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 .

Empowering Others	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Encourages independent, original thinking and creative problem-solving.
Set clear goals for assignments.
Gives employees important tasks to expand their career options.
Allows the team to take responsibility for the project.
Provides support and resources needed to accomplish goals.
Listens to the ideas employees have for solving issues.
Recognizes and rewards employees who make important decisions and take action when necessary.
Views others in the department as valued assets to be trained and employed.
Allows employees the opportunity to take time off when needed.
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
Is aware of other organizational cultures to compare/contrast with the current organizational culture.
Effective in communicating with others within the organization.
Gets things done through the department.
Able to deal with sensitive issues with tact and professionalism.
Understands the current organizational culture.
Able to use corporate politics to advance department objectives.
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
Has great overall performance
Shown significant improvement in job performance.
Able to organize work.
Works well in this position.
Works effectively in the department.
Sets a high standard for job 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
Examines for patterns in data to help predict future possibilities.
Is creative about the decisions they make.
Decides which short- and long-term goals should be created.
Maintains focus on the "big picture" when making decisions.
Has a good rapport other people which is helpful in making decisions on the team.
Acts confidently in the absence of guidance.
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
Is aware of the deadlines for specific tasks/assignments.
Spends the most time and effort on critical tasks first.
Ensures that assignments are prioritized according to the needs of the department/company.
Organizes tasks for the most efficient order of completion.
Begins tasks as soon as possible.
Keeps track of multiple assignments and deadlines.
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
Builds consensus among team members.
Builds strong interpersonal relationships for more effective collaboration.
Collaborates in group decision making.
Includes all stakeholders in the decision making process.
Encourages open communication to support a collaborative environment.
Ensures all team members understand the goals.
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
Seeks clarification to avoid misunderstandings.
Recognizes individual and cultural differences.
Treats others with dignity and respect.
Is willing to include individuals with different cultural backgrounds on the team.
Is aware of cultural differences in business etiquette.
Effective in working with individuals with a variety of cultural backgrounds.
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.