Empowering Others - 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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Empowering Others	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Values the opinions of others.
Assigns tasks that allow employees to use their critical thinking skills.
Gives employees the authority to act on their own.
Allows the team to take responsibility for the project.
Encourages independent, original thinking and creative problem-solving.
Trusts employees with important responsibilities.
Empowers employees to structure their work hours to maximize their productivity.
Recognizes the importance of a healthy work/life balance.
Assigns important tasks to subordinates.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?
Organizational Fluency	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Understands the current organizational culture.
Able to deal with sensitive issues with tact and professionalism.
Able to explain departmental policies and procedures to others.
Gets things done through the department.
Understands departmental policies and procedures.
Effective in communicating with others within the organization.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?
Performance	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Able to organize work.
Listens and responds to issues and problems
...Overall Performance
Works well in this position.
Effectively organizes resources and plans
Has great overall performance
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?
Decision Making	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is able to learn from mistakes.
Asks for additional information when making critical decisions.
Decides which short- and long-term goals should be created.
Evaluates information before making a final decision.
Takes into account the impact decisions will have on others.
Comes across as confident, decisive, and resilient
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?
Juggling Multiple Responsibilities	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
Keeps track of multiple assignments and deadlines.
Plans and organizes continuously while performing all other responsibilities and activities.
Assesses current capabilities before committing to new requests from customers.
Organizes tasks for the most efficient order of completion.
Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, 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
Avoids promoting a hyper competitive culture in favor of a more collaborative one.
Guides team members to reconcile their differences and collaborate effectively.
Integrates digital tools to streamline the collaborative processes of Research and Development.
Effectively uses digital tools do you use to improve collaboration in the department.
Uses digital tools to support collaborative efforts in document creation?
Utilizes digital tools to enhance collaborative efforts in creating process and policy documents.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Cultural Awareness	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Views diversity as a strength, not as an issue.
Acknowledges their own biases in cultural interactions.
Seeks out different viewpoints and benefits from different perspectives.
Develops skills and attitudes to bridge cultural differences.
Open to learning about different cultures.
Understands the impact that our culture may have on interactions between individuals.
If [Participant Name] were to make improvements in Cultural Awareness, what are your suggestions for how he/she can improve this?

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