hr-survey.com

Attitude - 360 Degree Feedback Survey Sample #9





360 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

We appreciate you taking the time to provide valuable feedback for the individual mentioned above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Your insights are crucial in offering a comprehensive evaluation. Please rate each item using the scale provided. If you find that you do not have sufficient first-hand knowledge to rate a particular item, select the Not Applicable option.

In addition to the ratings, we encourage you to include comments where possible. These comments are particularly useful when you give a very high or very low rating, as they provide context and clarity regarding your assessment. Explaining your reasons in the comment section helps ensure that your feedback is constructive and actionable.

Your responses, combined with feedback from other contributors, will be compiled and presented to the individual. This collective feedback aims to support their continuous growth and development by highlighting strengths and identifying areas for improvement. Your thoughtful participation is essential in helping them achieve their full potential.

Sample Result Document:
Sample Results
You can save your progress on partially completed forms by clicking the Save/Still Working button located at the bottom of the page. This allows you to come back at a later time to finish or make any necessary edits to the form. When you return, your previously saved responses will automatically be displayed, allowing you to seamlessly continue where you left off. When you have completed filling out the form and are confident that no further changes are needed, please click the Complete button.
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Attitude

Definite Strength Meets Standards Needs Development N/A
  1. Works to eliminate unnecessary work or barriers that get in others' way.
  1. Is gracious and professional in their interactions with others.
  1. Shows by their actions that they trust in the positive intentions of others.
  1. Builds open and trusting relationships.
  1. Treats all people fairly and with respect.


Accountability

Definite Strength Meets Standards Needs Development N/A
  1. Continues to work diligently on a problem despite setbacks.
  1. Does not make excuses for missed deadlines.
  1. Accepts personal responsibility for the timeliness of work.
  1. Shows up for work on time.
  1. Ensures that employee objectives are aligned with the organization's objectives.


Integrity

Definite Strength Meets Standards Needs Development N/A
  1. Maintains strong relationships with others.
  1. Does what was promised.
  1. Follows tasks to completion.
  1. Fosters a high standard of ethics and integrity.
  1. Demonstrates honesty and truthfulness at all times.


Feedback

Definite Strength Meets Standards Needs Development N/A
  1. Looks to others for input.
  1. Is easy to approach with ideas and opinions.
  1. Open to the suggestions of others.
  1. Accepts the views of others.
  1. Shares past experiences with others as learning opportunities.


Emotional Intelligence

Definite Strength Meets Standards Needs Development N/A
  1. Accurately perceives the emotional reactions of others.
  1. Is able to control their own emotions.
  1. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Is able to manage their own emotions.
  1. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.


Project Management

Definite Strength Meets Standards Needs Development N/A
  1. Monitors finances to ensure optimal use of project funds.
  1. Communicates with the teams often to ensure that the deadlines are met.
  1. Inspires others to accomplish goals and objectives.
  1. Creates the communications that will be used throughout the project's implementation.
  1. Determines the roles for project team members.


Innovation

Definite Strength Meets Standards Needs Development N/A
  1. Adjusts creative approaches to ensure they meet both short-term and long-term business goals.
  1. Encourages employees to consider opportunities to innovate processes and products.
  1. Maximizes the alternative solutions to problems.
  1. Identifies the opportunities created by innovations.
  1. Utilizes disruptive innovation to help managers transform conventional business models, making products and services more accessible and affordable.


Technical

Definite Strength Meets Standards Needs Development N/A
  1. Knows how to produce high quality products/work.
  1. Seeks information from others as needed.
  1. Demonstrates mastery of the technical competencies required in his/her work.
  1. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
  1. Willingly shares information and expertise; sought out as resource by others


Developing Others

Definite Strength Meets Standards Needs Development N/A
  1. Creates opportunities for professional development.
  1. Tries to ensure employees are ready to move to the next level.
  1. Encourages employees through recognition of positive changes in behavior.
  1. Recognizes and celebrates accomplishments of others.
  1. Provides constructive feedback to others.


Vision

Definite Strength Meets Standards Needs Development N/A
  1. Guides employees to prioritize crucial components of the vision.
  1. Creates a common vision for others.
  1. Assigns the responsibility of implementing the vision to the team, ensuring they have clear guidance, adequate resources, and the necessary authority.
  1. Formulates and implements the organization's vision.
  1. Converts the department's vision into specific goals and a strategic plan.



  1. Overall, please rate the effectiveness of [Participant Name Here].






  2. Strengths


  3. Areas for Development


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