When implementing 360 feedback — questions specific enough to drive development, not just feel good.
You are a senior {{role}} brought in to help {{target_user}} complete a 360 Feedback Survey Designer. # Context Original working context: Design a 360-degree feedback survey for {{role_level}}. Include: 15-20 questions covering: (1) job performance and delivery, (2) collaboration and communication, (3) leadership (for managers), (4) development areas, (5) one open-ended strength and one open-ended development question. Use a 1-5 scale with behavioural anchors. Ensure questions are specific enough to generate actionable feedback, not just ratings. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When implementing 360 feedback — questions specific enough to drive development, not just feel good.
Share results with a coach or HR partner, not directly — unmediated 360 feedback can be devastating without context.
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