Coworker Development - 360 Degree Feedback Survey Sample #11

360 Feedback Survey

Questionnaires Measuring Coworker Development:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)

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.

To what extent does [Participant Name] exhibit the following ...

SELECT the rating that best reflects the employee's performance in the areas listed.

Co-worker Development

What does Co-worker Development mean?
It means that ...
  • You give others development opportunities through project assignments and increased job responsibilities
  • You provide ongoing feedback to co-workers on your development progress
  • You take immediate action on poor performance
  • You work to identify root causes of performance problems
  • You set and clearly communicate expectations, performance goals, and measurements to others

To what extent does this person exhibit Co-worker Development?
Select from one of the ratings below.

Self Management

What does Self Management mean?
It means that ...
  • You do not allow own emotions to interfere with the performance of others.
  • You analyze own reactions on the spot to ensure that communication does not appear to be driven by anger.
  • You consciously control own negative emotions in order to keep team morale up.
  • You deal with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
  • You use patience and self-control in working with customers and associates.

To what extent does this person exhibit Self Management?
Select from one of the ratings below.

Persuasion and Influence

What does Persuasion and Influence mean?
It means that ...
  • You attempt to persuade others rather than simply control them.
  • You understand what others need.
  • You have excellent influencing/negotiating skills.
  • You are able to express own goals and needs.
  • You communicate effectively with others.

To what extent does this person exhibit Persuasion and Influence?
Select from one of the ratings below.

Commitment To Result

What does Commitment To Result mean?
It means that ...
  • You convey strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
  • You create a sense of urgency among the store team members to complete activities, which drive sales.
  • You encourage commitment in others to obtain results.
  • You are able to focus on a task even when working alone.
  • You coordinate all department activities into a cohesive team effort.

To what extent does this person exhibit Commitment To Result?
Select from one of the ratings below.

Managing Risk

What does Managing Risk mean?
It means that ...
  • You respond appropriately to unexplained or unanticipated events.
  • You reward innovative experiments to try new ideas.
  • You work within constraints of the organization.
  • You know how to obtain desired results with minimal losses.
  • You effectively respond to critical situations to reduce potential for losses.

To what extent does this person exhibit Managing Risk?
Select from one of the ratings below.

Areas for Development

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