57 examples of 360° feedback strengths & weaknesses (with ready-to-use phrases)

Exchanging meaningful 360° feedback is a powerful way to support employee development and build a thriving company culture. But simply running 360° reviews isn’t enough. To truly empower employees to grow, any feedback on their professional strengths and weaknesses — we’d rather call them areas for improvement — must be clear, actionable, and respectful.

Whether you’re giving peer, upward, or manager-to-employee feedback for 360° performance assessments, use the examples below to communicate strengths and areas for improvement with confidence and clarity. 
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360° feedback strengths & weaknesses examples for peers

Peer-to-peer feedback, both positive and constructive, is critical to a successful 360° feedback process. After all, colleagues often have the clearest insight into each other’s daily work. These phrases are designed to be honest, respectful, and easy to copy into your 360° feedback forms.

Let’s review some examples of how to phrase common strengths and weaknesses during the performance review process.
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360° feedback strengths examples for peers

1. Strong communication skills — “You explain complex ideas clearly and adapt your communication style to your audience well.”
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2. Positive attitude — “You bring great energy to the team (especially during challenging times). It’s much easier to maintain a positive atmosphere when you’re around.”
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3. Problem-solving abilities — “Rather than lingering on the problem, you’re quick to think creatively and identify possible solutions.”
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4. Attention to detail — “You catch things that others might miss and take the time to ensure your work is accurate and polished.”
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5. Collaborative mindset — “You’re great at bringing people together and making everyone feel heard during meetings.”
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6. Dependability — “You always follow through on your commitments, which makes it easy for your team to trust and rely on you.”
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7. Accountability — “You take ownership of your work and aren’t afraid to take responsibility when something doesn’t go as planned.”
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8. Supportiveness — “You go out of your way to help others, whether sharing knowledge or offering encouragement.”
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9. Initiative — “You’re proactive about tackling problems and often take the lead without being asked.”
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10. Adaptability skills — “You handle change well and are quick to adjust priorities when circumstances change.”
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360° feedback weaknesses examples for peers

1. Slow to respond — “You’re sometimes slow to respond to internal messages or requests, which is challenging when the team is operating on tight timelines.”
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2. Poor organization — “You don’t always follow established processes, which makes it difficult to collaborate effectively or locate shared resources.”
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3. Inflexibility — “You occasionally default to how things have always been done, even when others have suggested improvements.”
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4. Avoidance of ownership — “There have been instances where an issue arose, and you didn’t speak up and take accountability, which reduces trust and slows down the process of finding a resolution.”
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5. Missed deadlines — “There have been a few times where delays on your work have impacted deliverable timelines.”
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6. Tendency to dominate discussions — “You sometimes speak over other people in meetings and don’t give other team members the opportunity to share their perspectives.”
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7. Resistance to feedback — “You occasionally seem defensive when feedback is offered, which can make collaborations and discussions more challenging.”
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8. Poor communication — “In high-pressure situations, at times your tone seems dismissive, even if that’s not your intent.”
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9. Lack of cross-functional engagement — “You tend to stay focused on your immediate team and don’t often loop in others who could benefit or contribute.”
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10. Inconsistent follow-through — “You start strong on initiatives, but there have been several instances where things dropped off before being fully completed.”
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360° feedback strengths & weaknesses examples for managers

If you’ve ever run a performance review, you’ve shared managerial feedback with direct reports. Manager feedback should highlight achievements, note progress, and discuss potential areas for improvement — all of which should come together to fuel employee growth.

Let’s review examples of how to phrase common strengths and weaknesses from a manager to their direct report.
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360° feedback strengths examples for managers

1. Strong ownership — “You consistently take the initiative and follow through on your work without needing reminders or follow-ups. That reliability makes a big difference.”
   
   
2. Effective team collaboration — “You work well with diverse teams and are great at building rapport, which helps move projects forward smoothly.”
   
   
3. Consistent quality of work — “Your high standards and attention to detail show. Your deliverables are always top-notch, polished, and thoughtfully put together.”
   
   
4. Growth mindset — “You’re open to feedback and actively look for ways to improve, which sets you up for continuous learning and growth.”
   
   
5. Trusted problem-solver — “You don’t just raise issues; you bring solutions. That proactive approach makes you a valuable team member.”
   
