Managing Performance - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

Managing Performance	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Provides employees with training as needed to increase their performance.
Identifies specific actions to be addressed through the remediation plan.
Provides additional responsibilities for employees that exceed performance standards.
Plans and sets work expectations.
Communicates OKRs to employees regularly during monthly meetings.
Establishes standards for expected performance.
Establishes standards for expected performance.
Stresses the importance of meeting production quotas.
Encourages employees to take additional training in areas where they had low performance scores.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?
Feedback	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Actively seeks feedback from others.
Asks others for their ideas and opinions.
Is visible and approachable.
Looks to others for input.
Seeks feedback to enhance performance.
Open to the suggestions of others.
If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?
Analytical	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Identifies opportunities for progress and innovation.
Prioritizes various actions to be taken when solving a problem.
Asks the "right" questions to size up or evaluate situations.
Balances risks and costs with the rewards and probabilities of success when decisions.
Analyzes data and information from several sources and arrives at logical conclusions.
Selects the appropriate techniques for analysis.
If [Participant Name] were to make improvements in Analytical, what are your suggestions for how he/she can improve this?
Clarity	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Avoids stating unclear or conflicting goals.
Clearly defines work objectives for employees.
Makes sure employees understand why they were given certain assignments.
Provides a clear vision for the future.
Communicates ideas and facts clearly and effectively in writing.
Uses appropriate grammar and tense in communications.
If [Participant Name] were to make improvements in Clarity, what are your suggestions for how he/she can improve this?
Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is a trustworthy and credible partner.
Maintains strong relationships with suppliers to ensure quality standards are met.
Encourages team members to offer opinions and ideas.
Recognizes and rewards the contributions of team members.
Promotes open participation and communication within department and throughout the organization.
Works with others to achieve common objectives.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Entrepreneurship	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Understands the processes and various stages of business development.
Maintains a high level of energy to respond to demands of the job.
Able to adapt the department to changing business demands and climate.
Seeks and utilizes mentors to help guide professional development.
Encourages dynamic growth opportunities.
Exhibits determination and passion in completion of goals.
If [Participant Name] were to make improvements in Entrepreneurship, what are your suggestions for how he/she can improve this?
Vision	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Identifies problems and crafts solutions.
Crafts a compelling vision that motivates employees to align their efforts with the organization's goals.
Communicates the vision and strategy of [Company]
Develops strategies that align with the organization's collective vision.
Formulates and implements the organization's vision.
Devoted to carrying out the strategic vision.
If [Participant Name] were to make improvements in Vision, what are your suggestions for how he/she can improve this?

46. Strengths
    
    
    
47. Areas for Development
    
    
    
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.