Real-world examples of examples of constructive criticism in 360-degree feedback

Strong examples of constructive criticism in 360-degree feedback for communication

Let’s start with one of the most common areas in 360 reviews: communication. People often want examples of examples of constructive criticism in 360-degree feedback that are honest without sounding like a personal attack. The key is to describe specific behaviors and impact.

Here’s an example of feedback that is vague and unhelpful:

“You’re not a good communicator.”

Now here’s a stronger version you can actually use:

“In cross-functional meetings, you sometimes present updates with a lot of technical detail but without a clear takeaway. For example, in the March product sync, several team members left unsure about next steps. It would help if you could summarize key decisions and action items at the end of your updates so everyone walks away aligned.”

Why this works:

• It points to a specific situation.
• It focuses on behavior, not personality.
• It offers a clear suggestion for improvement.

Another example of constructive criticism in 360-degree feedback for written communication:

“Your emails are very thorough, which is helpful, but they can be long and hard to scan. For instance, the launch checklist email on April 10 ran several screens, and a few tasks were missed. Using bullet points, headings, and a short summary at the top could make your messages easier for busy colleagues to act on.”

Again, you’re not saying “You’re bad at email.” You’re saying, “Here’s how to make your strong effort even more effective.” Research on feedback from organizations like the Center for Creative Leadership emphasizes this kind of behavior-focused, future-oriented phrasing as more likely to lead to change.

For more on effective workplace communication, the Harvard Division of Continuing Education offers helpful guidance on feedback and communication styles: https://professional.dce.harvard.edu/blog/giving-effective-feedback-at-work/

Leadership and management: best examples of constructive criticism in 360-degree feedback

Managers and team leads are frequent subjects of 360 reviews, and people often search for best examples of constructive criticism in 360-degree feedback for leadership behaviors. Here are some real-world style examples you can adapt.

Example for delegation and trust:

“You take on a lot of work yourself to make sure it’s done well, which shows your commitment. At times, though, this limits the team’s growth and slows decision-making. For example, the Q2 reporting project was delayed while people waited for your review. It would help if you could delegate more decision-making authority and set clear guidelines so the team can move forward without always needing your sign-off.”

Example for giving feedback to their own team:

“You consistently recognize big wins, which the team appreciates. I’ve noticed, however, that you sometimes avoid giving constructive feedback on smaller issues. For example, when the client presentation had several formatting errors, they weren’t addressed until the client pointed them out. Building in regular, low-stakes feedback conversations could help the team improve before issues reach the client.”

Example for strategic thinking in a 360-degree review:

“You’re very strong in day-to-day execution and ensuring tasks get done. At times, though, you focus so much on immediate deliverables that longer-term strategy doesn’t get as much attention. In our Q3 planning, for instance, we spent most of the time reviewing current tasks and less on where we want to be in 12–18 months. Setting aside time in meetings specifically for strategic discussion could help balance execution with long-term direction.”

These examples of examples of constructive criticism in 360-degree feedback show a pattern: acknowledge strengths, then point out the gap, and suggest a practical next step.

Collaboration and teamwork: real examples of constructive criticism in 360-degree feedback

Teamwork is another area where people want real examples of constructive criticism in 360-degree feedback that don’t feel like gossip. The trick is to speak to observable behavior, not assumptions about motives.

Example for collaboration and listening:

“You bring strong ideas to group discussions, and your passion is clear. In some meetings, though, you tend to speak for most of the time, which can make it harder for quieter teammates to contribute. For example, during the April design review, you responded quickly to each suggestion before others had a chance to weigh in. Pausing to ask for others’ perspectives and leaving a bit of silence after you speak could help draw out more diverse input.”

Example for reliability within a team:

“You’re highly engaged in brainstorming and planning, which moves projects forward. I’ve noticed, though, that some deadlines slip without advance notice. For instance, the social media copy for the May campaign was delivered two days late, which compressed the review timeline. A quick heads-up when timelines are at risk would help the team adjust and reduce last-minute stress.”

Example for cross-functional collaboration:

“You’re very knowledgeable in your area, and other teams rely on you as an expert. At times, though, your feedback to other functions can come across as dismissive. In the March marketing–engineering sync, comments like ‘That won’t work’ were given without much explanation. Offering more context—such as technical constraints or alternative options—could make cross-team collaboration smoother and build more trust.”

These are the kinds of examples of examples of constructive criticism in 360-degree feedback that help people see exactly what to change without feeling attacked.

Time management and prioritization: examples include practical, behavior-based feedback

Time management shows up in almost every 360 cycle, but it’s easy to sound judgmental if you’re not careful. Here are examples of constructive criticism in 360-degree feedback that stay grounded and fair.

Example for meeting deadlines:

“You consistently take on challenging tasks, which the team values. However, your workload sometimes becomes unmanageable, and deadlines slip. For example, the analytics report due on June 5 was submitted on June 9, which delayed decision-making for the campaign. Discussing priorities earlier and flagging capacity constraints sooner could help you protect your time and meet deadlines more reliably.”

Example for prioritization and focus:

“You’re eager to support others and often say yes to new requests. The downside is that your own high-priority work sometimes gets pushed back. During the last sprint, several ad-hoc tasks were completed, but core backlog items remained unfinished. Setting clearer boundaries and confirming priorities with your manager might help you focus on the work with the biggest impact.”

