Business Acumen- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Business Acumen:
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)
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:
Business Acumen, Communication Skills, Accountability, Attitude, Leadership, Establishing Focus/Direction, Goals, Juggling Multiple Responsibilities, Negotiation, Planning
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


Business Acumen

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Creates strategic plans that conform with regulations and industry guidelines.
  1. Identifies potential regulatory risks and strategies to mitigate them.
  1. Keeps informed of current income and expenses.
  1. Interprets data to make informed business decisions.
  1. Can effectively interpret and analyze market data.
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Delivers influential presentations.
  1. An effective listener who is responsive to information needs.
  1. Asks follow-up questions as needed.
  1. Has the confidence to communicate effectively to all levels (from CEO down) of the organization, external customers, suppliers, as well as the senior counsel of other companies.
  1. Communicates effectively with colleagues and customers
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Accountability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Continues to work diligently on a problem despite setbacks.
  1. Is personally invested in the success of the organization.
  1. Requires employees to submit monthly reports of the work they performed.
  1. Always starts work on time.
  1. Willingly accepts the consequences for their actions.
If [Participant Name] were to make improvements in Accountability, what are your suggestions for how he/she can improve this?

Attitude

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  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. Contributes to a positive work environment.
  1. Treats all people fairly and with respect.
If [Participant Name] were to make improvements in Attitude, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
  1. Holds others accountable for their actions.
  1. Sets specific, measurable, and challenging goals.
  1. Gives direct, constructive, and actionable feedback.
  1. Sits down regularly with employees to review their job performance.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Establishing Focus/Direction

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Makes sure that employees understand and identify with the team's mission.
  1. Makes sure that employees understand how their work relates to organizational goals.
  1. Maintains self-control when personally criticized.
  1. Helps guide employees with prioritizing tasks.
  1. Stays focused even when under pressure and stress.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?

Goals

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands & contributes to development of strategic goals.
  1. Goal Setting
  1. Sets high expectations and goals; encourages others to support the organization.
  1. Conducts timely follow-up; keeps others informed on a need to know basis.
  1. Makes sure that I have a clear idea of our group's goals.
If [Participant Name] were to make improvements in Goals, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Spends the most time and effort on critical tasks first.
  1. Ensures that assignments are prioritized according to the needs of the department/company.
  1. Begins tasks as soon as possible.
  1. Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment.
  1. Assesses current capabilities before committing to new requests from customers.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Negotiation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to say "no" when necessary to effectively execute business strategy and meet long-term objectives.
  1. Actively listens to conversations to be able to recall important details later.
  1. Stays calm and focuses on the core issues to be discussed.
  1. Establishes clear communications to avoid misunderstandings.
  1. Maintains communication channels between parties in the negotiation.
If [Participant Name] were to make improvements in Negotiation, what are your suggestions for how he/she can improve this?

Planning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to identify the needs of the department before a major change.
  1. Anticipates the impacts of strategic plans.
  1. Develops a strategic plan to reduce costs in the department.
  1. Open to input from others into the plan for the project.
  1. Notifies staff when the plan is not on schedule.
If [Participant Name] were to make improvements in Planning, 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.