Best examples of employee engagement feedback in 360-degree reviews

Strong examples of employee engagement feedback in 360-degree reviews

When people search for examples of employee engagement feedback in 360-degree reviews, what they really want is: “What do I actually write in the comment box?” So let’s start with concrete phrases you can copy and adapt.

Below are short, realistic snippets you might see from managers, peers, and direct reports. They’re grouped by engagement theme: initiative, participation, ownership, and connection to the team.

Example of positive engagement feedback: initiative and ownership

“Jordan consistently takes ownership of both wins and setbacks. When our Q2 launch was delayed, Jordan volunteered to coordinate across marketing and product to reset timelines and keep everyone informed. Their attitude stayed solution-focused, which helped the team stay engaged instead of discouraged.”

Why this works: It names a specific situation, describes behavior, and connects it to team engagement. This is one of the best examples of employee engagement feedback in 360-degree reviews because it’s concrete, not fluffy.

Example of constructive engagement feedback: low participation

“During weekly standups, Taylor often keeps their camera off and rarely speaks unless called on. When they do contribute, their ideas are thoughtful, but the low visible participation can make it harder for others to read their level of engagement. Encouraging Taylor to share at least one update or idea in each meeting could help the team see more of the value they bring.”

This kind of comment is honest without being a character attack. It focuses on observable behavior and a clear suggestion.

Example of balanced engagement feedback: strong values, uneven follow-through

“Maria is deeply committed to our mission and often reminds the team why our work matters for customers. That said, during busy periods she sometimes pulls back from cross-functional projects and is less responsive on shared tasks. Finding ways to stay engaged on joint work, even when her own deadlines are heavy, would increase her impact across the organization.”

Here, the feedback acknowledges high engagement with the mission but points out a gap in day-to-day collaboration.

Example of peer feedback: supporting team morale

“When our department went through reorganization, Chris checked in with teammates individually and created space to talk through worries and questions. This informal support helped maintain trust and morale. Their engagement shows up not just in hitting goals, but in how they care for the team during change.”

This is a good example of employee engagement feedback in 360-degree reviews that highlights emotional and relational engagement, not just task performance.

Example of upward feedback: manager engagement

“I appreciate that Priya regularly shares context from leadership meetings and explains how our projects connect to the company’s strategy. This transparency helps me feel more engaged in my work. It would be helpful if she also invited more input when priorities shift, so the team feels more involved in decisions that affect our workload.”

Upward feedback like this is especially valuable in 360s because it points managers toward behaviors that increase engagement on their teams.

Example of engagement feedback for a remote/hybrid environment

“Since moving to hybrid work, Alex has done a strong job staying visible and engaged. They consistently update project channels, respond quickly to Slack messages during core hours, and suggest agenda items for our virtual meetings. One opportunity is to initiate more informal check-ins with newer team members who may not feel as connected.”

This reflects 2024–2025 realities: distributed teams, digital communication, and the need to be intentional about connection.

Example of engagement feedback around burnout and boundaries

“Sam is highly engaged and often volunteers for extra work, especially when deadlines are tight. While this is appreciated, there have been a few times when Sam appeared exhausted and less patient with colleagues. Encouraging Sam to set clearer boundaries and share workload concerns earlier would support both their well-being and sustainable engagement over time.”

Modern engagement feedback needs to recognize that overextension can be as risky as disengagement. Research from organizations like the NIH highlights how chronic overwork can reduce performance and health.

Key themes in examples of employee engagement feedback in 360-degree reviews

Once you’ve seen a few real examples of employee engagement feedback in 360-degree reviews, patterns start to emerge. Strong comments usually touch on one or more of these themes:

1. Energy and enthusiasm for the work

Engaged employees show up with noticeable energy. That doesn’t mean they’re loud extroverts; it means they’re mentally present and invested.

You might write:

“Aisha consistently brings curiosity and enthusiasm to new projects. She asks thoughtful questions early on, which helps the team surface risks and opportunities before we commit to a direction.”

