Establishing Focus/Direction - 360 Degree Feedback Survey Sample #13

Instructions

You are being requested to provide valuable feedback on the manager listed above. Your insights and observations are a crucial element in our continuous efforts to enhance our performance through this leadership development program. This feedback tool has been carefully designed to gather detailed and comprehensive input on the core competencies and role responsibilities that are integral to the ongoing success and growth of our organization.

We believe that your unique perspective, based on your interactions and experiences with this manager, will contribute significantly to identifying strengths, areas for improvement, and opportunities for professional growth. Your feedback will help us foster a culture of excellence, accountability, and continuous improvement within our leadership team.

As you complete the assessment form, please reflect on your interactions with this individual over the past six to twelve months. Your responses will be combined with feedback from others and presented to the manager to aid in their ongoing development. Rest assured, your comments will be shared anonymously, exactly as you write them.

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.



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Establishing Focus/Direction	Strongly Disagree	Disagree	Agree	Strongly Agree
Gains employee commitment to the task.
Creates measures of performance to ensure progress is being made.
Is flexible and ready to adjust strategies in response to changing circumstances.
Articulates the objectives in clear, measurable terms so that every team member understands what success looks like.
Establishes work schedules for the crew to keep progress moving forward.
Excellent at managing time.
Developing a plan or strategy providing a clear path forward.
Schedules regular one-on-one meetings with employees to help give focus and direction.
Helps guide employees with prioritizing tasks.
Continual Improvement	Strongly Disagree	Disagree	Agree	Strongly Agree
Fosters a culture of open communication and continuous improvement.
Analyzes processes to determine areas for improvement.
Open to the suggestions from others.
Looks for ways to improve work processes and procedures.
Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
Feedback	Strongly Disagree	Disagree	Agree	Strongly Agree
Continuously gathers and embeds feedback from a wide array of sources.
Invites and values input from others to gain a more comprehensive understanding of their abilities and areas where they can develop further.
Breaks down the feedback into manageable components, to help employees better understand the actions needed to improve.
Views feedback as an opportunity for growth.
Selects an appropriate set of individuals (peers, subordinates, customers) to provide feedback through a 360-Feedback system.
Attitude	Strongly Disagree	Disagree	Agree	Strongly Agree
Engages in empathetic listening without interrupting others or posturing in front of a group.
Responds constructively to last-minute changes and shifting priorities, without frustration or resistance, and with a positive attitude.
Always does their best effort on the job.
Welcomes revisions to plans when they lead to better outcomes, rather than clinging to original strategies.
Listens actively to others without interrupting or dismissing their contributions.
Initiative	Strongly Disagree	Disagree	Agree	Strongly Agree
Will continue to work on a problem even in the face of obstacles.
Takes action in the absence of specific direction.
Begins a task and follows through until completion.
Persists in stakeholder engagement even when initial outreach is met with resistance or indifference.
Acts quickly when an opportunity becomes available.
Interpersonal Skills	Strongly Disagree	Disagree	Agree	Strongly Agree
Assists those in the department who need help in meeting performance metrics.
Recognizes the contributions of others.
Communicates well at all levels of the organization.
Embraces the differences in individuals that comprise the team.
Successfully resolves conflicts and grievances to a win-win solution.
Trustworthy	Strongly Disagree	Disagree	Agree	Strongly Agree
Is a person you can trust.
Takes care to maintain confidential information.
Demonstrates congruence between statements and actions.
Works in a way that makes others want to work with her/him.
Communicates an understanding of the other person's interests, needs and concerns.

40. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
41. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
42. Overall, please rate the effectiveness of [Participant Name Here].
    

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

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