Organizational Fluency- 360 Degree Feedback Survey Sample #8

Questionnaires Measuring Organizational Fluency:
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)

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.

Sample Result Document:
Sample Results
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.

When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.

Please complete your response by .

Organizational Fluency

Agree Unsure Disagree N/A
  1. Anticipates problems that may affect the department.
  1. Understands the current organizational culture.
  1. Able to use corporate politics to advance department objectives.
  1. Adept at navigating within the culture of the department.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.


Agree Unsure Disagree N/A
  1. Balances risks and rewards when making decisions.
  1. Excellent at managing relationships with stakeholders.
  1. Able to adapt the department to changing business demands and climate.
  1. Has a strategic awareness on how to promote the organization.
  1. Devotes a certain amount of time and effort to developing new business opportunities.

Bias for Action

Agree Unsure Disagree N/A
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Encourages risk taking and experimentation to improve performance
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Seeks and utilizes opportunities for continuous learning and self-development.
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).


Agree Unsure Disagree N/A
  1. Is easy to approach with ideas and opinions.
  1. Asks others for their ideas and opinions.
  1. Seeks feedback to enhance performance.
  1. Open to the suggestions of others.
  1. Accepts the views of others.

Decision Making

Agree Unsure Disagree N/A
  1. Considers the ethical implications of decisions.
  1. Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently
  1. Asks for additional information when making critical decisions.
  1. Formulates imaginative decisions.
  1. Weighs the pros and cons of decisions.

Time Management

Agree Unsure Disagree N/A
  1. Sets clearly defined goals.
  1. Does not procrastinate.
  1. Prioritizes new tasks according to their relative importance.
  1. Focuses on tasks that have high priority.
  1. Sets a good balance between work and family life.


Agree Unsure Disagree N/A
  1. Keeps track of changes in legislation affecting regulatory compliance.
  1. Reviews skill levels of employees in areas of policies and regulations to identify gaps where additional training is needed.
  1. Complies with regulatory requirements for the state.
  1. Maintains a state of readiness to address new and changing regulations and procedures.
  1. Works quickly to implement changes in regulations.

Customer Focus

Agree Unsure Disagree N/A
  1. Identifies the core needs of the customer.
  1. Acts with integrity in all customer interactions.
  1. Anticipates problems that the customer may encounter.
  1. Looks for opportunities that have a positive impact on customers.
  1. Consistently exceeds customer expectations.

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

  2. Strengths

  3. Areas for Development

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