Emotional Intelligence - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Emotional Intelligence:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Instructions:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

In responding to the questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going 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.

Sample Result Document:
Sample Results
Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team


Emotional Intelligence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is able to express themselves clearly.
  1. Accurately perceives the emotional reactions of others.
  1. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Is able to manage their own emotions.
  1. Is able to control their own emotions.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?

Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes responsibility for things that go wrong
  1. Sets an example for others to follow
  1. Delegate tasks effectively
  1. Makes you feel enthusiastic about your work
  1. Is ready to offer help
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Delegates tasks and assignments to subordinates as soon as a request has been made.
  1. Pursues goals with action to achieve success.
  1. Focuses on tasks without being distracted.
  1. Overcomes obstacles that may impede progress on a task.
  1. Sets high standards for themselves and others.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Pursues learning that will enhance job performance.
  1. Builds on their strengths while addressing their weaknesses.
  1. Shares best practices with others and learns from others.
  1. Improves on their skill sets.
  1. Views setbacks as opportunities to learn from.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates.
  1. Is aware of the deadlines for specific tasks/assignments.
  1. Builds in extra time in the schedule for unplanned events/occurrences.
  1. Avoids bottlenecks in progress by assigning multiple individuals to critical tasks.
  1. Begins tasks as soon as possible.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Technology Use/Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
  1. Applies complex rules and regulations to maintain optimal system performance.
  1. Proficient in the use of technical systems and processes.
  1. Maximizes the use of new technology to deliver products and services.
  1. Supports employee training and development initiatives regarding implementation of technology.
If [Participant Name] were to make improvements in Technology Use/Management, what are your suggestions for how he/she can improve this?

Responsible

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Completes assigned work tasks.
  1. Holds herself / himself accountable to goals / objectives
  1. ...takes personal responsibility for results.
  1. Sets high personal standards of performance.
  1. Sets a good example.
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

Conflict Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Attempts to determine the root sources of grievances.
  1. Attempts to accommodate vital interests of those who felt alienated or suffered injustice.
  1. Determines what issues can be agreed upon.
  1. Facilitates collaborative processes to reduce conflict.
  1. Establishes roles and responsibilities of team members.
If [Participant Name] were to make improvements in Conflict Management, what are your suggestions for how he/she can improve this?

Teamwork

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Facilitates effective decision-making practices to further develop the team.
  1. Takes the time to actively listen to other team member's perspectives.
  1. Finds opportunities to recognize and reward team members.
  1. Builds relationships across boundaries and with key stakeholders by developing informal and formal networks.
  1. Listens carefully to other team members.
If [Participant Name] were to make improvements in Teamwork, what are your suggestions for how he/she can improve this?

Strategic Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands the importance of developing strategic capabilities.
  1. Turns strategic priorities into action plans.
  1. Makes strategic changes to stay ahead of changes in the business environment.
  1. Makes plans to handle unforeseen events that could impact the achievement of strategic goals.
  1. Crafts and executes strategies to advance the company.
If [Participant Name] were to make improvements in Strategic Focus, what are your suggestions for how he/she can improve this?

Fiscal Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Ensures others follow the correct rules and regulations on fiscal matters.
  1. Monitors expenses and verifies the need for items purchased.
  1. Develops of the department's annual budget.
  1. Provides budgeting and accounting support to the Company.
  1. Monitors spending.
If [Participant Name] were to make improvements in Fiscal Management, what are your suggestions for how he/she can improve this?

  1. What are [Participant Name Here]'s greatest strengths demonstrated this year?


  2. What are [Participant Name Here]'s areas for development?


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