Employee Relations - 360 Degree Feedback Survey

About this Survey

Employee Relations is the strategic practice of fostering trust, fairness, and mutual respect between employees and management through consistent communication, collaborative working relationships, and equitable interactions that reflect shared organizational values. It encompasses supportive leadership, transparent decision-making, and accessible management that uphold procedural fairness, legal compliance, and thoughtful engagement across performance, discipline, grievances, and conflict resolution. By valuing autonomy, recognizing contributions, and aligning policies with evolving needs, Employee Relations strengthens morale, promotes collective bargaining integrity, and ensures a work environment where employees feel heard, empowered, and respected.

This questionnaire is designed to give HR leaders clear, actionable insight into the key drivers of Employee Relations within their organization. Each item reflects well-constructed dimensions of Employee Relations, allowing you to quickly identify strengths, gaps, and opportunities for improvement. The survey is fully customizable, enabling you to tailor questions to your culture, workforce, and strategic priorities without starting from scratch. HR‑Survey partners with you to refine the instrument, interpret results, and ensure you gather the data needed to make confident, evidence‑based decisions. By using this tool, you gain a reliable, efficient way to understand your employees' experience and strengthen engagement across your organization.

Important Aspects of Employee Relations

• Communication: the flow of information--how, when, and with what clarity leaders convey updates, decisions, and expectations to employees. It involves proactive outreach, transparency about changes, and creating channels where employees feel safe to offer feedback. Strong communication ensures that employees are consistently informed, heard, and included in procedural developments, fostering a sense of empowerment and organizational alignment.
• Appreciative and Respectful: the mindset and interpersonal behaviors that affirm the value of individual employees. It emphasizes empathy, recognition, and advocacy--treating staff with dignity, impartiality, and genuine consideration in daily interactions and decisions. Leaders who embody this dimension actively appreciate contributions, seek employee input, and demonstrate a commitment to each person's success, reinforcing the belief that employees are vital assets to the organization.
• Working Relationships: collaboration and alignment between employees, management, and labor representatives in pursuit of shared goals. It reflects the structural and cultural efforts to build trust, foster cooperation, and ensure that all parties are working together toward the company's mission and priorities. This dimension involves facilitating dialogue, resolving issues through mutual understanding, and cultivating a workplace where collective problem-solving and strategic alignment are the norm.
• Trust: the relational and cultural foundation that enables cooperation, shared accountability, and confidence in leadership. It reflects how employees perceive the integrity, transparency, and strategic alignment of decisions made by management, and whether they feel their contributions are respected and their interests considered. Trust is cultivated through consistent behaviors (such as involving employees in goal-setting, modeling values-based decision-making, and fostering mutual respect between labor and management) that signal reliability and reinforce belief in the organization's long-term vision.
• Fairness/Equity: the everyday behaviors, attitudes, and interpersonal treatment that reflect dignity, impartiality, and respect toward all employees. It's about how individuals are treated in real time--whether they feel valued, respected, and considered in their interactions with managers and peers. This dimension emphasizes empathy, professionalism, and equitable treatment across roles and departments, fostering trust and psychological safety through consistent, thoughtful engagement.
• Support: the relational and adaptive efforts leaders make to empower employees in their day-to-day work. It's about removing barriers, tailoring resources to individual needs, and fostering a culture where employees feel heard, valued, and equipped to succeed. Support brings "leadership" to life through advocacy, flexibility, and personalized encouragement that strengthens morale, collaboration, and professional growth.
• Autonomy and Decision-Making: the operational empowerment of employees to act independently, make choices within their areas of expertise, and shape their workflows. It's about the latitude given to individuals and teams to take initiative, solve problems, and participate meaningfully in decisions that affect their work. This dimension emphasizes the structures and behaviors (like delegation, participatory decision-making, and support for self-directed work) that allow employees to exercise judgment and contribute to outcomes with confidence and ownership.

The Questionnaire

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.

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.

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

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Employee Relations

Role
Model

Capable and
Effective

Somewhat
Effective

Needs
Development

Communication

1. Ensures that procedural changes are communicated in advance and implemented with employee input.

2. Ensures that employees feel safe and empowered to share candid, detailed feedback to the company.

3. Maintains good communication with employees.

4. Is open to hearing from all sides before making a decision.

Appreciative and Respectful

5. Treats staff with impartiality and empathy in day-to-day management decisions.

6. Appreciates and values work by employees in the department.

7. Views employees as a valuable asset of the Company.

8. Is an advocate for employees--looking out for their best interests.

Working Relationships

9. Committed to ensuring Labor and Management are working together.

10. Works with employees toward the same goals.

11. Facilitates Labor and Management working together to achieve the Company vision.

12. Acts in ways that reflects our shared values and organizational priorities.

Trust

13. Works to ensure that Management and Labor trust each other.

14. Entrusts employees with important responsibilities.

15. Makes decisions trusted by the employees.

16. Creates clarity and trust by involving employees in goal-setting and showing how leadership choices reinforce shared success.

Fairness/Equity

17. Treats employees fairly in the department.

18. Treats staff fairly and with thoughtfulness.

19. Maintains fair and equitable treatment in all aspects of employee relations.

20. Is committed to treating employees fairly.

Interactions

21. Demonstrates fairness and thoughtfulness in interactions with staff.

22. Demonstrates consistent fairness and equity in interactions with union representatives.

23. Maintains positive interactions between members of the team.

24. Interactions are guided by principles of fairness, transparency, and equality.

Support

25. Gives employees full support.

26. Provides the tools, training, and resources necessary for employees to succeed in their roles.

27. Offers employees flexibility and accommodations when needed.

28. Creates an environment where employees feel comfortable seeking help or offering feedback to their peers.

Procedural Fairness

29. Ensures employees understand how decisions are made and trust that procedures are followed without favoritism.

30. Addresses employee concerns through processes that uphold fairness, consistency, and equity.

31. Creates hiring panels and promotion committees that reflect diverse perspectives and follow standardized criteria.

32. Makes sure that promotions are awarded fairly.

Autonomy and Decision-Making

33. Is willing to delegate responsibilities to employees.

34. Support self-directed work, allowing teams to set goals and determine the best path to achieve them.

35. Involves employees in decisions regarding implementation of employee development initiatives.

36. Gives employees the autonomy to make decisions and take actions as needed.

37. Overall, please rate the effectiveness of [Participant Name Here].
    

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

    
    
38. Strengths
    
    
    
39. Areas for Development
    
    
    
40. Please give any final comments or suggestions for [Participant Name Here]'s assessment.
    
    

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Sample Results

Sample Result Document:
Sample Results