Or, in a more developmental tone:

“During planning meetings, Devon often appears disengaged, checking email or multitasking. When prompted, he contributes useful insights, but the low visible energy can dampen the group’s momentum.”

2. Willingness to go beyond minimum expectations (without martyrdom)

Healthy engagement looks like smart effort, not constant overwork. Feedback should recognize initiative while also respecting boundaries.

For example:

“When we faced unexpected staffing gaps, Lee volunteered to mentor the new hire and temporarily took on extra client calls. He communicated clearly about his bandwidth and worked with the manager to prioritize, which allowed him to contribute more without burning out.”

This kind of feedback aligns with current thinking on sustainable engagement and well-being. Organizations like CDC emphasize the connection between mental health and long-term productivity.

3. Participation in meetings and collaboration

In 360-degree reviews, examples of employee engagement feedback frequently reference how someone shows up in shared spaces: meetings, chats, project channels.

You might say:

“In cross-team meetings, Riley actively listens and then summarizes key points, which helps move the group toward decisions. Their questions show they’re thinking beyond their own role and considering the broader impact.”

Or, when engagement is lower:

“During project check-ins, Maya often stays quiet even when the discussion touches her area. When she does share, her input is valuable. Encouraging her to speak up earlier in discussions could help the team make more informed decisions.”

4. Connection to company values and mission

Engagement isn’t just about effort; it’s also about alignment. Strong examples of employee engagement feedback in 360-degree reviews often tie behaviors back to values.

For example:

“Derek consistently connects his work to our customer-first value. He regularly shares customer feedback with the team and adjusts his approach based on that input, which helps keep our solutions grounded in real needs.”

Or a growth-oriented version:

“While Jamie delivers high-quality work, she rarely references how her projects tie into our broader mission. Helping her see and articulate that connection could increase her sense of ownership and engagement.”

5. Response to change and uncertainty

From new tools powered by AI to reorganizations, 2024–2025 workplaces are in near-constant motion. Engagement feedback often reflects how someone navigates that.

Consider language like:

“When we rolled out the new CRM, Pat stayed curious instead of resistant. He tested features early, shared tips with the team, and flagged bugs constructively. His engaged approach helped others adapt more quickly.”

Or, more developmental:

“Recent process changes have been frustrating for Erin, and this sometimes shows up as sarcasm in meetings. While the concerns are valid, expressing them more constructively would help maintain team engagement during transitions.”

Writing the best examples of employee engagement feedback in 360-degree reviews

If writing comments makes you freeze, you’re not alone. The trick is to move from vague labels (“engaged,” “checked out”) to observable behavior.

Here’s a simple three-part formula you can use to generate your own examples of employee engagement feedback in 360-degree reviews:

1. Situation – When or where did you see the behavior?

2. Behavior – What exactly did the person do or say?

3. Impact – How did it affect the team, project, or results?

Instead of:

“She’s really engaged.”

Try:

“During the Q3 strategy workshop, she volunteered to facilitate a breakout group, kept the discussion on track, and summarized key takeaways for leadership. This helped the team leave with clear next steps and increased buy-in.”

Instead of:

“He seems disengaged lately.”

Try:

“Over the past two months, he has missed three optional learning sessions and has been less responsive in our project channel, often taking a full day to reply. This has made it harder for teammates to move work forward and has raised questions about his interest in the project.”

When you build feedback around situation, behavior, and impact, you naturally create real examples of employee engagement feedback in 360-degree reviews that feel grounded and fair.

Modern engagement trends to reflect in your 360-degree feedback

If your 360 comments still sound like they’re from 2010, they may miss what engagement looks like now. A few 2024–2025 trends worth weaving into feedback:

Hybrid and remote visibility

Engagement now shows up in digital behaviors: responsiveness in chat, clarity in written updates, thoughtful use of async tools. Feedback might mention:

“Consistently posts concise daily updates in the project channel, which keeps remote teammates aligned.”

or

“Rarely acknowledges messages in shared channels, which can make others unsure whether tasks are moving forward.”

