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
Establishes goals that allow employees top operate independently in the field.
Sets goals to allow the employee to have more autonomy over their work.
Gives employees autonomy to complete tasks on their own.
Distributes the workload to subordinates.
Encourages others to obtain necessary skills and training.
Recognizes the expertise that employees have in certain areas and allows them the freedom to operate as they see fit.
Encourages employees to take on greater responsibilities.
Supports the decisions of others even if those decisions may sometimes lead to mistakes.
Allows employees to participate in the workload of the department.
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
Adept at navigating within the culture of the department.
Able to deal with sensitive issues with tact and professionalism.
Understands the current organizational culture.
Anticipates problems that may affect the department.
Able to explain departmental policies and procedures to others.
Understands departmental policies and procedures.
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
Listens and responds to issues and problems
Shown significant improvement in job performance.
Works effectively in the department.
Effective in performing his/her job.
Sets a high standard for job performance.
...Produce Quality
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
Decides which short- and long-term goals should be created.
Facilitates meetings with others to try to consider alternative courses of action.
Makes decisions that support the department's goals and objectives.
Formulates imaginative decisions.
Encourages creative problem-solving by treating constraints as design challenges rather than obstacles.
Has enough self-control to avoid making impulsive decisions.
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
Prioritizes tasks for efficiency.
Completes multiple tasks simultaneously.
Uses a scheduler/planner to keep tasks organized and on time.
Keeps track of multiple assignments and deadlines.
Assesses current capabilities before committing to new requests from customers.
Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
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
Works cooperatively with others to solve problems.
Maintains strong relationships with suppliers to ensure quality standards are met.
Encourages open communication to support a collaborative environment.
Builds strong interpersonal relationships for more effective collaboration.
Encourages collaboration with other departments.
Devotes time and energy to empower the team to succeed.
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
Values the diverse perspectives from others.
Promotes continuous learning about customs, traditions, and workplace etiquette.
Accepts individual differences.
Actively listens to other employees' stories about their culture.
Respects the views offered by individuals with different cultural backgrounds.
Consistently acknowledges and validates the contributions of team members from all 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.