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
Provides incentives to help employees remain committed to the completion of important tasks.
Anticipates potential challenges or obstacles that might derail department plans.
Shows employees how their contributions make a meaningful impact.
Helps guide employees with prioritizing tasks.
Distinguishes between minimum acceptable performance and aspirational excellence.
Works with focus and direction in the face of obstacles.
Ensures that employees have the tools, training, and support needed to complete the task successfully.
Guides the team's activities toward completion of the goal.
Is aware of each employees needs.
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
Uses patience and self-control in working with customers and associates.
Does not allow own emotions to interfere with the performance of others.
Steps away from a situation to process appropriate response.
Analyzes interpersonal problems instead of reacting to them.
Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
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
Demonstrate enthusiasm and a willingness to learn new skills and knowledge
Seeks opportunities for continuous learning.
Allows employees to fully participate in employee training and professional development.
Contributing fully to the extent of their skills
Encourages employees to take courses relevant to their job.
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
Does not become distracted by non-issues or interruptions.
Recognizes the problem that needs to be solved.
Completes work on time.
Strives to exceed performance benchmarks.
Anticipates potential obstacles and builds contingency plans to maintain momentum.
Uses encouraging language to uplift team morale during difficult phases.
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
Strives for win/win solutions
Is open and approachable
Assists employees that need help.
Expresses appreciation of other's work.
Communicates initiatives in a clear and actionable manner to employees.
Demonstrates good communication with colleagues and customers.
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
Completes assigned work tasks.
Acts as a resource without removing individual responsibility.
Holds herself / himself accountable to goals / objectives
Is a person you can trust.
Responsible for setting the vision of the department.
Sets a good example
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.