Notice how these best examples of constructive criticism in 360-degree feedback avoid labeling someone as “disorganized” and instead highlight patterns and offer realistic next steps.

For general guidance on performance and goal-setting, the U.S. Office of Personnel Management provides useful resources on effective performance management practices: https://www.opm.gov/policy-data-oversight/performance-management/

Remote and hybrid work: newer examples of constructive criticism in 360-degree feedback (2024–2025)

With so many teams working remotely or in hybrid setups, newer examples of examples of constructive criticism in 360-degree feedback often touch on virtual collaboration and presence.

Example for responsiveness in remote settings:

“You produce high-quality work, and your deliverables are consistently strong. In a remote environment, though, it can sometimes be hard to reach you during core hours. For instance, several Slack messages about the client escalation on May 3 went unanswered for over three hours, and the team wasn’t sure of your status. Setting a status message, sharing your typical availability, and responding with a brief acknowledgment—even if you need more time to answer—would help the team coordinate more smoothly.”

Example for video meeting engagement:

“Your written contributions in project channels are thoughtful and detailed. In video meetings, however, you often keep your camera off and rarely speak up, which can make it harder to build rapport with new team members. During the Q2 kickoff, newer colleagues didn’t get a chance to hear your perspective. Turning on your camera more often and sharing your thoughts verbally at least once or twice per meeting could help strengthen your presence and influence.”

Example for documentation in distributed teams:

“You’re very responsive to direct questions, and people know they can count on you for answers. At the same time, much of your knowledge lives in one-on-one conversations or DMs. This makes it harder for teammates in other time zones to access information. Documenting decisions in shared spaces (like project pages or team channels) after major discussions would help the whole distributed team stay aligned.”

These newer examples of constructive criticism in 360-degree feedback reflect how expectations have shifted with remote work. Feedback now often includes norms around availability, documentation, and virtual presence.

For broader context on workplace trends and skills in 2024–2025, the World Economic Forum and similar organizations highlight adaptability and digital collaboration as key capabilities for modern workers: https://www.weforum.org/agenda/archive/future-of-work/

How to write your own examples of constructive criticism in 360-degree feedback

Instead of memorizing scripts, it helps to have a simple formula you can apply to any situation. Many of the examples of examples of constructive criticism in 360-degree feedback above follow a similar pattern:

1. Start with a strength or positive intent.

   • “You’re very committed to quality…”
   • “You bring strong ideas to discussions…”

2. Describe a specific behavior and context.

   • “In the March product sync…”
   • “During the Q3 planning session…”

3. Explain the impact.

   • “…several team members left unsure about next steps.”
   • “…this compressed the review timeline and added stress.”

4. Offer a concrete suggestion for the future.

   • “Summarizing key decisions at the end of your updates would help.”
   • “Flagging capacity constraints earlier could help you protect your time.”

If you can hit those four elements, you’ll naturally create stronger examples of constructive criticism in 360-degree feedback that feel fair and actionable.

Research from organizations like the American Psychological Association suggests that feedback is more effective when it’s timely, specific, and focused on behaviors rather than traits. You can read more about performance feedback and motivation here: https://www.apa.org/monitor/2019/04/cover-feedback

FAQ: Common questions about giving constructive criticism in 360-degree feedback

Q1: What are some good examples of constructive criticism in 360-degree feedback for a high performer?
For high performers, keep the bar high but the tone respectful. For example:

“You consistently deliver strong results and are a go-to person for complex work. One area for growth is sharing your expertise more proactively. For instance, junior team members often come to you one-on-one with similar questions. Hosting occasional knowledge-sharing sessions or documenting best practices could help scale your impact across the team.”

You’re not criticizing their results—you’re nudging them toward broader influence.

Q2: How specific should an example of constructive criticism in 360 feedback be?
Specific enough that the person can picture the moment you’re talking about. Mention a meeting, project, or time frame, and describe what happened and what changed (or didn’t). If the person could reasonably say, “I have no idea what you’re referring to,” it’s probably too vague.

Q3: How many examples of constructive criticism should I give in one 360 review?
Quality beats quantity. One to three well-chosen, concrete examples are usually more helpful than a long list. Focus on patterns that, if improved, would make the biggest difference to the person’s effectiveness.

Q4: How do I keep constructive criticism from sounding personal or harsh?
Stick to behaviors, not labels. Compare:

• “You’re disorganized.” (personal, judgmental)
• “Project timelines and task owners were not clearly documented in the April launch plan, which led to confusion about responsibilities.” (behavior-based, specific)

Also, pair your examples of constructive criticism with recognition of what the person does well. People are more open to feedback when they feel seen for their strengths.

Q5: Can I use these best examples of constructive criticism in 360-degree feedback as templates?
Yes, as long as you adapt them to the real behavior and context. Think of these as starting points. Swap in your own project names, time frames, and observed behaviors so your feedback is accurate and authentic.

If you keep coming back to the simple pattern—strength, specific behavior, impact, and suggestion—you’ll be able to create your own strong examples of constructive criticism in 360-degree feedback for any role, level, or work environment.