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 .

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
Faces the person when speaking or listening to engage in direct communication.
Responds to critical concerns of stakeholders.
Prepares and delivers presentations.
Is willing to give feedback to others even if that feedback is critical of their approach.
Effectively delivers presentations to teams, large groups, and diverse audiences
Discusses ideas and concepts with peers.
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
Allows for flexibility in the agenda for the team meeting.
Fosters an inclusive learning environment where everyone feels supported, ultimately leading to stronger team cohesion and increased productivity.
Fosters a culture of flexibility and agility.
Flexible and resilient in addressing critical incidents.
Willing to change ideas or perceptions based on new information.
Ensures that each employee's unique learning style is accommodated, which maximizes the effectiveness of the training.
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
Able to understand others' points of view.
Is able to control their own emotions.
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Is able to manage 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.
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
Views quality issues as a system failure rather than an individual failure.
Assists quality control inspectors.
Provides regular and timely feedback on quality levels.
Promotes an environment that fosters quality and safety.
Designs effective quality control systems.
Is flexible in addressing issues related to quality.
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
Successfully launched the ABC project.
Demonstrates a well-organized and timely approach to achieve desired results
Makes a plan for getting things done and drives execution of the strategic plan, actively supporting or leading initiatives to closure.
Created impactful reports for the re-organization committee.
Makes use of talents of others to help achieve a high level of performance.
Increased production by 20 percent.
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
Communicates an understanding of the other person's interests, needs and concerns.
Seeks to mitigate grievances by clarifying intentions and finding suitable remedies.
Works in a way that makes others want to work with her/him.
Builds and maintains the trust of others.
Is a person you can trust.
Consistently keeps commitments.
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.