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Attitude - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Attitude:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Instructions:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

In responding to the questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses, and will be not making any changes, click the Complete button.

Competencies Included:
Attitude, Communication Skills, Bias for Action, Establishing Focus/Direction, Persuasion and Influence, Analytical, Excellence, Responsible
Sample Result Document:
Sample Results
Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team
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Attitude

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is willing to mentor and coach employees.
  1. Proactively seeks feedback to refine outcomes, not out of obligation but a desire to elevate quality.
  1. Recognizes time as a shared resource and manages it responsibly.
  1. Welcomes revisions to plans when they lead to better outcomes, rather than clinging to original strategies.
  1. Sets personal goals to raise the standard of excellence within their role.
  1. Does not focus on or well on differences in rank or status.
If [Participant Name] were to make improvements in Attitude, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Delivers well-prepared, informed, poised and succinct presentations.
  1. Uses correct spelling, grammar and punctuation.
  1. Tailors writing to the intended audience.
  1. Reports are clear and persuasive.
  1. Communicates to employees how their jobs/ works/ goals relate to organizational goals.
  1. Delivers clear and concise instructions.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Assumes full accountability for overseeing and executing the essential tasks required to achieve the desired outcomes.
  1. Is independently motivated to action to address department needs.
  1. Creates and maintains to-do lists.
  1. Seizes opportunities to engage in action on a project.
  1. Thinks outside the box to find innovative solutions to problems.
  1. Continuously monitors progress and performance metrics to detect early signs of issues.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Establishing Focus/Direction

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Breaks down larger goals into smaller, manageable milestones to add more structure toward the accomplishment of the goal.
  1. Is flexible and ready to adjust strategies in response to changing circumstances.
  1. Makes sure all employees understand the purpose for the project and the tasks they have been assigned.
  1. Analyzes metrics such as project completion rates, quality of work, or customer satisfaction scores.
  1. Ensures that each team member is assigned some part of the project.
  1. Maintains focus when handling several problems or tasks simultaneously.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?

Persuasion and Influence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Exhibits expertise in the matter and is able to convince others in the best course of action.
  1. Makes effective arguments.
  1. Seeks to obtain consensus or compromise.
  1. Negotiates decisions that impact the organization.
  1. Changes the attitudes, behaviors, and beliefs of others.
  1. Is viewed as authoritative, professional, and experienced.
If [Participant Name] were to make improvements in Persuasion and Influence, what are your suggestions for how he/she can improve this?

Analytical

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Evaluates evidence objectively, regardless of whether it supports or contradicts current ideas.
  1. Builds complex financial models to project future revenues, expenses, and cash flows based on historical data and assumptions.
  1. Understands how to develop critical and analytical thinking.
  1. Uses a variety of data collection methods.
  1. Analyze market trends, forecast sales, and optimize supply chain operations.
  1. Reviews contractual documents for clauses and specifications to ensure binding agreements are free from disputes.
If [Participant Name] were to make improvements in Analytical, what are your suggestions for how he/she can improve this?

Excellence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Can be counted on to add value wherever they are involved.
  1. Keeps themselves and others focused on constant improvement.
  1. Is planful and organized.
  1. Takes a lot of pride in their work.
  1. Produces high quality work.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?

Responsible

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Completes assigned work tasks.
  1. Behavior is ethical and honest.
  1. Sets a good example.
  1. ...takes personal responsibility for results.
  1. Holds herself / himself accountable to goals / objectives
  1. Sets a good example
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

  1. What are [Participant Name Here]'s greatest strengths demonstrated this year?


  2. What are [Participant Name Here]'s areas for development?


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