   
6. Strong adaptability — “You handle change really well, even when timelines or priorities shift unexpectedly.”
   
   
7. Feedback integration — “When someone shares feedback with you, you listen actively, take it seriously, and integrate it as best you can. That level of self-awareness is rare and appreciated.”
   
   
8. Positive influence on team culture — “Your attitude sets a great tone for your team. You’re approachable, respectful, and bring good energy.”
   
   
9. Client/customer focus — “You consistently keep the end-user in mind and advocate for their needs in your work.”
   
   
10. Clear progress in skills development — “I’ve seen you grow in [specific area, e.g., data analysis or presentation skills] over the past few months. Keep it up, and I’m looking forward to seeing how you progress.”
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360° feedback weaknesses examples for managers

1. Poor time management — “You’ve missed a few deadlines recently. Let’s work together on proactive planning and prioritization so your workload is even and you don’t get overwhelmed.
   
   
2. Minimal meeting contributions — “I know you have valuable insights to share, but you seem to hold back in group settings and team discussions. I’d like to see you contribute more actively. Let me know if there is any reason, such lack of psychological safety, making you unwilling to share in such settings.”
   
   
3. Reluctance to ask for help — “There have been times when you’ve struggled silently. I’d encourage you to proactively seek support or speak up earlier if you need guidance.”
   
   
4. Unclear communication — “Sometimes your updates lack details and context. It would be great to see you communicate more clearly and thoroughly when sharing progress or asking for input.”
   
   
5. Resistance to different viewpoints — “You’re confident in your ideas, which is great — but you sometimes seem quick to disregard other team members’ perspectives. I’d like you to take a more open-minded approach to these discussions.”
   
   
6. Over-reliance on managerial direction — “You’re capable of more independent decision-making but frequently want managerial consultation or approval. While asking for support is OK, I’d like to see you trusting your judgment more often.”
   
   
7. Inconsistent communication with stakeholders — “You haven’t been updating stakeholders as often as we recommend in our internal guidelines. I’d like to see you take a more proactive approach.”
   
   
8. Difficulty managing emotions under pressure — “You’re clearly invested in your work, but in stressful situations, your tone occasionally comes off as terse or frustrated. Let’s explore some techniques to manage high-stress professional situations.”
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360° feedback strengths & weaknesses examples for leaders

Upward feedback, where employees provide feedback about leaders’ performance, is vital for leadership development and cultivating a culture of continuous feedback. It can help make senior team members better at their jobs and lead the company more effectively.
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360° feedback strengths examples for leaders

1. Clear communicator — “You do a great job of explaining priorities and setting expectations, which helps the team stay productive and aligned.”
   
   
2. Supportive of learning & development — “You always make time to discuss possible training opportunities, and you show that you genuinely care about team member growth.”
   
   
3. Psychological safety — “You’ve cultivated a work environment where people feel comfortable speaking candidly, even during difficult conversations.”
   
   
4. Strong decision-making — “You make timely, thoughtful decisions even when the path forward isn’t obvious.”
   
   
5. Example-driven leadership — “You model the behavior you expect from your team — whether it’s accountability, work ethic, or openness to feedback.”
   
   
6. Positive attitude — “You have a calm, optimistic outlook that makes it easier for your team to see the bright side of all situations.”
   
   
7. Empowerment — “You give people autonomy to own their work, which helps them grow and feel trusted.”
   
   
8. Transparency & honesty —  “You don’t shy away from uncomfortable situations and are upfront about organizational changes and challenges.”
   
   
9. Inclusive leadership — “You intentionally bring different voices into the conversation and ensure everyone is heard and understood.”
   
   
10. Employee appreciation — “You’re great at recognizing people’s contributions publicly, which helps with motivation and morale.”
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360° feedback weaknesses examples for leaders

1. Could delegate more effectively — “Sometimes it seems like you’re stretched thin because you’re holding onto tasks other team members could handle.”
   
   
2. Infrequent feedback — “It would be helpful if you shared more regular feedback so team members know how they’re doing and how to improve.”
   
   
3. Unclear prioritization — “At times, team members aren’t sure which tasks are most urgent or important, which leads to delays and confusion.”
   
   
4. Could advocate more for the team — “When team members express concerns, I’d like you to give them more visibility at higher levels.”
   
