Establishing Focus/Direction - 360 Degree Feedback Survey Sample #12

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.

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.

To what extent does [Participant Name] exhibit the following ...

SELECT the rating that best reflects the employee's performance in the areas listed.

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Establishing Focus/Direction

• Gives direction to the department/organization.
• Identifies areas for improvement and makes any necessary course corrections.
• Helps guide employees with prioritizing tasks.
• Maintains self-control when personally criticized.
• Monitors the workload balance and their impact on employees.

Needs Improvement		Fully Proficient		Excels/ Role Model
Click this box to make your rating

Comments:

Self Management

• Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
• Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
• Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
• Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
• Analyzes interpersonal problems instead of reacting to them.

Needs Improvement		Fully Proficient		Excels/ Role Model
Click this box to make your rating

Comments:

Results Oriented

• Prioritizes tasks to best achieve the results.
• Determines the best approach to achieving the expected results.
• Determines the parts of the project that need completed first.
• Proactively identifies when others need assistance and offers help without being asked.
• Encourages open dialogue to surface new ideas and pivot strategies collaboratively.

Needs Improvement		Fully Proficient		Excels/ Role Model
Click this box to make your rating

Comments:

Interpersonal Skills

• Is someone you can trust.
• Takes time to recognize the efforts of others.
• Willing to overlook personal differences and focus on completing the task at hand.
• Maintains a high degree of honesty and integrity.
• Anticipates the concerns of other employees.

Needs Improvement		Fully Proficient		Excels/ Role Model
Click this box to make your rating

Comments:

Responsible

• Sets a good example.
• Sets high personal standards of performance.
• ...takes personal responsibility for results.
• Behavior is ethical and honest.
• Works in a way that makes others want to work with her/him.

Needs Improvement		Fully Proficient		Excels/ Role Model
Click this box to make your rating

Comments:

Strengths


Areas for Development


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