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Change Management - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Change Management:
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:
Change Management, Excellence, Bias for Action, Establishing Focus/Direction, Persuasion and Influence, Administrative Skill, Customer Focus, Recognition, Organizational Fluency, Fiscal Management
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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Change Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Inspires others to want to change.
  1. Is an inspiration for others to accept the recent changes.
  1. Is a leading force driving changes.
  1. Able to get team members to change their attitudes.
  1. Develops a strategy for implementing changes.
If [Participant Name] were to make improvements in Change Management, what are your suggestions for how he/she can improve this?

Excellence

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

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Motivates others to achieve or exceed goals
  1. Completes work on time
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Encourages risk taking and experimentation to improve performance
  1. Seeks and utilizes opportunities for continuous learning and self-development.
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. Sets appropriate goals for employees.
  1. Functions well under stress, deadlines, and/or significant workloads.
  1. Stays focused even when under pressure and stress.
  1. Maintains self-control when personally criticized.
  1. Makes sure that employees understand and identify with the team's mission.
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. Has excellent influencing/negotiating skills.
  1. Develops a good rapport with others.
  1. Persuades others to consider alternative points of view.
  1. Seeks to obtain consensus or compromise.
  1. Ensures stakeholders are involved in the decision making process.
If [Participant Name] were to make improvements in Persuasion and Influence, what are your suggestions for how he/she can improve this?

Administrative Skill

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to develop, justify and present a budget.
  1. Takes responsibility for decisions.
  1. Strong organizational skills to keep the workspace and department in order
  1. Has strong technical/computer skills.
  1. High attention to detail.
If [Participant Name] were to make improvements in Administrative Skill, what are your suggestions for how he/she can improve this?

Customer Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Consistently models positive customer service attitudes.
  1. Anticipates customer needs.
  1. Actively listens to concerns from customers.
  1. Sets an example for excellent customer relations.
  1. Meets with customers on a regular basis.
If [Participant Name] were to make improvements in Customer Focus, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Reinforces and rewards employees for accomplishing necessary goals.
  1. Recognizes team members who offer a significant contribution to a project.
  1. Makes people around them feel appreciated and valued.
  1. Is sincerely interested in the suggestions of co-workers
  1. Compliments other people when they do good work
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?

Organizational Fluency

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Gets things done through the department.
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Understands the current organizational culture.
  1. Adept at navigating within the culture of the department.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?

Fiscal Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides budgeting and accounting support to the Company.
  1. Develops budgets and plans for various programs and initiatives.
  1. Monitors spending.
  1. Develops of the department's annual budget.
  1. Monitors expenses and verifies the need for items purchased.
If [Participant Name] were to make improvements in Fiscal Management, 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.