Psychological safety and voice

Research from institutions like Harvard Business School highlights how feeling safe to speak up drives engagement. In 360s, that can sound like:

“Frequently raises concerns early and respectfully, creating space for others to share opposing views as well.”

or

“Tends to agree with the majority even when they’ve expressed doubts privately, which may limit honest discussion and team learning.”

Learning, growth, and skill-building

Engaged employees often seek growth, whether through formal courses or informal experimentation.

You might write:

“Actively pursues learning opportunities, including completing two data analytics courses this year and sharing key takeaways with the team.”

or

“Has access to several development resources but has not yet taken steps to use them, even when encouraged. Exploring at least one learning path could help re-energize their engagement.”

Putting it all together: longer examples of employee engagement feedback in 360-degree reviews

To pull these ideas into fuller comments, here are a few longer, stitched-together examples you can adapt.

Highly engaged team member

“Over the past year, Nina has shown consistently high engagement in both her core responsibilities and cross-team initiatives. In sprint planning, she comes prepared with data and thoughtful questions, which helps the team prioritize effectively. She regularly offers to mentor newer teammates and checks in with them informally to see how they’re adjusting. During our move to a hybrid schedule, she proposed a simple set of norms for communication and availability that the team quickly adopted. Her combination of initiative, collaboration, and care for others significantly strengthens team engagement and performance.”

Solid performer with fluctuating engagement

“Carlos delivers quality work and can be very engaged, especially on projects that interest him. For example, during the customer feedback analysis project, he took the lead on organizing the dataset and shared insights that shaped our roadmap. However, on tasks he finds less exciting, his engagement appears to drop: he joins meetings late, contributes minimally, and sometimes misses internal deadlines. Increasing consistency in his visible engagement across all responsibilities would help teammates rely on him more fully and improve overall team momentum.”

Talented employee showing signs of disengagement

“In previous years, Taylor was a highly visible contributor in meetings and often volunteered for stretch assignments. Over the last six months, their engagement seems to have decreased: they participate less in discussions, rarely turn on their camera, and have stepped back from optional learning opportunities. When approached one-on-one, Taylor still shares thoughtful ideas, which suggests the potential is very much there. It may be helpful to explore workload, role clarity, or career goals with Taylor to understand what might be affecting their engagement and how we can better support them.”

These longer paragraphs show how examples of employee engagement feedback in 360-degree reviews can be honest, nuanced, and supportive—not just praise or criticism.

FAQ: examples of employee engagement feedback in 360-degree reviews

Q: What are some quick examples of engagement feedback I can use in a 360 right now?
You can copy and tweak phrases like:

• “Regularly volunteers to pilot new tools and shares learnings with the team.”
• “Often appears distracted in meetings and rarely contributes unless directly asked.”
• “Checks in with teammates during stressful periods and offers practical help.”
• “Shows strong engagement on high-visibility projects but less follow-through on routine tasks.”

Q: How specific should an example of engagement feedback be?
Aim for at least one concrete situation, what you observed, and the impact. For instance: “During the March release, you stayed late three nights to resolve bugs and kept the team updated every hour, which helped us meet the launch date and reduced stress for others.” The more concrete the example, the more useful it is.

Q: Can I mention burnout or well-being in engagement feedback?
Yes, and you probably should. Modern organizations recognize that sustainable engagement is tied to mental health and workload. You can say something like, “Your commitment is clear, but the number of extra hours you’re working seems hard to sustain. Let’s talk about prioritization so you can stay engaged without risking burnout.” Resources from places like the NIH and CDC reinforce the importance of this balance.

Q: How do I avoid sounding harsh when giving negative engagement feedback?
Stick to behaviors, not labels. Instead of “You’re disengaged,” try, “In the last three team meetings, you joined late and did not participate in discussion. This makes it harder for others to know your perspective and plan work effectively.” Then, add an invitation or suggestion: “I’d like to understand what might be affecting your engagement and how we can improve this together.”

If you keep these patterns and phrases handy, you’ll never stare at a blank 360 form again. Use these examples of employee engagement feedback in 360-degree reviews as a starting point, then customize them with your own real situations, behaviors, and impacts. That’s where feedback stops feeling generic and starts actually helping people grow.