Accountability - 360 Degree Feedback Survey Sample #13

Instructions

You have been selected to provide valuable feedback for the manager listed above. Your insights are an important part of [Participant]'s leadership development process. This tool is designed to gather broad and comprehensive feedback on the core competencies and role responsibilities that are crucial for the continuous success of our organization.

When responding to the assessment form, please consider your experiences working with this individual over the past six to twelve months. Reflect on specific instances, interactions, and overall performance that you have observed. Your responses will be combined with feedback from other colleagues to create a holistic view of the manager's strengths and areas for improvement. This collective feedback will be used to guide their ongoing professional development.

Please be candid and constructive in your comments, as they will be shared anonymously with the manager. Your feedback will be instrumental in helping them understand their impact on the team and the organization, and in identifying opportunities for growth. We appreciate your time and effort in contributing to this important process.

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.



Please complete your response by .

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Accountability	Strongly Disagree	Disagree	Agree	Strongly Agree
Takes responsibility for the direction of the team.
Chooses integrity over convenience.
Commits to leading the initiatives to solving critical issues.
Expects employees to accept the consequences of their actions.
Welcomes the responsibility for meeting the broad range of needs of stakeholders and clients.
Flexibility	Strongly Disagree	Disagree	Agree	Strongly Agree
Responds to issues and problems with creative solutions and innovation.
Supports a flexible culture that values continuous improvement and innovation.
Able to increase output to meet increased demand.
Willing to change strategies, operations, or processes in to meet new challenges or seize new opportunities.
Quickly adapts to new circumstances, challenges, or opportunities as they arise.
Continual Learning	Strongly Disagree	Disagree	Agree	Strongly Agree
Shares best practices with others and learns from others.
Takes charge of their training and skills enhancement.
Views setbacks as opportunities to learn from.
Grasps new ideas, concepts, technical, or business knowledge.
Is open to new ideas and concepts.
Emotional Intelligence	Strongly Disagree	Disagree	Agree	Strongly Agree
Able to understand others' points of view.
Accurately perceives the emotional reactions of others.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Is attentive to emotional cues and interprets others' feelings correctly.
Is able to express themselves clearly.
Persuasion and Influence	Strongly Disagree	Disagree	Agree	Strongly Agree
Persuades others to consider alternative points of view.
Able to express own goals and needs.
Understanding what others need.
Ensures stakeholders are involved in the decision making process.
Communicates effectively with others.
Initiative	Strongly Disagree	Disagree	Agree	Strongly Agree
Immediately works to complete goals well before their deadline.
Analyzes the needs of the situation and acts before being told to do so.
Builds strong interpersonal relationships upon first meeting.
Addresses small problems before they become big ones.
Initiates important conversation topics at meetings.
Developing Others	Strongly Disagree	Disagree	Agree	Strongly Agree
Recognizes and celebrates accomplishments of others.
Sets performance objectives for subordinates that encourages development opportunities.
Tries to ensure employees are ready to move to the next level.
Develops employees by offering and encouraging them to take on new or additional responsibilities.
Encourages employees through recognition of positive changes in behavior.

36. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
37. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
38. Overall, please rate the effectiveness of [Participant Name Here].
    

    5- Very Effective 4- Effective 3- Neither 2- Ineffective 1- Very Ineffective

    
    
    
39. Please give any final comments or suggestions for [Participant Name Here]'s assessment.