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 .

Company	Agree	Unsure	Disagree	N/A
Expresses loyalty and dedication to [Company] in interactions with others.
Understands the "basics" as to how [Company] functions/operates.
Impresses upon others the important aspects of [Company].
Understands how decisions impact other business units beyond their immediate department of work group.
Follows existing procedures and processes.
Strategic Focus	Agree	Unsure	Disagree	N/A
Lets employees know how their roles contribute toward the achievement of strategic company objectives.
Understands the importance of developing strategic capabilities.
Analyzes the environment to develop strategies to achieve competitive advantage in the marketplace.
Identifies and addresses strategic risks impacting operations.
Determines the best strategy for achieving elevated levels of performance.
Bias for Action	Agree	Unsure	Disagree	N/A
Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
Seeks and utilizes opportunities for continuous learning and self-development.
Conveys a sense of urgency about addressing problems and opportunities
Completes work on time
Displays high energy and enthusiasm on consistent basis.
Continual Learning	Agree	Unsure	Disagree	N/A
Sets relevant learning objectives and goals.
Builds on their strengths while addressing their weaknesses.
Takes the initiative to learn new skills.
Grasps new ideas, concepts, technical, or business knowledge.
Views setbacks as opportunities to learn from.
Attitude	Agree	Unsure	Disagree	N/A
Contributes to a positive work environment.
Treats all people fairly and with respect.
Shows by their actions that they trust in the positive intentions of others.
Works to eliminate unnecessary work or barriers that get in others' way.
Visibly supports and encourages diversity in style and background.
Persuasion and Influence	Agree	Unsure	Disagree	N/A
Has excellent influencing/negotiating skills.
Persuades others to consider alternative points of view.
Able to express own goals and needs.
Develops a good rapport with others.
Communicates effectively with others.
Managing Risk	Agree	Unsure	Disagree	N/A
Ensures that any risky decisions taken are based on informed decision making.
Works effectively to mitigate risks.
Establishes good controls over the process to better manage risks.
Identifies the most significant risks from business operations.
Designs risk management activities that support the success of the company.
Co-worker Development	Agree	Unsure	Disagree	N/A
Adapts coaching and mentoring approach to meet the style or needs of individuals
Gives others development opportunities through project assignments and increased job responsibilities
Takes immediate action on poor performance
Sets and clearly communicates expectations, performance goals, and measurements to others
Works to identify root causes of performance problems
Recognition	Agree	Unsure	Disagree	N/A
Makes people around them feel appreciated and valued.
Recognizes individuals for a specific outstanding achievement.
Finds opportunities to recognize others.
Lets employees know when they have done well
Is sincerely interested in the suggestions of co-workers

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.