Establishing Focus/Direction - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Establishing Focus/Direction	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Excellent at managing time.
Sets appropriate goals for employees.
Functions well under stress, deadlines, and/or significant workloads.
Makes sure that employees understand how their work relates to organizational goals.
Makes sure that employees understand and identify with the team's mission.
Helps guide employees with prioritizing tasks.
Maintains self-control when personally criticized.
Maintains focus when handling several problems or tasks simultaneously.
Stays focused even when under pressure and stress.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?
Self Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Steps away from a situation to process appropriate response.
Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
Uses patience and self-control in working with customers and associates.
Does not allow own emotions to interfere with the performance of others.
Analyzes interpersonal problems instead of reacting to them.
Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
If [Participant Name] were to make improvements in Self Management, what are your suggestions for how he/she can improve this?
Professional Development	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Keep themselves up-to-date of technical/professional issues
Allows employees to fully participate in employee training and professional development.
Encourages employees to take courses relevant to their job.
Seeks opportunities for continuous learning.
Demonstrate enthusiasm and a willingness to learn new skills and knowledge
Contributing fully to the extent of their skills
If [Participant Name] were to make improvements in Professional Development, what are your suggestions for how he/she can improve this?
Results Oriented	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Works toward achievement of goals even when confronted with obstacles.
Does not become distracted by non-issues or interruptions.
Helps the team maintain focus on the goals.
Pursues performance benchmarks despite obstacles and setbacks.
Determines the parts of the project that need completed first.
Determined to complete tasks regardless of obstacles that may occur.
If [Participant Name] were to make improvements in Results Oriented, what are your suggestions for how he/she can improve this?
Interpersonal Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Offers constructive criticism to have a positive impact on performance.
Demonstrates a high degree of ethics and integrity in the workplace.
Values the opinions of others.
Recognizes the contributions of others.
Is willing to lend a hand to those in the department who need help.
Strives for win/win solutions
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?
Responsible	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Behavior is ethical and honest.
Holds herself / himself accountable to goals / objectives
...takes personal responsibility for results.
Works in a way that makes others want to work with her/him.
Completes assigned work tasks.
Responsible for setting the vision of the department.
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

40. Strengths
    
    
    
41. Areas for Development
    
    
    
42. Please give any final comments or suggestions for [Participant Name Here]'s assessment.