Attitude - 360 Degree Feedback Survey Sample #14





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

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

Sample Result Document:
Sample Results
You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

Attitude

Needs
Improvement
Could Benefit
from
Development
Performs
as
Expected
Is a
Role Model
for Others
Don't
Know
  1. Builds open and trusting relationships.
  1. Contributes to a positive and fun work environment.
  1. Shows by their actions that they trust in the positive intentions of others.
  1. Treats all people fairly and with respect.
  1. Visibly supports and encourages diversity in style and background.
  1. Works to eliminate unnecessary work or barriers that get in others' way.
  1. Is gracious and professional in their interactions with others.
  1. Contributes to a positive work environment.
If [Participant Name] were to make improvements in Attitude, what are your suggestions for how he/she can improve this?

Analytical

Needs
Improvement
Could Benefit
from
Development
Performs
as
Expected
Is a
Role Model
for Others
Don't
Know
  1. Prioritizes various actions to be taken when solving a problem.
  1. Identifies problems and issues needing resolution.
  1. Identifies the root cause of a problem.
  1. Analyzes data and information from several sources and arrives at logical conclusions.
  1. Implements data validation techniques and methods.
  1. Selects the appropriate techniques for analysis.
If [Participant Name] were to make improvements in Analytical, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Could Benefit
from
Development
Performs
as
Expected
Is a
Role Model
for Others
Don't
Know
  1. Organizes tasks for the most efficient order of completion.
  1. Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
  1. Spends the most time and effort on critical tasks first.
  1. Completes multiple tasks simultaneously.
  1. Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates.
  1. Determines which tasks are critical and which tasks are optional.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Managing Risk

Needs
Improvement
Could Benefit
from
Development
Performs
as
Expected
Is a
Role Model
for Others
Don't
Know
  1. Identifies and mitigates risks while making informed, strategic decisions.
  1. Recognizes that small changes may snowball into major events.
  1. Takes steps to minimize the impact/damage of the risk events.
  1. Tracks and monitors incidents that may increase the risk of adverse consequences.
  1. Monitors risk events and notifies appropriate stakeholders.
  1. Rewards risky ideas that may yield significant benefits.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?

Collaboration

Needs
Improvement
Could Benefit
from
Development
Performs
as
Expected
Is a
Role Model
for Others
Don't
Know
  1. Works with others to resolve issues facing the company.
  1. Works cooperatively with others to solve problems.
  1. Encourages trust among committee members.
  1. Collaborates with others to resolve conflicts constructively.
  1. Contributes resources and knowledge to help the team achieve its goals.
  1. Collaborates across departmental boundaries and finds common ground with a wide range of stakeholders.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?

Coaching

Needs
Improvement
Could Benefit
from
Development
Performs
as
Expected
Is a
Role Model
for Others
Don't
Know
  1. Provides clear, motivating, and constructive feedback.
  1. Conducts regular performance appraisals and feedback.
  1. Helps employees to maintain high personal standards.
  1. Meets regularly with employees to coach them on areas that will enhance their performance
  1. Addresses employee behavior problems effectively.
  1. Helps employees to understand responsibilities, authority, and expectations.
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Could Benefit
from
Development
Performs
as
Expected
Is a
Role Model
for Others
Don't
Know
  1. Finds opportunities to recognize others.
  1. Reinforces and rewards employees for accomplishing necessary goals.
  1. Compliments other people when they do good work
  1. Readily shares credit and gives others opportunity for visibility.
  1. Recognizes team members who offer a significant contribution to a project.
  1. Offers recognition in a timely manner.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?



  1. Strengths


  2. Areas for Development


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