Establishing Focus/Direction - 360 Degree Feedback Survey Sample #8

Questionnaires Measuring Establishing Focus/Direction:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Sample Result Document:
Sample Results
Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.

When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.

Please complete your response by .

Establishing Focus/Direction

Agree Unsure Disagree N/A
  1. Makes sure that employees understand and identify with the team's mission.
  1. Maintains focus when handling several problems or tasks simultaneously.
  1. Sets appropriate goals for employees.
  1. Makes sure that employees understand how their work relates to organizational goals.
  1. Functions well under stress, deadlines, and/or significant workloads.

Managing Performance

Agree Unsure Disagree N/A
  1. Ensures that team goals are met 85 percent of the time.
  1. Addresses poor performance sooner rather than later.
  1. Recognizes and values good performance.
  1. Makes sure the team's goals are met.
  1. Sets specific and measurable goals for others and follows through to completion.


Agree Unsure Disagree N/A
  1. Encourages others to adopt new procedures.
  1. Willing to try new ideas.
  1. Able to adapt to new situations.
  1. Works effectively during periods of change.
  1. Open to the perspectives/viewpoints of others.

Passion To Learn

Agree Unsure Disagree N/A
  1. Will participate in training classes even if offered outside of normal working hours.
  1. Demonstrates through personal behavior the commitment to high standards of performance.
  1. Creates an environment that supports personal development and exploration.
  1. Enhances value to the company through additional training and development.
  1. Is open minded and curious about learning new skills.


Agree Unsure Disagree N/A
  1. Identifies opportunities for progress and innovation.
  1. Analyzes issues and reduces them to their component parts.
  1. Asks the "right" questions to size up or evaluate situations.
  1. Uses appropriate techniques to solve problems.
  1. Identifies the root cause of a problem.

Results Oriented

Agree Unsure Disagree N/A
  1. Does not become distracted by non-issues or interruptions.
  1. Demonstrates the personal confidence to "stay the course," even when faced with difficulty
  1. Provides clear expectations for employees.
  1. Encourages a high-energy, fun work environment and coaches others on how to do the same
  1. Stays focused on meeting the needs of customers.


Agree Unsure Disagree N/A
  1. Consistently provides me with timely feedback for improving my performance.
  1. Effectively organizes resources and plans
  1. Assures [Company] principles are understood, employed & pursued.
  1. Establishes goals and objectives.
  1. Sets long-term and short-term goals.

Client Focus

Agree Unsure Disagree N/A
  1. Is pro-active in dealing with clients and addressing their needs.
  1. Satisfies client needs.
  1. Maintains strong relationships with clients.
  1. Obtains feedback to ensure client needs are being met.
  1. Ensures client commitments and requirements are met or exceeded

Customer Focus

Agree Unsure Disagree N/A
  1. ...friendliness and courtesy
  1. Ensures all customer commitments and requirements are met or exceeded.
  1. Does not hesitate to address customer concerns or complaints.
  1. Asks questions and listens carefully to determine customer needs and to ensure that the customer's needs are met.
  1. Develops good rapport and trust with the customer.


Agree Unsure Disagree N/A
  1. Builds alliances between departments and teams.
  1. Creates value within the Company by building networks.
  1. Supports a partnering/networking culture.
  1. Maintains infrastructure to support partnerships and networks.
  1. Develops a sense of trust in subordinates so they can freely interact and share information with others.

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

  2. Strengths

  3. Areas for Development

  4. Please give any final comments or suggestions for [Participant Name Here]'s assessment.