Feedback - 360 Degree Feedback Survey Sample #13

Instructions

You have been selected to provide valuable feedback for the manager listed above. Your insights are an important part of [Participant]'s leadership development process. This tool is designed to gather broad and comprehensive feedback on the core competencies and role responsibilities that are crucial for the continuous success of our organization.

When responding to the assessment form, please consider your experiences working with this individual over the past six to twelve months. Reflect on specific instances, interactions, and overall performance that you have observed. Your responses will be combined with feedback from other colleagues to create a holistic view of the manager's strengths and areas for improvement. This collective feedback will be used to guide their ongoing professional development.

Please be candid and constructive in your comments, as they will be shared anonymously with the manager. Your feedback will be instrumental in helping them understand their impact on the team and the organization, and in identifying opportunities for growth. We appreciate your time and effort in contributing to this important process.

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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Feedback	Strongly Disagree	Disagree	Agree	Strongly Agree
Implements best practices regarding feedback.
Begins feedback with what the recipient is doing well to set a positive tone and helps them feel valued.
Offers resources, tools, and regular check-ins to ensure employees stay on track and make meaningful progress during the feedback process.
Regularly assesses job performance against set objectives and benchmarks, pinpointing opportunities for enhancement.
Provides guidance and support throughout the feedback process.
Considers other's opinions and suggestions.
Welcomes feedback as a catalyst for self-reflection and development.
Implements concrete solutions to address issues identified via feedback.
Avoids becoming defensive or taking feedback personally, understanding that the purpose of feedback is to improve performance or behavior.
Self Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
Analyzes interpersonal problems instead of reacting to them.
Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
Steps away from a situation to process appropriate response.
Persuasion and Influence	Strongly Disagree	Disagree	Agree	Strongly Agree
Works to persuade others.
Designs communication strategies that sequence information logically, building understanding and commitment step by step.
Is aware of boundaries and limits on interactions to prevent disputes.
Creates an environment where employees can explore new ideas and evolve their approach to problem-solving.
Is aware of how messages may be received and interpreted by individuals.
Goals	Strongly Disagree	Disagree	Agree	Strongly Agree
Makes sure that team members have a clear idea of our group's goals.
Fully backs the objectives assigned to subordinates.
Gives helpful feedback and lends support to coworkers in reaching their goals.
Determines the critical metrics that will indicate progress toward goals.
Sets goals to improve performance metrics and measures progress by taking regular measurements over time.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Engages in teamwork to handle disputes positively.
Fosters strong collaborative relationships with suppliers.
Respects and utilizes diverse perspectives in addressing challenges.
Collaborates in time, effort, and expertise to help achieve success.
Models collaborative behavior through leading by example.
Client Focus	Strongly Disagree	Disagree	Agree	Strongly Agree
Is available to respond to client needs.
Makes sure client needs are understood by the team members.
Supports client focused policies and procedures.
Prioritizes client issues based on urgency.
Consistently exceeds client expectations.
Others	Strongly Disagree	Disagree	Agree	Strongly Agree
Supports the efforts of other employees in implementing solutions to problems.
Helpful
Treats others with respect and dignity.
...treats others with respect and dignity.
Consistently demonstrates ability and willingness to trust others.
Organizational Fluency	Strongly Disagree	Disagree	Agree	Strongly Agree
Gets things done through the department.
Is aware of other organizational cultures to compare/contrast with the current organizational culture.
Understands departmental policies and procedures.
Effective in communicating with others within the organization.
Able to explain departmental policies and procedures to others.

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

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

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