Juggling Multiple Responsibilities - 360 Degree Feedback Survey Sample #8

Instructions

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

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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Juggling Multiple Responsibilities	Agree	Unsure	Disagree	N/A
Assigns tasks based on skills of team members.
Completes multiple tasks simultaneously.
Prioritizes tasks for efficiency.
Spends the most time and effort on critical tasks first.
Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment.
Bias for Action	Agree	Unsure	Disagree	N/A
Helps the team to stay focused on what tasks need to be completed.
Continually improving on existing processes and procedures.
Moves beyond theoretical discussions into tangible, result-driven actions, fostering a culture of proactivity and continuous progress.
Focuses on results through actions that are always aimed at achieving tangible results and meeting deadlines.
Develops contingency plans for various scenarios, ensuring the team is prepared for different outcomes.
Objectives	Agree	Unsure	Disagree	N/A
Consistently provides me with timely feedback for improving my performance.
Works toward achieving established goals and objectives.
Sets long-term and short-term goals.
Able to organize work.
Encourages me to take on greater responsibility.
Responsible	Agree	Unsure	Disagree	N/A
Sets a good example.
Holds herself / himself accountable to goals / objectives
Completes assigned work tasks.
Is a person you can trust.
Behavior is ethical and honest.
Business Acumen	Agree	Unsure	Disagree	N/A
Collects valuable customer insights to ensure our services meet their needs.
Gathers important information from customers to make sure our products are relevant and useful.
Periodically assesses the current market environment.
Evaluates risks in terms of their business impact and likelihood of occurrence.
Understands the dynamics of our industry.
Continual Learning	Agree	Unsure	Disagree	N/A
Views setbacks as opportunities to learn from.
Pursues learning that will enhance job performance.
Improves on their skill sets.
Builds on their strengths while addressing their weaknesses.
Grasps new ideas, concepts, technical, or business knowledge.
Feedback	Agree	Unsure	Disagree	N/A
Effective in using 360-degree feedback as a tool for individual and organizational development.
Includes both positive feedback and areas for improvement.
Actively solicits input from various sources to ensure that all voices are heard and that different viewpoints are considered.
Connects feedback to long-term career aspirations and development goals.
Facilitates meaningful performance feedback discussions by highlighting their goal: to aid the employee's professional development.
Attitude	Agree	Unsure	Disagree	N/A
Honors others' time by being prepared and focused.
Celebrates the small wins (both personal and team-wide) with visible appreciation and encouragement.
Shows empathy in their interactions with others.
Respects boundaries and personal differences, allowing others to be authentic.
Seeks out mentorship opportunities to support junior staff or onboard new employees.
Goals	Agree	Unsure	Disagree	N/A
Consistently tracks progress to ensure the goal remains on course.
Follows a structured plan to consistently monitor progress and make necessary adjustments.
Defines goals on a path of ongoing improvement.
Seeks projects in areas outside immediate responsibilities.
Understands the reasons for assigned goals.
Change Management	Agree	Unsure	Disagree	N/A
Demonstrates agility in leadership by responding to changing situations.
Remains calm in situations that may involve significant changes.
Tailors leadership methods to fit shifting business needs.
Helps employees overcome their resistance to change.
Incorporates input from all relevant stakeholders into the change process.
Technical	Agree	Unsure	Disagree	N/A
Willingly shares his/her technical expertise; sought out as resource by others
Is knowledgeable of procedures or systems necessary for the job.
Demonstrates mastery of the technical competencies required in his/her work.
Seeks information from others as needed.
Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
Partnering/Networking	Agree	Unsure	Disagree	N/A
Ensures that lessons learned from the partnership are disseminated and built upon.
Facilitates open and honest communication to build trust and mutual respect.
Develops internal alliances with others in the department.
Organizing team-building activities to strengthen bonds between colleagues.
Participates in conflict resolution to find mutually beneficial solutions.
Strategic Insight	Agree	Unsure	Disagree	N/A
Keeps abreast of regulatory, technological, and competitive shifts that could impact the organization's strategic direction.
Leverages internal expertise and external partnerships to expand strategic capabilities.
Recognizes when strategic plans are no longer relevant due to environmental or organizational changes.
Creates values statement to ensure all employees are working under the same guiding principles.
Creates strategies that significantly benefit the Company.

66. Overall, please rate the effectiveness of [Participant Name Here].
    

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

    
    
67. Strengths
    
    
    
68. Areas for Development
    
    
    
69. Please give any final comments or suggestions for [Participant Name Here]'s assessment.