Developing Others - 360 Degree Feedback Survey Sample #13

Instructions

You have been selected to provide valuable feedback for the manager listed above. Your insights are an important part of [Participant]'s leadership development process. This tool is designed to gather broad and comprehensive feedback on the core competencies and role responsibilities that are crucial for the continuous success of our organization.

When responding to the assessment form, please consider your experiences working with this individual over the past six to twelve months. Reflect on specific instances, interactions, and overall performance that you have observed. Your responses will be combined with feedback from other colleagues to create a holistic view of the manager's strengths and areas for improvement. This collective feedback will be used to guide their ongoing professional development.

Please be candid and constructive in your comments, as they will be shared anonymously with the manager. Your feedback will be instrumental in helping them understand their impact on the team and the organization, and in identifying opportunities for growth. We appreciate your time and effort in contributing to this important process.

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.



Please complete your response by .

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Developing Others	Strongly Disagree	Disagree	Agree	Strongly Agree
Is open to receiving feedback.
Develops employees by offering and encouraging them to take on new or additional responsibilities.
Assesses employees' developmental needs.
Tries to ensure employees are ready to move to the next level.
Creates a work environment that fosters positive feedback to employees.
Assigns tasks and responsibilities to develop skills of others.
Recognizes and celebrates accomplishments of others.
Supports the successes of other employees.
Sets performance objectives for subordinates that encourages development opportunities.
Coaching	Strongly Disagree	Disagree	Agree	Strongly Agree
Redirects conversations from focusing on problems to exploring solutions.
Fosters an environment where coaching is considered an integral part of the corporate culture.
Challenges the employee to grow and reflect on their capabilities and opportunities.
Ensures that employees have the time to participate in coaching.
Gives constructive feedback without becoming confrontational.
Organizational Fluency	Strongly Disagree	Disagree	Agree	Strongly Agree
Able to use corporate politics to advance department objectives.
Effective in communicating with others within the organization.
Able to deal with sensitive issues with tact and professionalism.
Able to explain departmental policies and procedures to others.
Understands the current organizational culture.
Clarity	Strongly Disagree	Disagree	Agree	Strongly Agree
Avoids stating unclear or conflicting goals.
Makes sure goals and objectives are clearly and thoroughly explained and understood.
Adjusts communication methods to the needs of the audience.
Uses appropriate grammar and tense in communications.
Clarifies problems and their causes to help employees correct them.
Communication Skills	Strongly Disagree	Disagree	Agree	Strongly Agree
Provides feedback in a helpful and respectful way, focusing on improvement.
Presents information in a clear and logical format.
Checks for understanding throughout conversations or group presentations/discussions
Responds to questions with accurate and complete answers
Engages in clear communication with both senior and junior management.
Passion To Learn	Strongly Disagree	Disagree	Agree	Strongly Agree
Holds self and associates accountable for goal achievement.
Takes advantage of training opportunities when they arise.
Demonstrates a willingness to participate in continuing education courses.
Enhances value to the company through additional training and development.
Is committed to enhancing their own knowledge and skills.
Innovation	Strongly Disagree	Disagree	Agree	Strongly Agree
Creates new and imaginative approaches to work-related issues.
Transforms raw ideas into actionable plans with a higher likelihood of successful implementation.
Establishes and monitors key performance indicators (KPIs) for innovation.
Identifies fresh approaches to solving problems.
Seeks new ideas and adapts to changing environments.
Change Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Empowers employees with decision-making responsibilities to allow them to take ownership of certain aspects of the change.
Facilitates change with minimal resistance.
Solicits input from employees to help get their buy-in for the change.
Communicates the vision necessary to implement the changes for the department/organization.
Supports various change management activities.

45. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
46. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
47. Overall, please rate the effectiveness of [Participant Name Here].
    

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

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