Attitude - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

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.

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 .

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Attitude	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Compliments employees when they do a good job.
Adds creative flair or thoughtful touches to deliverables, demonstrating pride and joy in the work itself.
Models resilience in the face of adversity.
Participates actively in meetings, offering ideas with energy and genuine interest, not just obligation.
Demonstrates sincere caring for employees in the department.
Adjusts leadership style to meet the needs of different individuals and situations, showing empathy and agility.
Remains positive even when working with individuals who have poor attitudes.
Speaks positively about the organizational direction, helping staff see the bigger picture.
Uses setbacks or errors as learning moments, showing pride through persistence and growth.
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
Analyzes various legal and business situations to find patterns and draw conclusions that others might miss.
Evaluates evidence objectively, regardless of whether it supports or contradicts current ideas.
Recognizes areas of missing data and suggests other ways to obtain the needed information.
Uses a methodical approach to the understanding and resolving of problems.
Determines if facts are consistent across multiple sources.
Calculates and interprets financial ratios (such as liquidity ratios, profitability ratios, and leverage ratios) to assess the financial health of the company.
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
Organizes tasks for the most efficient order of completion.
Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
Keeps track of multiple assignments and deadlines.
Prioritizes tasks for efficiency.
Builds in extra time in the schedule for unplanned events/occurrences.
Completes multiple tasks simultaneously.
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
Rewards risky ideas that may yield significant benefits.
Gathers information regarding potential risks.
Seeks to maintain the long-term viability of the Company through effective risk management.
Evaluates the impact of certain events on the attainment of corporate objectives.
Performs a risk analysis as needed.
Accurately perceives potential risks in the workplace.
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
Respects individual differences that contribute to solving problems.
Works cooperatively with others to solve problems.
Promotes a culture of collaboration rather than rivalry.
Participates in collaborative/team decision-making.
Integrates technology to boost collaborative work on process and policy documentation.
Keeps everyone aligned and motivated to maintain a cohesive and productive team.
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
Helps employees to understand the responsibilities and expectations of their job.
Asks employees to define or explain their goals, strategies, and motivations.
Conducts regular formal and informal performance appraisals and feedback.
Helps individuals explore their strengths, aspirations, and areas for growth.
Investigates the issues or hurdles that the employee may be encountering.
Is open and receptive to coaching.
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
Empowers employees to have more autonomy as recognition and reward for good job performance.
Integrates recognition programs into larger employee development initiatives.
Offers recognition on "spur-of-the-moment".
Offers sincere praise for the efforts of the team.
Ensures that the recognition program is highly visible to the employees.
Is mindful of diversity in contributions, recognizing not only visible successes but also behind-the-scenes work that supports the team.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?

46. Strengths
    
    
    
47. Areas for Development
    
    
    
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.