Company- 360 Degree Feedback Survey Sample #8

Instructions

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

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 .

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Company	Agree	Unsure	Disagree	N/A
Encourages employees to take ownership of their work and feel proud of their contributions.
Expresses loyalty and dedication to [Company] in interactions with others.
Takes on new projects without compromising existing work.
Believes in what we do and how we do it.
Creates a culture where employees feel proud of how they treat one another and work together.
Strategic Focus	Agree	Unsure	Disagree	N/A
Maintains strategic focus by regularly reviewing the strategic plan and taking corrective actions as needed to stay on track.
Maintains a strategic focus on external factors impacting the success of the company.
Makes sure employees understand the strategy and goals.
Monitors company performance and makes adjustments to the strategic plan as needed.
Develops a strategic plan for adapting the organization to better respond to external changes in the marketplace.
Bias for Action	Agree	Unsure	Disagree	N/A
Supports others to gain skills
Uses time management to focus on the most critical tasks and allocate time effectively to ensure they are completed.
Takes action immediately when an opportunity or problem arises.
Continually improving on existing processes and procedures.
Works to achieve department goals.
Continual Learning	Agree	Unsure	Disagree	N/A
Shares best practices with others and learns from others.
Sets relevant learning objectives and goals.
Improves on their skill sets.
Pursues professional development opportunities when they arise.
Is open to new ideas and concepts.
Attitude	Agree	Unsure	Disagree	N/A
Greets teammates each morning with authentic warmth and curiosity, setting a tone of shared purpose.
Approachable and easy to talk to.
Encourages the team to experiment and learn, reinforcing that setbacks are a natural part of progress.
Expresses genuine belief in the team's ability to overcome challenges and thrive.
Views every interaction as an opportunity to grow and refine perspective.
Persuasion and Influence	Agree	Unsure	Disagree	N/A
Defends the long-term vision against short-term pressures that compromise integrity or purpose.
Gets people to change their minds and alter the way they do things.
Reinforces key messages through repetition, storytelling, and strategic emphasis, making them memorable and actionable.
Influences others to complete tasks and goals.
Gets employees to change the way they process inputs.
Managing Risk	Agree	Unsure	Disagree	N/A
Evaluates risks against acceptable risk levels.
Uses risk management to ensure smooth operations.
Develops appropriate strategies to minimize risks.
Responds appropriately to unexplained or unanticipated events.
Seeks specific risks that will create opportunities to advance the department/company.
Co-worker Development	Agree	Unsure	Disagree	N/A
Works to identify root causes of performance problems
Provides ongoing feedback to co-workers on their development progress
Takes immediate action on poor performance
Sets and clearly communicates expectations, performance goals, and measurements to others
Adapts coaching and mentoring approach to meet the style or needs of individuals
Recognition	Agree	Unsure	Disagree	N/A
Aligns rewards with professional development and individual aspirations.
Recognizes employees immediately when they go above and beyond the expected level of performance.
Offers specific and public verbal encouragement to employees.
Assesses the capabilities of team leaders to recognize their employees.
Creates awards or recognition for specific service anniversary dates.

46. Overall, please rate the effectiveness of [Participant Name Here].
    

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

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