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

• Works to identify root causes of performance problems
• 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
• Provides ongoing feedback to co-workers on their development progress

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

Problem Solving

• Actively seeks the root cause of a problem.
• Finds creative ways to get things done with limited resources.
• Is a good problem solver and decision maker
• Identifies fresh approaches and shows a willingness to question traditional assumptions.
• Works cooperatively with others to solve problems.

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

Conflict Management

• Deals effectively with employee grievances.
• Identifies and takes steps to prevent potential confrontations.
• Helps employees to think through alternative ways to resolve conflict situations.
• 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

• Able to deal with sensitive issues with tact and professionalism.
• Adept at navigating within the culture of the department.
• Able to use corporate politics to advance department objectives.
• Anticipates problems that may affect the department.
• Understands departmental policies and procedures.

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

Creativity

• Is creative.
• Creates a lot of new ideas.
• Develops solutions to challenging problems.
• Is creative and inspirational.
• 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.