Coworker Development - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Co-worker Development	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Adapts coaching and mentoring approach to meet the style or needs of individuals
Gives others development opportunities through project assignments and increased job responsibilities
Provides ongoing feedback to co-workers on their development progress
Sets and clearly communicates expectations, performance goals, and measurements to others
Takes immediate action on poor performance
Works to identify root causes of performance problems
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?
Communication Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Uses software, graphics, or other aids to clarify complex or technical reports.
Informs supervisor about progress made on goals and objectives.
Willing to express their concerns to colleagues.
Communicates effectively with all levels of the organization.
Uses polite language and shows respect for others' opinions and time.
Understands the preferences of the intended audience.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?
Flexibility	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Responds to diverse challenges.
Responds to issues and problems with creative solutions and innovation.
Remains agile and responsive to address changing needs in a dynamic environment.
Able to adapt processes in response to critical incidents that impact the workflow.
Faces the unknown head-on, turning challenges into opportunities for growth and innovation.
Creates personalized training schedules, offering various learning formats (like virtual and in-person sessions), and provides tailored training resources.
If [Participant Name] were to make improvements in Flexibility, what are your suggestions for how he/she can improve this?
Emotional Intelligence	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Is able to control their own emotions.
Is attentive to emotional cues and interprets others' feelings correctly.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Accurately perceives the emotional reactions of others.
Able to understand others' points of view.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?
Quality	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Promotes quality improvement practices in the department.
Ensures high consistency across batches or production runs.
Sets expectations for achieving high quality services and products.
Establishes timeframes for achieving suitable quality levels.
Effectively coordinates with other departments to improve quality.
Understands and uses established quality procedures/controls.
If [Participant Name] were to make improvements in Quality, what are your suggestions for how he/she can improve this?
Achievement	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Met required benchmarks for the position.
Completes work to given time frame and to budget
Strives for operational excellence by refining workflows and optimizing procedures.
Balances risk and reward with thoughtful strategies that propel success.
Driven to complete goals despite obstacles that may arise.
Sets ambitious standards of performance.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?
Trustworthy	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Takes care to maintain confidential information.
Builds and maintains the trust of others.
Seeks to mitigate grievances by clarifying intentions and finding suitable remedies.
Consistently keeps commitments.
Works in a way that makes others want to work with her/him.
Demonstrates congruence between statements and actions.
If [Participant Name] were to make improvements in Trustworthy, what are your suggestions for how he/she can improve this?

43. Strengths
    
    
    
44. Areas for Development
    
    
    
45. Please give any final comments or suggestions for [Participant Name Here]'s assessment.