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Survey Questions: Feedback

Giving Feedback

• My team assesses job performance against set objectives and benchmarks, pinpointing opportunities for enhancement.
• My manager focuses on specific behaviors or actions rather than general comments.
• The project leader provides clear and specific feedback based on observable behaviors.
• My supervisor bases feedback on observable/observed behaviors or specific instances.
• My manager bases feedback on observable facts and behaviors, not personal opinions or emotions.

• The project leader enables employees to improve performance by providing feedback.
• Supervisors provide constructive feedback geared towards helping employees grow and develop their skills.
• My supervisor helps individuals reflect on their experiences and learn from their mistakes.
• My manager addresses specific actions or behaviors, rather than making it about the person's character.
• Our department delivers feedback in a respectful and supportive manner.
• My manager clarifies what is expected in terms of performance and behavior.
• My division improves employees on an ongoing basis through constructive feedback.
• The project lead shares past experiences with others as learning opportunities.

• My manager provides actionable suggestions and support for improvement.
• Our department fosters a sense of accountability in performance.
• Leaders recognize and reinforce positive behaviors and achievements as positive reinforcement.
• The team leader addresses specific issues and provides constructive advice, feedback, and helps individuals improve their performance.
• My supervisor recognizes my strengths and identifies areas where improvement is needed.
• The company provides feedback to help employees reorient their behaviors to improve performance.

• My supervisor provides frequent and effective feedback to subordinates.
• Our team adheres to all deadlines in the on-line feedback process.
• The project leader provides feedback as soon after the event as possible.
• Supervisors provide feedback in a timely manner to help employees understand their strengths and areas for improvement while the events are still fresh in their minds.
• My supervisor completes assessment forms in a timely manner.

• My manager begins feedback with what the recipient is doing well to set a positive tone that helps them feel valued.
• Managers include both positive feedback and areas for improvement.
• The project manager acknowledges both strengths and areas for improvement.
• My supervisor provides feedback to others that includes both their strengths and weaknesses.
• The team leader offers both positive and negative feedback to provide a well rounded assessment of the individual.

• Our department evaluates work performance against established goals and standards, identifying areas where improvements can be made.
• My supervisor invites the recipient to share their perspective and ask questions.
• My manager focuses constructive criticism on specific behaviors or outcomes rather than personal attributes.
• The project manager ensures that the feedback is related to the recipient's role and responsibilities.
• My department leverages feedback from multiple sources to offer a comprehensive perspective on the employee.

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Receiving Feedback

• Colleagues seek feedback from team members, senior leaders, and external stakeholders to gain diverse perspectives and insights that inform decision-making and strategy.
• My manager seeks input from team members, senior leaders, and external stakeholders to harness diverse perspectives and insights for informed decision-making and strategic planning.
• My manager seeks feedback from others.
• The department head seeks a more comprehensive understanding of abilities and identifies specific areas for improvement.
• Employees are not embarrassed to ask for an opinion.
• My supervisor seeks out constructive criticism and praise from colleagues, supervisors, and team members.
• My supervisor seeks feedback to enhance performance.
• Our team solicits feedback from others.
• My supervisor seeks input from others, asking for their perspectives and suggestions on how to improve.
• My supervisor seeks feedback from team members, senior leaders, and external stakeholders.

• Associates welcome feedback as a catalyst for self-reflection and development.
• Coworkers in my department embrace feedback to help to build self-awareness.
• Associates embrace feedback from others on their own strengths and shortcomings.
• Employees in my department welcome feedback from others about strengths and areas for improvement.
• Employees welcome feedback as a valuable experience.
• Team members embrace feedback with a growth mindset.

• Managers gather and integrate feedback from diverse sources.
• Senior executives seek input from diverse sources to ensure all perspectives are acknowledged and different viewpoints are taken into account.
• Colleagues involve external stakeholders, such as customers, partners, and industry experts, to bring in fresh perspectives and innovative ideas.
• My team seeks and incorporates feedback from various sources.
• Colleagues gather input from team members, senior leaders, and external stakeholders to obtain varied perspectives and insights that guide decision-making and strategy.
• Coworkers seek out different perspectives on important issues.
• Our department seeks contributions from diverse sources to ensure all voices are valued and different viewpoints are incorporated.
• My team seeks and values feedback from a variety of sources, including peers, supervisors, and external stakeholders.
• My manager gathers and embeds feedback from a wide array of sources.
• Our department seeks and utilizes data from several sources.
• My supervisor seeks out and applies feedback from multiple channels.
• Coworkers in my department solicit input from various sources to ensure that all voices are heard and that different viewpoints are considered.

