from team members):
“Taylor is approachable one-on-one, but in group meetings they sometimes shut down ideas quickly with ‘We’ve tried that before.’ It can feel risky to suggest new approaches in front of others.”

Development feedback (from peer manager):
“Taylor’s team is loyal, but I don’t always see them sharing ideas in cross-team forums. I wonder if they feel as safe outside their immediate group.”

Career-growth takeaway:
Here, the 360-degree feedback examples for career growth are pointing to a nuanced shift: Taylor is strong on support and fairness, but can boost psychological safety by exploring ideas more openly in group settings and encouraging their team to share in broader forums.

Example of 360-degree feedback for a high-potential early-career professional

For early-career employees, the best examples often focus on foundational skills: communication, reliability, learning agility, and collaboration.

Meet Ana, a marketing coordinator in her second year.

Strength feedback (from peers):
“Ana is the first to volunteer for new projects and consistently meets her deadlines. She’s great at turning vague ideas into concrete to-do lists.”

Development feedback (from manager):
“When projects change direction, Ana sometimes sticks to the original plan without checking whether priorities have shifted. I’d like her to push back or ask for clarification when things feel misaligned.”

Development feedback (from a senior stakeholder):
“Ana’s written work is strong, but in meetings she tends to stay quiet even when she has good data. I’d like to see her present her findings more confidently.”

Career-growth takeaway:
These examples of 360-degree feedback examples for career growth give Ana a roadmap: build adaptability and voice. She might work with her manager on a stretch goal to present campaign results at the next department meeting and schedule quick check-ins when project goals change.

Example of 360-degree feedback for cross-cultural collaboration

In global teams, cultural awareness and communication style matter. Many organizations now include cross-cultural collaboration as a competency in 360 tools.

Consider Luis, a project manager who works with teams in the U.S., India, and Europe.

Strength feedback (from U.S. peers):
“Luis is great at keeping everyone on schedule and following up on action items. His written updates are clear and structured.”

Development feedback (from colleagues in another region):
“Luis sometimes schedules important meetings at times that are difficult for our time zone. When we raise this, he adjusts, but it would help if he considered time zone fairness from the start.”

Development feedback (from a senior leader):
“Luis is strong on task management but could grow his cultural awareness. I’d like to see him ask more questions about how different regions prefer to communicate and make decisions.”

Career-growth takeaway:
Here, 360-degree feedback examples for career growth highlight a very modern leadership skill: designing ways of working that respect different time zones and cultural norms. Luis might pursue training on inclusive global collaboration and work with his teams to co-create meeting norms.

Example of 360-degree feedback for an executive focusing on stakeholder management

Executives increasingly use 360 tools to gather input not just from direct reports, but from boards, key clients, and external partners.

Let’s look at Simone, a VP of Product.

Strength feedback (from direct reports):
“Simone gives us clear strategic direction and protects us from sudden changes in priorities. She’s transparent about trade-offs and explains why certain bets are more important.”

Development feedback (from peer in Sales):
“Simone is great in one-on-one discussions, but in large client meetings she can be overly technical. Sometimes we lose non-technical buyers when she dives too deep into architecture.”

Development feedback (from CEO):
“I’d like Simone to spend more time building relationships with key customers and industry partners. She’s strong on internal strategy; the next step is becoming a visible external voice for the company.”

Career-growth takeaway:
These examples of 360-degree feedback examples for career growth push Simone toward an executive-level shift: from internal operator to external ambassador. That might turn into a goal of speaking at two industry events this year and co-leading key client briefings with Sales.

How to turn 360-degree feedback examples into a career-growth plan

Seeing examples is helpful, but the real magic happens when you translate them into action. Many professionals get a thick 360 report, skim it once, and then bury it in a drawer. Instead, use a simple, structured approach.

Step 1: Look for patterns, not outliers

When reviewing your 360, pay attention to recurring themes across rater groups. If one person says you interrupt, that’s a data point. If your manager, two peers, and a direct report all say it, that’s a pattern.

Ask yourself:

• What strengths show up across most rater groups?
• Where do different groups disagree about my strengths or gaps?
• How do these themes connect to the next role I want?

This is where the best examples of 360-degree feedback examples for career growth stand out: they’re not random. They point to a few consistent behaviors that matter for your future.

Step 2: Translate feedback into behavior-based goals

Vague goals like “communicate better” don’t change much. Use your 360 examples to write goals that are specific and observable.

Instead of: “Be more strategic.”
Try: “Once a quarter, present a one-page summary of long-term risks and opportunities for my area to my manager, including at least two proposals for change.”

Instead of: “Speak up more.”
Try: “In every cross-functional meeting, contribute at least one question or insight, and share a brief written summary afterward when appropriate.”