   
5. Short-term focus — “You seem to concentrate on immediate needs, but ideally, you should balance that with long-term goals and initiatives.”
   
   
6. Negative behavioral example — “You seem to work very long hours and rarely disconnect from work. This might encourage your reports to do the same.”
   
   
7. Micromanagement — “You supervise team members’ work closely, which reduces your bandwidth and impacts your team’s ability to develop and take ownership.”
   
   
8. Unclear direction during times of change — “When priorities shift, or something unexpected happens, you often don’t communicate a clear plan of action to team members, causing confusion.”
   
   
9. Avoidance of difficult conversations — “When conflicts arise, you sometimes avoid tricky discussions, even when addressing the issue directly would help the team find a solution.”
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Free, downloadable 360° feedback template

A well-rounded performance appraisal empowers your people to improve — not only as individual contributors but as leaders and colleagues, too. Nuanced feedback is the fastest way to jumpstart that growth.

However, collecting thorough 360° feedback can be challenging. We’ve got you covered with our free, customizable 360° feedback template. In it, you’ll find an easy template for plugging and playing performance review phrases for peer-to-peer, manager, and upward feedback.
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⭐ Streamline the 360° feedback process 

Our free template makes it easy for employees to share their perspectives and HR managers to run seamless 360° evaluations.

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360° feedback made easy with Leapsome

Out-of-the-box templates and ready-to-use phrases can speed up the process of communicating 360° feedback, but there’s an even more efficient way to run reciprocal appraisals. By relying on 360° feedback software like Leapsome Reviews, you can unlock AI-powered feedback suggestions that synthesize insights into one complete picture.

Even better, Leapsome can streamline your performance review process, making it easy to map 360° feedback survey responses to individual career paths. The result? Highly tailored and actionable feedback that your employees can use to grow in their roles, all curated within a fraction of the usual time.
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FAQs about 360° feedback strengths & weaknesses examples

Why use 360° feedback to evaluate strengths & weaknesses?

360° feedback gives a more comprehensive picture of someone’s performance by gathering input from multiple perspectives, including peers, direct reports, managers, and sometimes clients. This broader view helps identify strengths that may not show up in a traditional review and can highlight blind spots that one person alone could easily miss. It encourages self-awareness, promotes professional growth, and supports a more collaborative workplace culture.
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What’s the difference between 360° feedback & performance reviews?

A traditional performance review typically involves feedback from just one source (usually a manager). In contrast, 360° feedback includes input from multiple people across different roles. While performance reviews often focus on goals, metrics, and compensation, 360° feedback is usually developmental and centered on soft skills like communication, teamwork, and leadership.

Of course, 360° feedback is often included in the performance review process. But if that’s part of your approach, be transparent with team members and clearly explain how 360° feedback will be integrated into formal evaluations. Indeed, performance review anxiety is a leading cause of stress during 360° feedback sessions.
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How should I give 360° feedback to my boss?

Chances are that your boss’s strengths and weaknesses come to your mind pretty quickly. So, take those innate understandings and focus on communicating them respectfully, specifically, and constructively. When sharing upward feedback, use a balanced tone by highlighting what your manager does well while offering suggestions for improvement. Avoid vague or overly emotional language, and frame your feedback to support their leadership development rather than criticizing their authority.
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What are the pros & cons of 360° feedback?

The pros of 360° feedback are numerous and include:

• A well-rounded view of performance, including hidden strengths and blind spots
• Empowerment for personal development & accountability
• The creation of a culture of continuous feedback & open communication

However, there are some cons, like:

• The potential for biased feedback based on personal feelings
• Inconsistent feedback quality

Ultimately, the advantages of 360° feedback almost always outweigh the disadvantages. But it’s essential to understand the cons so you can address them proactively.
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How should I handle conflicting 360° feedback?

Sometimes, you’ll receive feedback from two or more people that’s completely at odds. In this situation, you’ll want to look for repeated sentiment. For example, if three people say someone needs to speak up more in meetings, but another says this individual dominates conversations, it’s safer to trust the former piece of feedback.

‍When in doubt, it’s best to prioritize communicating feedback that appears in patterns. Are multiple people expressing similar sentiments about someone’s work ethic? Then, it’s a safe bet that feedback should be communicated.