Coaching - 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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Coaching	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Helps others to understand the responsibilities and expectations of working for _____.
Provides challenges that go beyond perceived limitations
Asks questions to better understand the employees knowledge and assumptions.
Always focuses on helping the employee move forward.
Helps the employee to understand factors impacting the job.
Understands the issues that the employee may be experiencing at work.
Knows the capabilities and motivations of the individuals in the work group.
Uses positive reinforcements to help employees see coaching as an opportunity rather than an obligation.
Creates an environment of trust by investing time with the employee and in building rapport before engaging in deeper coaching discussions.
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?
Communication Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Marks their status as "available" to signal they are open for communication.
Accurately attends to/understands ideas which are exchanged.
Confidently interacts with all tiers of the organization.
Understands the preferences of the intended audience.
Delivers messages with personal energy, enthusiasm, and conviction.
Understands and adjusts delivery of communications to maximize impact.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?
Supervisory Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Completes assessments in a timely manner.
Holds employees accountable for work assignments.
Communicates the goals and expectations for the team.
Is able to manage emotions during difficult times.
Conducts regular progress meetings to ensure adherence to the schedule.
Motivates and inspires high performance by team members.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?
Time Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Keeps and maintains a To-Do list.
Confronts significant problems directly to reduce their impact on the schedule.
Determines which tasks need to be completed urgently.
Able to keep to the project schedule.
Usually works with a sense of urgency.
Initially focuses on high priority items.
If [Participant Name] were to make improvements in Time Management, what are your suggestions for how he/she can improve this?
Clarity	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Provides a clear vision for the future.
Maintains clarity in goals and objectives.
Clearly defines work objectives for employees.
Is clear about the roles and duties of team members.
Communicates with clarity and efficiency.
Clearly explains responsibilities to individuals.
If [Participant Name] were to make improvements in Clarity, 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
Makes sure there are adequate budget resources to support monetary rewards.
Creates an "Innovator of the Month" award to promote and recognize innovative activities by employees.
Uses recognition to guide employees to better work standards.
Expresses appreciation in informal settings.
Recognizes employees immediately when they go above and beyond the expected level of performance.
Ensures that all employees feel valued, respected, and appreciated for their contributions.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?
Company	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Makes sure employees have a sense of belonging and purpose in the organization.
Does the right thing, even when no one is watching.
Offers leadership that inspires bold thinking and long-term impact.
Builds a team that can scale with the business.
Encourages adapting and experimentation to deal with new issues facing the company.
Ensures transparency in performance evaluations, promotions, and compensation decisions.
If [Participant Name] were to make improvements in Company, 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.