• Leaders invite and value input from others to gain a more comprehensive understanding of their abilities and areas where they can develop further.
• My manager asks others for their ideas and opinions.
• Coworkers select an appropriate set of individuals (peers, subordinates, customers) to provide feedback through a 360-feedback system.
• My team leader engages with team members, senior leaders, and external stakeholders to gather a variety of perspectives and insights that inform strategy and decision-making.
• Associates look to others for input.

• My manager is open to receiving insights from others about their strengths and areas needing development.
• My team leader is easy to approach with ideas and opinions.
• Supervisors consider other's opinions and suggestions.
• My manager is visible and approachable.
• Managers are receptive to feedback from others regarding both strengths and weaknesses.
• The project leader open to feedback, new perspectives, continuous learning and self-development.
• My supervisor open to the suggestions of others.
• My manager accepts constructive criticism and praise from others regarding strengths and weaknesses.
• Coworkers are open to receiving feedback.
• Supervisors are willing to consider different viewpoints and understand that diverse perspectives can offer valuable insights.
• The project manager accepts the views of others.
• My team is willing to listen and consider feedback from colleagues, supervisors, and other stakeholders.

• Associates use feedback appropriately for professional development.
• My team uses performance feedback as a tool for employee development.
• Associates engage in a proactive approach to feedback to foster a culture of continuous learning and development.
• Employees in my department demonstrate a commitment to personal and professional growth through open acceptance of feedback results.
• My manager demonstrates a firm commitment to continuous learning and self-improvement.
• Supervisors create an environment that values continuous learning and improvement.

• The project lead listens and considers input from others, regardless of whether the feedback is positive, negative or constructive.
• My manager allows the person providing feedback to complete their thoughts without interrupting them.
• My supervisor gives full attention to the feedback provider.

• My supervisor asks for clarification of any feedback is confusing or incomplete.
• Managers engage with team members to allow for a better understanding of on-the-ground realities and operational issues.

• Employees in my department use feedback as a catalyst for self-reflection and development.
• Team members ensure that any concerns raised through feedback are resolved.
• Our department reviews work achievements in relation to defined goals and criteria, recognizing areas for potential improvement.
• Coworkers recognize feedback as a vital catalyst for personal and professional development.

• I can take action on problems identified through feedback.
• I know how to break down the feedback into manageable components, to help me better understand the actions needed to improve.
• My supervisor implements concrete solutions to address issues identified via feedback.
• My team monitors and adjusts performance in response to feedback by regularly assesses progress making necessary changes to improve effectiveness.
• Leaders help employees transform their feedback results into practical steps.
• Employees in my department integrate feedback appropriately to support professional advancement, ensuring it is handled with integrity.
• I know how to implement actionable strategies to address any issues identified through feedback.
• My supervisor monitors and adjusts performance in response to feedback.
• Coworkers in my department apply practical strategies to resolve issues identified through feedback.
• The members of my team address any issues discovered during the feedback process.
• The project manager follows up on any issues identified through the feedback process.
• I am able to take the feedback to heart and implement change where necessary.
• My manager executes effective plans to tackle problems highlighted by feedback.
• My manager ensures that subordinates act on the feedback they receive from others.
• The team leader designs growth strategies and action plans to tackle performance gaps and requirements, informed by feedback.
• The supervisor creates an action plan for me based on the feedback I received.

• My manager ensures the protection and confidentiality of those providing feedback.
• The project manager upholds the privacy and integrity of feedback contributors.
• Supervisors maintain the integrity and confidentiality of feedback givers.
• Senior executives maintain the confidentiality of feedback given.

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Managing the Process

• Supervisors leverage feedback responsibly to enhance professional skills.
• The members of my team utilize feedback in a manner that prioritizes professional development and avoid any misuse.
• Our team is effective in using 360-degree feedback as a tool for individual and organizational development.
• Our department measures performance against predefined goals and standards, detecting opportunities for growth.
• Our team applies feedback responsibly for professional growth, ensuring it is used ethically and constructively.
• My supervisor works with others to ensure a smooth feedback process.
• The supervisor determines the appropriate timeline for implementing feedback results.
• My manager manages the feedback process.
• My manager implements best practices regarding feedback.
• Team members employ feedback judiciously to foster professional growth, maintaining a focus on ethical and constructive use.

