Managing Performance - 360 Degree Feedback Survey Sample #10

360 Feedback Survey

Instructions

We appreciate you taking the time to provide valuable feedback for the individual mentioned above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Your insights are crucial in offering a comprehensive evaluation. Please rate each item using the scale provided. If you find that you do not have sufficient first-hand knowledge to rate a particular item, select the Not Applicable option.

In addition to the ratings, we encourage you to include comments where possible. These comments are particularly useful when you give a very high or very low rating, as they provide context and clarity regarding your assessment. Explaining your reasons in the comment section helps ensure that your feedback is constructive and actionable.

Your responses, combined with feedback from other contributors, will be compiled and presented to the individual. This collective feedback aims to support their continuous growth and development by highlighting strengths and identifying areas for improvement. Your thoughtful participation is essential in helping them achieve their full potential.

You can save your progress on partially completed forms by clicking the Save/Still Working button located at the bottom of the page. This allows you to come back at a later time to finish or make any necessary edits to the form. When you return, your previously saved responses will automatically be displayed, allowing you to seamlessly continue where you left off. When you have completed filling out the form and are confident that no further changes are needed, please click the Complete button.

Managing Performance

• Is consistent in disciplinary/corrective actions.
• Uses weekly staff meetings to assess performance of key responsibilities.
• Clearly articulates the performance requirements for the position.
• Routinely holds audits of performance on a weekly or monthly basis.
• Regularly conducts performance reviews of all employees.

If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Initiative

• Engages with new customers immediately.
• Coach others to foster an environment which can adapt quickly and willingly to rapid change.
• Takes charge when there is a crisis.
• Creates solutions to problems as soon as an incident occurs.
• Does the right thing without being told.

If [Participant Name] were to make improvements in Initiative, what are your suggestions for how he/she can improve this?

Action

• Does not procrastinate when there is a job to be done.
• Focuses on tasks without being distracted.
• Works quickly to get the job done.
• Takes corrective action when necessary.
• Fixes small issues before they become critical incidents.

If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Feedback

• Asks others for their ideas and opinions.
• Actively seeks feedback from others.
• Is easy to approach with ideas and opinions.
• Looks to others for input.
• Is visible and approachable.

If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?

Clarity

• Makes sure employees understand why they were given certain assignments.
• Maintains clarity in goals and objectives.
• Is clear about goals that need to be achieved.
• Seeks to reduce ambiguity in messaging and documents.
• Avoids stating unclear or conflicting goals.

If [Participant Name] were to make improvements in Clarity, what are your suggestions for how he/she can improve this?

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

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

Strengths


Areas for Development


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