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 .

Edit this Survey

Would you like to edit this survey? Click here to begin.

Continual Learning	Strongly Disagree	Disagree	Agree	Strongly Agree
Improves on their skill sets.
Takes the initiative to learn new skills.
Participates in regular training offered.
Shares best practices with others and learns from others.
Builds on their strengths while addressing their weaknesses.
Views setbacks as opportunities to learn from.
Pursues professional development opportunities when they arise.
Sets relevant learning objectives and goals.
Pursues learning that will enhance job performance.
Persuasion and Influence	Strongly Disagree	Disagree	Agree	Strongly Agree
Persuades others to adopt new views and perspectives.
Balances assertiveness and collaboration to reach outcomes that align with both organizational priorities and stakeholder interests.
Able to influence others to meet certain goals.
Engages in careful planning and preparation before communicating or proposing new ideas/projects.
Earns the respect of employees by consistently doing what they ask of others - modeling the behavior they wish to see.
Quality	Strongly Disagree	Disagree	Agree	Strongly Agree
Identifies strategies and their associated risks to improve quality.
Designs effective quality control systems.
Maintains detailed instructions to ensure consistency and quality in the production line.
Maintains attention to detail on the job.
Analyze what occurred and re-adjusts accordingly when goals are not met.
Results Oriented	Strongly Disagree	Disagree	Agree	Strongly Agree
Sets important goals for the department.
Prioritizes tasks to best achieve the results.
Quickly integrates feedback to refine execution plans without losing momentum.
Is a high achiever.
Flexible and willing to change the strategy to better achieve the objectives.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Collaborates with team members to achieve common goals.
Collaborates with others to resolve conflicts constructively.
Builds a culture of trust and mutual respect where team members are encouraged to value each other's contributions.
Encourages teammates to settle their differences and work together.
Engages in teamwork to handle disputes positively.
Conflict Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Gathers patterns from conversations that inform broader organizational improvements.
Identifies the root cause of the problems.
Creates an environment where team members work collaboratively rather than compete with one another.
Attempts to determine the root sources of grievances.
Steers the process towards compromise and conflict resolution.

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.