• I can offer guidance to assist employees in adjusting their behaviors to enhance performance.
• Managers conduct effective feedback discussions by concentrating on expectations, observations, evaluations, and outcomes.
• Managers guide employees through a structured process of reflection and action planning.
• The project manager engages in productive performance feedback conversations.
• I can assist employees in analyzing the feedback they receive to identify key themes and specific areas for improvement.
• My team guides employees in translating their feedback into action plans.
• The supervisor reviews the feedback that subordinates receive from others.
• Leaders facilitate constructive feedback sessions by emphasizing actual observations compared to performance goals.
• My manager helps employees to thoroughly understand the feedback they receive, identifying key takeaways, and determining specific steps they can take to address any areas for improvement.
• Leaders conduct effective performance feedback conversations by focusing on helping the employee's career development.
• I assist the members of my team in using their feedback to create clear and manageable goals that align with their professional development plans.
• The project lead assists employees in converting their feedback results into actionable items.
• Supervisors engage in productive feedback conversations by focusing on expectations, observations, assessments, and consequences.
• My manager engages in impactful performance feedback sessions.

• My manager provides support and resources, such as training programs, mentorship, or tools, to help employees develop the skills and knowledge required to implement these changes effectively.
• My manager provides guidance and support throughout the feedback process.
• The company offers resources, tools, and regular check-ins to ensure employees stay on track and make meaningful progress during the feedback process.
• The department head facilitates employees in transforming feedback into tangible actions.
• Leaders equip managers with essential tools, training, and support to guarantee feedback is constructive, timely, and actionable.
• My manager conducts regular feedback sessions, such as one-on-one meetings or performance reviews, to help maintain ongoing communication and ensure that employees stay on track with their development goals.
• Supervisors provide the necessary tools, training, and support to ensure that feedback is constructive, timely, and actionable.
• My division offers the necessary resources, education, and assistance to ensure feedback is effective, prompt, and practical.
• My manager facilitates meaningful performance feedback discussions.
• The project manager facilitates effective feedback between managers and their employees.
• Our department leadership cultivates a positive atmosphere by providing feedback, guidance, and support.

• The company hosts training sessions on communication skills, supplying self-assessment tools, and setting up feedback systems.
• Supervisors plan workshops on effective communication, providing resources for self-assessment, and establishing feedback mechanisms.
• My department organizes workshops on effective communication, offering resources for self-assessment, and implementing feedback systems.
• My team works with Human Resources to implement training for the feedback system.
• My department conducts seminars on effective communication, offering self-assessment resources, and deploying feedback frameworks.

• My manager expresses appreciation for the feedback and acknowledge the effort others put into providing it, fostering a positive feedback culture.
• My team sees feedback as an opportunity to learn and improve.
• Colleagues view feedback as a way to identify areas for improvement, set meaningful goals, and continuously strive for excellence.
• Managers view feedback as a positive experience.
• The members of my team view feedback as a valuable insight into their work behaviors, strengths, and areas for improvement.
• Coworkers consider feedback as a positive and enriching process.
• Coworkers in my department regard feedback as a beneficial opportunity.
• Employees in my department see feedback as an opportunity for growth.
• Colleagues view feedback as an opportunity for growth.

• Supervisors foster a culture of continuous improvement by embracing feedback from others.
• The supervisor fosters a constructive environment through feedback, coaching, and mentoring.
• Senior executives nurture an environment that supports lifelong learning and progress.
• My team leader fosters a culture where feedback is seen as a valuable opportunity for growth and development.
• Leaders promote an atmosphere that champions continuous education and enhancement.
• My division builds an atmosphere that fosters open communication, mutual respect, and perpetual growth to enable effective feedback exchanges between managers and their teams.
• My department develops a culture that supports open conversations, mutual respect, and continuous enhancement to facilitate constructive feedback between managers and their employees.
• The project manager fosters a culture of continuous improvement, where feedback is used as a valuable tool for growth and development.
• My team leader cultivates a setting that promotes open dialogue, mutual regard, and ongoing development to ensure effective feedback between managers and their employees.
• My manager fosters a culture of dialogue and performance insights at all levels which is essential for effective feedback in crucial interactions between employees and their managers.
• Managers create an environment that encourages open communication, mutual respect, and continuous improvement to facilitate effective feedback between managers and their employees.
• My manager creates an atmosphere that supports and encourages dialogue, enabling employees to develop the necessary skills to effectively seek, provide, and receive feedback.