Coworker Development - 360 Degree Feedback Survey Sample #10

360 Feedback Survey

Instructions

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the comment section for that competency. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses and will be not making any changes, click the Complete button.

Co-worker Development

• Takes immediate action on poor performance
• Adapts coaching and mentoring approach to meet the style or needs of individuals
• Sets and clearly communicates expectations, performance goals, and measurements to others
• Works to identify root causes of performance problems
• Gives others development opportunities through project assignments and increased job responsibilities

If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?

Problem Solving

• Understands the root causes of problems.
• Implements effective solutions to critical problems.
• Identifies and assesses all potential responses to a problem.
• Effective in solving problems.
• Is a good problem solver and decision maker

If [Participant Name] were to make improvements in Problem Solving, what are your suggestions for how he/she can improve this?

Conflict Management

• Assists team members by helping them see the other point of view.
• Discusses conflict situations with supervisor.
• Identifies and takes steps to prevent potential confrontations.
• Tries to understand others' point of view before making judgments
• Clearly expresses expectations to others.

If [Participant Name] were to make improvements in Conflict Management, what are your suggestions for how he/she can improve this?

Organizational Fluency

• Is aware of other organizational cultures to compare/contrast with the current organizational culture.
• Understands the current organizational culture.
• Effective in communicating with others within the organization.
• Gets things done through the department.
• Able to explain departmental policies and procedures to others.

If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?

Creativity

• Inspires creativity in their team.
• Is creative and inspirational.
• Creates a lot of new ideas.
• Develops solutions to challenging problems.
• Conceives, implements and evaluates ideas.

If [Participant Name] were to make improvements in Creativity, what are your suggestions for how he/she can improve this?

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

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

Strengths


Areas for Development


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