Organizational Fluency - 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 .

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Organizational Fluency	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Anticipates problems that may affect the department.
Understands departmental policies and procedures.
Gets things done through the department.
Understands the current organizational culture.
Able to explain departmental policies and procedures to others.
Able to deal with sensitive issues with tact and professionalism.
Adept at navigating within the culture of the department.
Is aware of other organizational cultures to compare/contrast with the current organizational culture.
Able to use corporate politics to advance department objectives.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?
Continual Improvement	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Promotes training and development opportunities to enhance job performance.
Encourages an employee culture of continuous improvement to seek out better ways of doing things.
Open to the suggestions from others.
Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
Looks for ways to expand and learn new job skills.
Looks for ways to expand current job responsibilities.
If [Participant Name] were to make improvements in Continual Improvement, what are your suggestions for how he/she can improve this?
Establishing Focus/Direction	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Makes sure that employees understand and identify with the team's mission.
Excellent at managing time.
Helps guide employees with prioritizing tasks.
Maintains self-control when personally criticized.
Sets appropriate goals for employees.
Aligns the department's goals with the goals of the organization.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?
Initiative	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Inspires others to perform above expectations.
Initiates important conversation topics at meetings.
Takes action to implement new changes in the policies and procedures.
Initiates actions that impact the department/company.
Encourages others on the team to suggest process improvements.
Addresses small problems before they become big ones.
If [Participant Name] were to make improvements in Initiative, what are your suggestions for how he/she can improve this?
Juggling Multiple Responsibilities	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is aware of the deadlines for specific tasks/assignments.
Plans and organizes continuously while performing all other responsibilities and activities.
Ensures that assignments are prioritized according to the needs of the department/company.
Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
Coordinates the work of a team by assigning tasks to other team members.
Begins tasks as soon as possible.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, 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
Avoids promoting a hyper competitive culture in favor of a more collaborative one.
Values the diverse perspectives and skills each team member brings to the table, recognizing that collaborative efforts often lead to more innovative and effective solutions.
Creates an environment of open and transparent communication.
Encourages open communication to support a collaborative environment.
Ensures that all members are aligned and motivated, contributing to a cohesive and productive team dynamic.
Cultivates a collaborative culture that drives innovation, productivity, and employee satisfaction.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?

40. Strengths
    
    
    
41. Areas for Development
    
    
    
42. Please give any final comments or suggestions for [Participant Name Here]'s assessment.