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Management - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Management:
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:
Management, Communication Skills, Continual Learning, Project Management, Performance, Decision Making, Commitment, Developing Others, Coaching, Strategic Insight, Global Perspective
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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Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Articulates tasks clearly, minimizing confusion or misinterpretation.
  1. Strategically optimizes resources to improve efficiency.
  1. Encourages employees create their own solutions to problems.
  1. Shares information openly and honestly, modeling transparency and trustworthiness.
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Receives and answers questions - on the spot. S/he has a willingness to address the tough questions.
  1. Maintains an open-door policy to be available for answers and guidance when needed.
  1. Conducts impactful training sessions.
  1. Gives clear and convincing presentations.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes the initiative to learn new skills.
  1. Shares best practices with others and learns from others.
  1. Pursues self-improvement through continual learning.
  1. Is open to new ideas and concepts.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Project Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Researches potential solutions to meet the constraints of the project.
  1. Successfully negotiated contracts with suppliers.
  1. Coordinates timelines, events and tasks with various sub-groups within the project.
  1. Regularly measures and records progress of the project.
If [Participant Name] were to make improvements in Project Management, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Works well in this position.
  1. Shown significant improvement in job performance.
  1. ...Overall Performance
  1. Listens and responds to issues and problems
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. Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action
  1. Uses reasonable assumptions and logic to decide between alternate courses of action
  1. Outlines the parameters influencing the decision making process.
  1. Uses simulations, role-playing, or scenario planning to explore outcomes before committing to a course of action.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Commitment

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Demands follow-through on commitments, ensuring promises translate into measurable outcomes.
  1. Increases the commitment of employees to use their talents for the benefit of the organization.
  1. Drives momentum by setting clear deadlines, ensuring commitments are pursued with focus and timeliness.
  1. Encourages alignment between individual effort and organizational priorities.
If [Participant Name] were to make improvements in Commitment, what are your suggestions for how he/she can improve this?

Developing Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Develops employees by offering and encouraging them to take on new or additional responsibilities.
  1. Creates opportunities for professional development.
  1. Recognizes and celebrates accomplishments of others.
  1. Is open to receiving feedback.
If [Participant Name] were to make improvements in Developing Others, what are your suggestions for how he/she can improve this?

Coaching

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Asks questions to help employees see the situation in a new light.
  1. Prompts the employee to consider alternative solutions, options, and ideas.
  1. Fosters exploration using open-ended questions to shift the focus from merely addressing immediate issues to uncovering underlying challenges, opportunities, and motivations.
  1. Helps individuals explore their strengths, aspirations, and areas for growth.
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?

Strategic Insight

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Identifies potential problems before they become critical incidents.
  1. Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
  1. Notices inefficiencies or bottlenecks in workflows before they escalate into larger issues.
  1. Integrates financial, operational, and market data to guide strategic priorities and resource allocation.
If [Participant Name] were to make improvements in Strategic Insight, what are your suggestions for how he/she can improve this?

Global Perspective

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Applies knowledge of overseas markets.
  1. Understands and appreciates the perspectives offered by others with different cultural backgrounds.
  1. Considers customers point of view when making decisions.
  1. Builds working relationships with others across cultures.
If [Participant Name] were to make improvements in Global Perspective, 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.