Developing Others - 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.

Developing Others

• Provides constructive feedback to others.
• Assesses employees' developmental needs.
• Encourages employees through recognition of positive changes in behavior.
• Tries to ensure employees are ready to move to the next level.
• Recognizes and celebrates accomplishments of others.

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

Continual Improvement

• Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
• Looks for ways to improve work processes and procedures.
• Encourages an employee culture of continuous improvement to seek out better ways of doing things.
• Promotes training and development opportunities to enhance job performance.
• Analyzes processes to determine areas for improvement.

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

Results Oriented

• Encourages a high-energy, fun work environment and coaches others on how to do the same
• Demonstrates the personal confidence to "stay the course," even when faced with difficulty
• Stays focused on meeting the needs of customers.
• Directs team in prioritizing daily work activities
• Helps others when free-time is available.

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

Strategic Focus

• Understands their role within the organization.
• Focuses attention on treating the causes of problems rather than simply addressing the symptoms.
• Creates plans to develop and promote organizational and area strengths, as well as to address weaknesses.
• Looks for opportunities to enhance contributions to the bottom line.
• Sustains or achieves a competitive advantage for the organization by analyzing the best practices and lessons learned from other organizations.

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

Organizational Fluency

• Gets things done through the department.
• Is aware of other organizational cultures to compare/contrast with the current organizational culture.
• Able to use corporate politics to advance department objectives.
• Effective in communicating with others within the organization.
• Adept at navigating within the culture of the department.

If [Participant Name] were to make improvements in Organizational Fluency, 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.