Change Management - 360 Degree Feedback Survey Sample #13

Instructions

You are being requested to provide valuable feedback on the manager listed above. Your insights and observations are a crucial element in our continuous efforts to enhance our performance through this leadership development program. This feedback tool has been carefully designed to gather detailed and comprehensive input on the core competencies and role responsibilities that are integral to the ongoing success and growth of our organization.

We believe that your unique perspective, based on your interactions and experiences with this manager, will contribute significantly to identifying strengths, areas for improvement, and opportunities for professional growth. Your feedback will help us foster a culture of excellence, accountability, and continuous improvement within our leadership team.

As you complete the assessment form, please reflect on your interactions with this individual over the past six to twelve months. Your responses will be combined with feedback from others and presented to the manager to aid in their ongoing development. Rest assured, your comments will be shared anonymously, exactly as you write them.

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.



Please complete your response by .

Change Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Adopts changes to set and example for others to follow.
Inspires others to accept changes.
Is an inspiration for others to accept the recent changes.
Effective in dealing with ambiguous and challenging situations.
Inspires others to want to change.
Supports new initiatives for organizational changes to improve effectiveness.
Develops plans for following through on the changes.
Able to get department employees to accept new changes.
Addresses organizational and departmental resistance to changes.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Utilizes digital tools to enhance collaborative efforts in creating process and policy documents.
Actively seeks opportunities to work with colleagues to address and resolve challenges.
Develops networks and builds alliances across departments.
Views others as valued partners.
Collaborates with others to resolve conflicts constructively.
Partnering/Networking	Strongly Disagree	Disagree	Agree	Strongly Agree
Creates a shared knowledge base or resource center accessible to all partners.
Establishes collaborative business relationships to unlock and enhance growth opportunities.
Develops important industry contacts to facilitate business goals.
Creates strategic partnerships when resources are limited.
Collaborates with others to accomplish goals and objectives.
Passion To Learn	Strongly Disagree	Disagree	Agree	Strongly Agree
Holds self and associates accountable for goal achievement.
Is open minded and curious about learning new skills.
Inspires others to learn new things.
Demonstrates a willingness to participate in continuing education courses.
Demonstrates through personal behavior the commitment to high standards of performance.
Attitude	Strongly Disagree	Disagree	Agree	Strongly Agree
Contributes to a positive and fun work environment.
Builds open and trusting relationships.
Shows by their actions that they trust in the positive intentions of others.
Contributes to a positive work environment.
Visibly supports and encourages diversity in style and background.
Managing Performance	Strongly Disagree	Disagree	Agree	Strongly Agree
Aligns individual and team performance expectations with the organization's expectations.
Communicates OKRs to employees regularly during monthly meetings.
Provides additional responsibilities for employees that exceed performance standards.
Revises the Objectives and Key Results (OKRs) required for the position on a quarterly basis.
Uses weekly staff meetings to assess performance of key responsibilities.
Initiative	Strongly Disagree	Disagree	Agree	Strongly Agree
Is proactive and gets things done.
Immediately informs the HR Department of any personnel complaints or issues.
When working on a problem in a team, they are often the first to suggest possible solutions.
Takes corrective action to rectify issues.
Seizes upon chances to improve the department's prospects.

40. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
41. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
42. Overall, please rate the effectiveness of [Participant Name Here].
    

    5- Very Effective 4- Effective 3- Neither 2- Ineffective 1- Very Ineffective

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