--- title: Avoid 360 degree feedback questionnaires? description: 360 can give great results but by referring to the assessments as 360 degree feedback questionnaires may downplay their value . --- [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) - [About Us](https://head-light.co.uk/what-makes-head-light-different/) ### [Our Clients Our clients come from industry, justice, government and not for profit sectors.](https://head-light.co.uk/our-clients/) ### [Case Studies Find out what people have said about Head Light and how we have helped.](https://blog.head-light.co.uk/case-studies) ### [Client Charter We like to be clear and upfront in how we work – and how we won’t work. 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But get the use of 360 wrong, and it can become a 'tickbox' exercise. 360 reviews can provide self-insight, inform development and succession plans, focus attention of what behaviours are needed and identify those with 'high potential'. But we believe there are 4 key areas which are deadly mistakes when it comes to 360 degree feedback programmes - and we've included these in an article published on HRZone. #### The first of these core mistakes is talking about "filling in 360 degree feedback questionnaires" The objective of a 360 degree process is to provide individuals with constructive and actionable feedback that will help them to develop themselves and improve their performance. However, the minute you mention “filling in a 360 degree feedback questionnaire”, the whole initiative descends into a tick-box, compliance-driven exercise. 360 degree feedback can be a collaborative and culture-changing process. But when you ask someone *“can you just complete this questionnaire?”*, it fundamentally diminishes the importance of the process - and it changes the context of your project into something that can be dismissed as a low-priority. So, be **very careful about the terminology** that you use when you describe your 360 degree process. Never ask people to go and fill in a questionnaire. Ask for people’s contribution: *“We’d like you to go on-line to a website to provide constructive, structured feedback”.* **Stay output-focused, not input-focused**, and keep the bigger picture in mind about what you’re trying to achieve. Make sure everything you do - and how you describe the process - is aligned with that overall objective. You can [read the full article](https://head-light.co.uk/wp-content/uploads/2013/10/WT-Four-deadly-mistakes-of-360-degree-feedback.pdf) as part of our collection of opinion pieces. [Talent Management software](https://blog.head-light.co.uk/topic/talent-management-software) [360 degree feedback](https://blog.head-light.co.uk/topic/360-degree-feedback) ## Related posts ### [The Police Leadership Commission Report: What It Means for Your Force](https://blog.head-light.co.uk/police-leadership-commission-report-what-it-means-for-your-force) The Police Leadership Commission report sets a clear direction for policing - and it has immediate i... 23 Jul 2026 ### [Organisational Insight: evidence that organisations fail to use](https://blog.head-light.co.uk/organisational-insight-evidence-not-used) Organisational insight is one of the most underestimated assets available to HR and business leaders... 13 Jul 2026 ### [How your Workforce Intelligence platform turns data into signals](https://blog.head-light.co.uk/workforce-intelligence-platform-turns-data-into-signals) Every organisation generates data about its people continuously. 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