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Interpersonal Skills - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Interpersonal Skills:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Instructions:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

In responding to the questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses, and will be not making any changes, click the Complete button.

Competencies Included:
Interpersonal Skills, Emotional Intelligence, Developing Others, Bias for Action, Performance, Decision Making, Change Management, Technology Use/Management, Regulatory/Compliance, Business Acumen
Sample Result Document:
Sample Results
Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team
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Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Strives to lead by example to demonstrate the value of interpersonal relationships.
  1. Demonstrates positive behaviors for others to follow.
  1. Is well respected in the department.
  1. Provides constructive feedback in a way that fosters acceptance and development.
  1. Demonstrates willingness to work with others.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

Emotional Intelligence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Accurately perceives the emotional reactions of others.
  1. Is able to express themselves clearly.
  1. Is able to control their own emotions.
  1. Is attentive to emotional cues and interprets others' feelings correctly.
  1. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?

Developing Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is open to receiving feedback.
  1. Sets performance objectives for subordinates that encourages development opportunities.
  1. Assesses employees' developmental needs.
  1. Recognizes and celebrates accomplishments of others.
  1. Creates opportunities for professional development.
If [Participant Name] were to make improvements in Developing Others, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Has the confidence to make decisions independently when necessary, without always seeking approval.
  1. Divides large tasks into smaller more manageable steps to maintain momentum.
  1. Uses time management to focus on the most critical tasks and allocate time effectively to ensure they are completed.
  1. Focuses on results through actions that are always aimed at achieving tangible results and meeting deadlines.
  1. Does not wait for approvals unless absolutely necessary.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Effective in performing his/her job.
  1. Works effectively in the department.
  1. Shown significant improvement in job performance.
  1. Listens and responds to issues and problems
  1. Works well in this position.
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Establishes critical limits (such as budget, timeline, compliance, or resource availability) before evaluating alternatives.
  1. Connects unrelated concepts or data points to form innovative solutions that others may overlook.
  1. Defines parameters that will impact the decision making process.
  1. Uses simulations, role-playing, or scenario planning to explore outcomes before committing to a course of action.
  1. Maintains focus on the "big picture" when making decisions.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Change Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Fosters an environment of flexibility and adaptability in employees to be able to work through changes.
  1. Helps the department work through periods of chaos that may be experienced during significant changes.
  1. Acts with agility in various situations.
  1. Helps employees overcome their resistance to change.
  1. Shares critical customer feedback to motivate the employees into action.
If [Participant Name] were to make improvements in Change Management, what are your suggestions for how he/she can improve this?

Technology Use/Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
  1. Uses technology in decision making and problem solving.
  1. Supports employee training and development initiatives regarding implementation of technology.
  1. Applies complex rules and regulations to maintain optimal system performance.
  1. Proficient in the use of technical systems and processes.
If [Participant Name] were to make improvements in Technology Use/Management, what are your suggestions for how he/she can improve this?

Regulatory/Compliance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Formulates compliance policies and procedures.
  1. Ensures appropriate followup for regulatory violations.
  1. Reviews documentation and procedures manuals to ensure regulatory compliance.
  1. Integrates reporting systems with enterprise resource planning (ERP) tools to ensure real-time compliance tracking.
  1. Coordinates with legal counsel in conducting audits of legal compliance.
If [Participant Name] were to make improvements in Regulatory/Compliance, what are your suggestions for how he/she can improve this?

Business Acumen

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Converses with customers and clients to get a better insight into their business needs.
  1. Accurately perceives potential risks to the business.
  1. Understands complex issues and problems.
  1. Understands the financial metrics used by the department.
  1. Understands how strategic decisions impact constituents within the Company.
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can improve this?

  1. What are [Participant Name Here]'s greatest strengths demonstrated this year?


  2. What are [Participant Name Here]'s areas for development?


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