Engagement- 360 Degree Feedback Survey

About this Survey

Engagement is the deep connection employees feel to their work, demonstrated through involvement, high energy, enthusiasm, and commitment to organizational success. It is strengthened when employees are aligned with company values and goals, understand their roles, remain aware of changes, and exercise autonomy while contributing meaningful impact through accountability and innovation. Engagement thrives in environments that support employee development, encourage input, provide feedback and recognition, and foster satisfaction, interpersonal relations, and trust between supervisors and teams. Ultimately, engagement reflects a culture where employees feel valued, supported, and inspired, creating both individual fulfillment and collective achievement.

This questionnaire is designed to give HR leaders clear, actionable insight into the key drivers of employee engagement within their organization. Each item reflects well-constructed dimensions of engagement, 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 Engagement

• Personal Connection: the emotional bond and sense of belonging employees feel toward their work and the organization. It is reflected in pride, motivation, and positive attitudes, where employees see their roles as meaningful and feel personally tied to the company's success. Personal connection is about identity and attachment--employees who feel engaged recommend the company to others, enjoy their daily responsibilities, and find fulfillment in being part of the workplace culture. In essence, it captures the emotional resonance and attachment that makes work feel rewarding and purposeful.
• High Energy: the sustained effort, resilience, and professionalism employees bring to their work each day. It is demonstrated through consistent hard work, going the extra mile, and maintaining a level of vitality that inspires coworkers to stay motivated and engaged. High energy is about stamina and persistence--employees who show up with focus, drive, and mental resilience build trust, earn responsibility, and strengthen team success. In essence, it reflects the physical and mental vigor that fuels productivity and creates a deeper sense of ownership and belonging within the workplace.
• Enthusiasm: the emotional and motivational dimension of engagement expressed through pride, passion, and eagerness to contribute, making collaboration more enjoyable and reinforcing the importance of work for the organization. Enthusiasm is contagious, spreading positivity across teams, encouraging problem-solving, and building momentum that carries the whole group forward. Enthusiasm is about joy, passion, and emotional commitment, creating a positive environment where employees feel connected, inspired, and proud of their contributions.
• Commitment: the dedication and responsibility employees demonstrate through consistent effort, collaboration, and alignment with organizational values expressed in behaviors such as going the extra mile, fostering teamwork, and delivering superior performance to advance company goals. Commitment is less about emotional attachment and more about demonstrated loyalty and perseverance--employees show their commitment by supporting engagement initiatives, living the company's values, and consistently striving for excellence. Commitment is about acting with determination and responsibility to ensure organizational success.
• Alignment: the connection between individual actions and the broader mission, vision, and strategic direction of the organization reflecting how employees ensure their decisions, attitudes, and daily work are consistent with company goals and values. Alignment is about confidence in leadership, trust in the organization's trajectory, and a shared sense of purpose across teams. In essence, it ensures that employees are not just doing their jobs, but are doing them in ways that reinforce the company's direction and collective objectives.
• Impact: the tangible outcomes and influence employees create through their contributions going beyond being aligned with goals to focus on accountability, innovation, and the visible difference employees make for their teams, the organization, and even the community. Impact is demonstrated when employees take initiative, propose improvements, and see how their work produces meaningful results that are recognized and valued. Impact is about making a measurable difference that advances success and strengthens the company's presence internally and externally.
• Autonomy: the freedom and trust employees have to make decisions, organize their work, and take ownership of outcomes. It is about independence in how tasks are approached, flexibility in managing priorities, and confidence from supervisors that employees can resolve issues without constant oversight. Autonomy fosters innovation, accountability, and creativity by allowing individuals to choose methods, tools, and workflows that suit them best. In essence, autonomy is about empowerment in the present--employees are trusted to act with discretion and responsibility in shaping how their work gets done.

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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Engagement

Role
Model

Capable and
Effective

Somewhat
Effective

Needs
Development

Personal Connection

1. Recommends Company as a great place to work.

2. Has a positive attitude toward working for the company.

3. Involved in day-to-day roles to contribute toward the success of the organization.

4. Has a high level of engagement with the company.

High Energy

5. Work harder to enjoy more successes on the job.

6. Brings energy that inspires coworkers to give their best effort.

7. Goes the extra mile strengthening the team's success, creating a deeper sense of belonging.

8. Has high levels of energy and mental resilience at work.

Enthusiasm

9. Creates a positive team environment where team members feel more connected to work.

10. Is enthusiastic about coming to work each day.

11. Is passionate about building momentum that carries the whole team forward.

12. Approaches work with enthusiasm, pride, and a strong sense of the importance of work for the organization.

Commitment

13. Tries to do their best every day.

14. Committed to the success of the organization.

15. Is dedicated to building strong connections with colleagues and contributing to high-quality work.

16. Goes the extra mile to finish work.

Alignment

17. Supports the mission and vision of the company.

18. Recognizes that the company is going in the right direction.

19. Demonstrates a high degree of alignment with the mission and values of the company.

20. Supports the direction the supervisor is taking the department.

Impact

21. Has a positive impact on the organization.

22. Encourages employees to experiment with new approaches and propose improvements.

23. Gives employees a strong sense of social responsibility and impact on the community.

24. Lets employees know how their work contributes to a positive impact on the community.

Autonomy

25. Able to make their own decisions at work.

26. Allows employees to have flexibility over when tasks are to be completed.

27. Allows staff to organize workflows in a way that best suits their needs.

28. Determines how best to complete tasks.

Employee Development

29. Helps staff identify areas for growth and offers constructive suggestions.

30. Gives employees challenging tasks to maintain their engagement and prevent boredom.

31. Gives employees an opportunity to develop new skills and work on cross-functional projects.

32. Provides others with opportunities to develop their career at the company.

Role Clarity

33. Understands how their job contributes to the bottom line.

34. Ensures that employees have clearly defined goals for their job.

35. Has a clear understanding of job role and responsibilities.

36. Clearly understands their purpose and role in the department.

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