Developing Others- 360 Degree Feedback Survey Sample #5

360-Degree Assessment Survey

Dear Employee:

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 Closing Comments section. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

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Thank you for your participation in the survey.

Management Team

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Developing Others	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Assesses employees' developmental needs.
Encourages employees through recognition of positive changes in behavior.
Is open to receiving feedback.
Creates a work environment that fosters positive feedback to employees.
Develops employees by offering and encouraging them to take on new or additional responsibilities.
Managing Performance	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Establishes measures of performance.
Participates in training as needed to improve job performance.
Addresses poor performance sooner rather than later.
Holds the team accountable for meeting objectives.
Implements remediation plans that include specific performance goals in areas most in need of improvement.
Persuasion and Influence	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Obtains the support of others to accomplish goals.
Describes the issue in terms of the customer's experience to help create a mental image for employees to connect emotionally to issues facing customers.
Anticipates questions and provides well-reasoned, evidence-backed responses that reinforce the strength of their position.
Deeply understands the audience/team.
Identifies key stakeholders and tailors influence strategies to each, maximizing impact and coalition-building.
Analytical	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Uses algorithms and quantitative models to determine the costs/benefits of different programs based on mathematical and statistical analysis.
Distills issues down to their core items.
Makes reasonable decisions about the importance of different sources of information.
Considers both risks and costs alongside the potential benefits and success rates when making decisions.
Is precise in the measurement of variables, leading to more accurate data collection.
Goals	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Offers encouragement, removes obstacles, and provides constructive feedback to ensure that subordinates have the confidence and tools they need to succeed in their goals.
Establishes criteria for measuring goal attainment.
Achieves the completion of multiple goals through a combination of strategic planning, adaptability, and effective time management.
Maintains a clear overview of each goal's requirements and deadlines.
Actively participates in defining and setting objectives, ensuring that a variety of input and perspectives are considered.
Negotiation	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Stays well-informed about the issues and priorities.
Makes initial offers based on high aspirations conveying a robust BATNA (Best Alternative to a Negotiated Settlement).
Stays composed and counters aggressive negotiation tactics by reframing unreasonable proposals or actions.
Is an effective negotiator, fostering positive relationships and achieving good outcomes.
Is able to decline bad ideas to avoid making poor decisions.
Strategic Insight	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Maintains knowledge of current trends in the industry.
Creates a mission statement describing the purpose for the organization.
Detects possible misalignments between team activities and strategic goals by regularly reviewing outputs against KPIs.
Meets with customers to gain insight into their core needs and how best to serve them.
Keeps abreast of regulatory, technological, and competitive shifts that could impact the organization's strategic direction.

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

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

    
    
37. Strengths
    
    
    
38. Areas for Development
    
    
    
39. Please give any final comments or suggestions for [Participant Name Here]'s assessment.