Engagement- 360 Degree Feedback Survey Sample #9

360 Feedback Survey

Instructions

We appreciate you taking the time to provide valuable feedback for the individual mentioned above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Your insights are crucial in offering a comprehensive evaluation. Please rate each item using the scale provided. If you find that you do not have sufficient first-hand knowledge to rate a particular item, select the Not Applicable option.

In addition to the ratings, we encourage you to include comments where possible. These comments are particularly useful when you give a very high or very low rating, as they provide context and clarity regarding your assessment. Explaining your reasons in the comment section helps ensure that your feedback is constructive and actionable.

Your responses, combined with feedback from other contributors, will be compiled and presented to the individual. This collective feedback aims to support their continuous growth and development by highlighting strengths and identifying areas for improvement. Your thoughtful participation is essential in helping them achieve their full potential.

You can save your progress on partially completed forms by clicking the Save/Still Working button located at the bottom of the page. This allows you to come back at a later time to finish or make any necessary edits to the form. When you return, your previously saved responses will automatically be displayed, allowing you to seamlessly continue where you left off. When you have completed filling out the form and are confident that no further changes are needed, please click the Complete button.

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Engagement	Definite Strength	Meets Standards	Needs Development	N/A
Regularly keeps employees informed of important changes.
Work well with other people in the department.
Acknowledges contributions publicly when appropriate.
Encourages employees to share ideas that improve processes and outcomes.
Holds employees accountable for meaningful outcomes.
Change Management	Definite Strength	Meets Standards	Needs Development	N/A
Adopts changes to set and example for others to follow.
Modifies leadership style to address new challenges.
Develops a proactive strategy to manage changes happening in the business environment.
Offers training, resources, and encouragement to help employees adapt and succeed in the new environment.
Adapts strategy and leadership to meet emerging demands.
Trustworthy	Definite Strength	Meets Standards	Needs Development	N/A
Delivers on promises made.
Takes care to maintain confidential information.
Is trustworthy; is someone I can trust.
Is a person you can trust.
Consistently keeps commitments.
Accountability	Definite Strength	Meets Standards	Needs Development	N/A
Follows through on commitments made.
Requires employees to submit monthly reports of the work they performed.
Tackles issues head on and finds solutions.
Is someone you can trust.
Takes full responsibility for unmet expectations and makes corrective actions immediately.
Managing Performance	Definite Strength	Meets Standards	Needs Development	N/A
Obtains commitment from employees regarding completion of tasks.
Ensures employees understand how work is to be completed.
Reviews monthly or weekly reports of quantitative metrics (sales/production) to measure performance level.
Conveys expectations for meeting performance metrics.
Determines the Objectives and Key Results (OKRs) needed for the position.
Objectives	Definite Strength	Meets Standards	Needs Development	N/A
Effectively organizes resources and plans
Assures [Company] principles are understood, employed & pursued.
Sets long-term and short-term goals.
Consistently provides me with timely feedback for improving my performance.
Encourages me to take on greater responsibility.
Conflict Management	Definite Strength	Meets Standards	Needs Development	N/A
Anticipates where bottlenecks or competing priorities may cause tension and adjusts systems accordingly.
Determines what issues can be agreed upon.
Establishes roles and responsibilities.
Identifies who holds the authority to make decisions.
Balances assertiveness with empathy, persuading without coercion and influencing without alienating

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

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

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