Emotional Intelligence - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Emotional Intelligence	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Is able to control their own emotions.
Able to understand others' points of view.
Accurately perceives the emotional reactions of others.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Is able to express themselves clearly.
Is able to manage their own emotions.
Is attentive to emotional cues and interprets others' feelings correctly.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?
Self Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
Steps away from a situation to process appropriate response.
Uses patience and self-control in working with customers and associates.
Consciously controls own negative emotions in order to keep team morale up.
Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
If [Participant Name] were to make improvements in Self Management, what are your suggestions for how he/she can improve this?
Continual Learning	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Takes charge of their training and skills enhancement.
Sets relevant learning objectives and goals.
Is open to new ideas and concepts.
Views setbacks as opportunities to learn from.
Pursues learning that will enhance job performance.
Grasps new ideas, concepts, technical, or business knowledge.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?
Flexibility	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Willing to try new approaches to solving problems if the current solution isn't working.
Changes strategies based on new information.
Can easily accommodate changes in personnel of the department.
Encourages others to adopt new procedures.
Possesses a high degree of flexibility to meet the challenges posed by unforeseen circumstances.
Can handle changes without complaining.
If [Participant Name] were to make improvements in Flexibility, what are your suggestions for how he/she can improve this?
Innovation	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Improves on ideas of others.
Creates a safe environment for idea-sharing.
Searches for opportunities and innovative ways to improve the organization.
Adjusts creative approaches to ensure they meet both short-term and long-term business goals.
Provides incentives for employees who contribute innovative ideas and successfully implement them.
Helps focus the department on innovation.
If [Participant Name] were to make improvements in Innovation, what are your suggestions for how he/she can improve this?
Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Promotes open participation and communication within department and throughout the organization.
Keeps everyone aligned and motivated to maintain a cohesive and productive team.
Seeks continuous improvement through the input from coworkers and staff.
Respects and utilizes diverse perspectives in addressing challenges.
Builds consensus among partners.
Rewards collaborative efforts of team members.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Negotiation	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Committed to working with both sides and openly sharing information.
Is aware of and manages own emotions and understands the emotions of others which helps in navigating tense situations and in finding common ground.
Is prepared to walk away if core interests are not met.
Able to say "no" when necessary to effectively execute business strategy and meet long-term objectives.
Tailors approaches to more effectively address current demands.
Able to manage and resolve conflicts constructively.
If [Participant Name] were to make improvements in Negotiation, what are your suggestions for how he/she can improve this?

45. Strengths
    
    
    
46. Areas for Development
    
    
    
47. Please give any final comments or suggestions for [Participant Name Here]'s assessment.