If you’re unsure how to frame goals, many organizations align 360 feedback to competency models or leadership frameworks. You can ask HR or your manager for guidance or look at public resources like leadership frameworks from Harvard Business Publishing or Society for Human Resource Management (SHRM).

Step 3: Share your takeaways with at least one person

Career growth accelerates when you don’t treat your 360 as a secret document. Share a short summary with your manager, mentor, or coach:

• Two or three strengths you want to keep using
• Two or three development areas you want to work on
• One or two specific goals for the next 3–6 months

This does two things:

• It shows maturity and accountability.
• It invites support, resources, and ongoing feedback.

Research on performance and learning (for example, from NIH–funded studies on behavior change and feedback) consistently suggests that social support and follow-up increase the likelihood of real change.

Step 4: Ask for “micro 360s” throughout the year

A big 360 process every two or three years is helpful, but growth happens in the in-between. Many 2024–2025 feedback trends point toward continuous feedback: short, informal check-ins rather than rare, formal reviews.

Use your earlier 360-degree feedback examples for career growth as a baseline and ask targeted questions like:

• “You mentioned in my 360 that I sometimes rush decisions. In the last month, have you noticed any change?”
• “I’m working on being more visible in meetings. Can you let me know after the next cross-team session how I did?”

These “micro 360s” keep your development alive instead of letting it fade after the initial report.

2024–2025 trends shaping 360-degree feedback

The way organizations use 360 feedback is evolving. A few notable trends are shaping how examples of 360-degree feedback examples for career growth are collected and used:

Focus on well-being and burnout

In recent years, more organizations have started including items related to workload, boundaries, and well-being in 360 tools, especially for managers. Comments might mention whether a leader respects time off, models healthy boundaries, or overloads their team.

This aligns with growing awareness of burnout and mental health, reflected in resources from organizations like the CDC on workplace health promotion.

Inclusion, equity, and bias awareness

Modern 360s often include behaviors related to inclusion: who gets heard in meetings, who gets stretch assignments, and how leaders respond to concerns about bias or fairness.

Examples might include:

• “She consistently asks for input from quieter team members.”
• “He tends to rely on the same two people for high-visibility projects.”

These examples of 360-degree feedback examples for career growth are not just about individual performance; they’re about how someone contributes to a fair, inclusive culture.

AI-assisted analysis (with a human in the loop)

Many 360 platforms now use AI to group comments into themes or spot sentiment patterns. The best practice in 2025: use AI to organize data, but keep humans in charge of interpretation and action planning.

That means you might see your 360 summarized into themes like “Communication,” “Decision-making,” and “Collaboration,” with representative comments under each. This can make it easier to see how different examples fit together into a story about your career growth.

FAQ: examples of 360-degree feedback and how to use them

Q1: What is a good example of 360-degree feedback for communication?
A good example is specific and behavior-based, such as: “In project meetings, you summarize decisions clearly and check that everyone understands next steps, which reduces confusion after the call.” On the development side: “When you disagree, your tone can come across as dismissive. Pausing to acknowledge others’ ideas before sharing your view would help.” These kinds of examples of 360-degree feedback examples for career growth point to concrete behaviors you can practice.

Q2: How many examples of feedback should I focus on from my 360?
You’ll likely receive many comments, but trying to fix everything at once rarely works. Pick two or three key themes — ideally those that show up across multiple rater groups and connect directly to your next career step. Then choose a few specific examples that illustrate those themes and use them to design your development goals.

Q3: Are anonymous 360-degree feedback examples more honest?
Often, yes. Anonymity can encourage more candid input, especially from peers or direct reports who might hesitate to share critical feedback directly. However, anonymous feedback can also feel blunt or lack context. That’s why it helps to review your 360 with a manager, coach, or HR partner who can help you interpret patterns and translate comments into actions.

Q4: Can I ask my manager for real examples of behaviors mentioned in my 360?
Absolutely — and you should. If your report says you “need to be more strategic” or “could collaborate better,” ask your manager: “Can you share a recent example of when this showed up?” Specific situations make it much easier to understand what to change. Over time, you can collect your own set of real examples of 360-degree feedback examples for career growth and use them as a reference.

Q5: How often should I repeat a 360-degree feedback process?
Many organizations run formal 360s every 12–24 months for leaders and high-potential employees. That’s usually enough time to work on development goals and see change. In between, you can run informal “mini 360s” by asking a few trusted colleagues for targeted feedback based on the earlier examples.

If you remember only one thing, let it be this: 360s are not performance verdicts; they’re career design tools. The real value comes from how you use the specific, behavior-based examples to shape what you do next — in your next meeting, your next project, and ultimately, your next role.