Management - 360 Degree Feedback Survey Sample #13

Instructions

You are being requested to provide valuable feedback on the manager listed above. Your insights and observations are a crucial element in our continuous efforts to enhance our performance through this leadership development program. This feedback tool has been carefully designed to gather detailed and comprehensive input on the core competencies and role responsibilities that are integral to the ongoing success and growth of our organization.

We believe that your unique perspective, based on your interactions and experiences with this manager, will contribute significantly to identifying strengths, areas for improvement, and opportunities for professional growth. Your feedback will help us foster a culture of excellence, accountability, and continuous improvement within our leadership team.

As you complete the assessment form, please reflect on your interactions with this individual over the past six to twelve months. Your responses will be combined with feedback from others and presented to the manager to aid in their ongoing development. Rest assured, your comments will be shared anonymously, exactly as you write them.

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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Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Consistently models the behaviors, attitudes, and standards expected of the team.
Tracks progress against strategic goals and uses insights to refine future plans.
Plans and organizes resource use and task timelines across multiple projects.
Fosters a culture of autonomy and innovation by empowering employees to think independently and solve problems creatively.
Provides feedback based on observable facts and behaviors--not personal opinions or emotions.
Recognizes individual and team accomplishments and reward them appropriately.
Demonstrates genuine interest in employee perspectives, validating concerns through attentive listening.
Proactively removes barriers or competing demands that reduced team focus.
Sets clear expectations and reinforces accountability through consistent follow-through.
Decision Making	Strongly Disagree	Disagree	Agree	Strongly Agree
Conducts post-decision reviews to learn from outcomes and improve future evaluations.
Identifies when stress, urgency, or overconfidence may be affecting clarity and recalibrates accordingly.
Remains focused on the immediate goal when making decisions.
Is firm in their decision and not easily influenced by the whims of others.
Examines relevant factors needed to make a decision.
Achievement	Strongly Disagree	Disagree	Agree	Strongly Agree
Promotes a culture of process-driven success, empowering teams to perform at their highest potential.
Demonstrates a well-organized and timely approach to achieve desired results
Works at a quick pace to complete a high volume of work.
Adheres to established guidelines and best practices to drive consistent, high-quality performance.
Turns setbacks into learning opportunities.
Continual Improvement	Strongly Disagree	Disagree	Agree	Strongly Agree
Promotes training and development opportunities to enhance job performance.
Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
Open to the suggestions from others.
Looks for ways to expand current job responsibilities.
Encourages an employee culture of continuous improvement to seek out better ways of doing things.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Cultivates a collaborative culture that drives innovation, productivity, and employee satisfaction.
Involves others in reaching a consensus during group activities.
Collaborates with others to resolve conflicts constructively.
Collaborates to manage interpersonal disputes with a positive approach.
Creates an environment to support free exchange of information.
Partnering/Networking	Strongly Disagree	Disagree	Agree	Strongly Agree
Regularly attends conferences and seminars to meet with others in the industry.
Creates the conditions for partnerships to grow and develop.
Forms strong relationships with customers.
Is comfortable working in partnership with colleagues from other departments.
Defines a partnering strategy for identifying and selecting a partner.
Strategic Focus	Strongly Disagree	Disagree	Agree	Strongly Agree
Looks for opportunities to enhance contributions to the bottom line.
Creates a SWOT matrix to help analyze data.
Develops high-level strategic planning models to identify opportunities to improve the company.
Determines the best strategy for achieving elevated levels of performance.
Turns strategic priorities into action plans.

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

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

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