Continual Learning - 360 Degree Feedback Survey Sample #13

Instructions

You have been selected to provide valuable feedback for the manager listed above. Your insights are an important part of [Participant]'s leadership development process. This tool is designed to gather broad and comprehensive feedback on the core competencies and role responsibilities that are crucial for the continuous success of our organization.

When responding to the assessment form, please consider your experiences working with this individual over the past six to twelve months. Reflect on specific instances, interactions, and overall performance that you have observed. Your responses will be combined with feedback from other colleagues to create a holistic view of the manager's strengths and areas for improvement. This collective feedback will be used to guide their ongoing professional development.

Please be candid and constructive in your comments, as they will be shared anonymously with the manager. Your feedback will be instrumental in helping them understand their impact on the team and the organization, and in identifying opportunities for growth. We appreciate your time and effort in contributing to this important process.

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 .

Continual Learning	Strongly Disagree	Disagree	Agree	Strongly Agree
Views setbacks as opportunities to learn from.
Sets relevant learning objectives and goals.
Pursues learning that will enhance job performance.
Improves on their skill sets.
Pursues professional development opportunities when they arise.
Is open to new ideas and concepts.
Takes charge of their training and skills enhancement.
Seeks opportunities to grow in skills and knowledge.
Grasps new ideas, concepts, technical, or business knowledge.
Persuasion and Influence	Strongly Disagree	Disagree	Agree	Strongly Agree
Attempts to persuade others rather than simply control them.
Persuades others to consider alternative points of view.
Seeks to obtain consensus or compromise.
Develops a good rapport with others.
Communicates effectively with others.
Quality	Strongly Disagree	Disagree	Agree	Strongly Agree
Provides advice and guidance to team members on improving quality controls.
Effectively coordinates with other departments to improve quality.
Identifies strategies and their associated risks to improve quality.
Encourages others to achieve high quality standards.
Effectively works with Quality Control (QC) engineers.
Results Oriented	Strongly Disagree	Disagree	Agree	Strongly Agree
Is considered a high achiever.
Creates measures of performance to track progress.
Completes all required coursework.
Sets benchmarks and milestones to measure progress toward the objectives.
Completes urgent tasks first.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Keeps everyone aligned and motivated to maintain a cohesive and productive team.
Shares skills and time to help the team thrive.
Cultivates a collaborative culture that drives innovation, productivity, and employee satisfaction.
Gains the cooperation of others to accomplish common goals and objectives.
Fosters strong collaborative relationships with suppliers.
Conflict Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Promotes employee engagement to reduce tensions and negativity, creating an environment where conflicts are easily managed.
Seeks to remove misperceptions that may contribute toward conflict.
Facilitates both parties in collaboratively seeking a compromise.
Addresses contentious issues earlier rather than later.
Avoids being judgmental and micromanaging of employees.

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

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

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