Emotional Intelligence - 360 Degree Feedback Template #4

Dear Employee:


Welcome to our 360-Degree Feedback Assessment of [Participant Name]. Our objective is to provide feedback which will help advance his/her leadership skills and capabilities. We are asking you to take time to respond to this survey to help us identify where we are doing well and where we have opportunities to do better.

We have developed this survey with questions tailored for [Participant Name]'s position in the department to provide you with an opportunity to anonymously rate many facets of his/her leadership performance. The survey will assess what you value most in their leadership skills and allow you to make positive suggestions for improvement.

Please be honest, constructive and thoughtful in your responses. The results of this survey will be used to help drive our future success. If you have any questions about the process please contact [Contact Person].

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



Instructions:
Please complete the items below and press the submit button at the end of the survey. If you need multiple sessions to complete the survey, please click the "Submit" button at the end of each session to save your responses. Please feel free to skip any items that you do not wish to respond to. Keep in mind that your responses help us to become a better place to work. So, you are encouraged to respond to all items on the questionnaire.

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Emotional Intelligence	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Able to understand others' points of view.
Accurately perceives the emotional reactions of others.
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Is able to control their own emotions.
Performance	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Able to organize work.
Works effectively in the department.
Effective in performing his/her job.
Has great overall performance
Listens and responds to issues and problems
Adaptability	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Adapts to new work processes and procedures.
Adapts to novel, dynamic, and changing situations requiring creative solutions to new problems.
Able to quickly learn new ways of performing their job.
Responds quickly to new information.
Willing to change priorities as needed to reach consensus.
Bias for Action	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Initiates action on tasks without being prompted to do so.
Prioritizes tasks to ensure the most essential tasks are completed first.
Ensures that every concept is systematically transformed into practical, measurable steps for implementation.
Uses creativity to solve problems, tackle obstacles and make progress.
Uses time management to focus on the most critical tasks and allocate time effectively to ensure they are completed.
Problem Solving	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Facilitates rapid development and exchange of ideas.
Uses creative thinking to develop new solutions to problems.
Works cooperatively with others to solve problems.
Compares the proposed solutions against each other and against any existing solutions to determine which one is likely to yield the best results.
Effective in solving difficult problems.
Initiative	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Volunteers time and effort toward the completion of important goals.
Does more than expected.
Expands the offerings of the department by working evenings and weekends.
Champions under-supported ideas by building coalitions or reframing proposals to gain traction.
Takes appropriate actions to address problems or issues.
Results Oriented	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Uses dashboards or visual tools to communicate progress transparently.
Is considered a high achiever.
Follows up on service delivery to confirm expectations were met or exceeded.
Establishes feedback loops to monitor progress and adjust plans dynamically.
Determines the objectives for the project.
Teamwork	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Gives constructive advice to other team members.
Finds opportunities to recognize and reward team members.
Works well with other team members.
Regularly attends team meetings.
Makes sure each team member participates in the task.

41. On a scale of Excellent to Poor, how would you rate your overall employment with [Company] and why?
    

    -Excellent -Good -Average -Poor




42. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    
    
43. If you had an opportunity to make any change you wanted to make [Company] a better place to work, what one improvement would you make?
    
    
    
44. What changes do you see [Company] making in order to raise the standards?
    
    
    
45. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    
46. What do you like best about working for [Company]?
    
    
    
47. What do you like least about working for [Company]? How could it be improved?
    
    
    
93. Use the space below to enter any final comments you would like to be noted: