Others- 360 Degree Feedback Survey Sample #4

Dear Employee:


Welcome to our 360-Degree Feedback Assessment of [Participant Name]. Our objective is to provide feedback which will help advance his/her leadership skills and capabilities. We are asking you to take time to respond to this survey to help us identify where we are doing well and where we have opportunities to do better.

We have developed this survey with questions tailored for [Participant Name]'s position in the department to provide you with an opportunity to anonymously rate many facets of his/her leadership performance. The survey will assess what you value most in their leadership skills and allow you to make positive suggestions for improvement.

Please be honest, constructive and thoughtful in your responses. The results of this survey will be used to help drive our future success. If you have any questions about the process please contact [Contact Person].

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team

Instructions:
Please complete the items below and press the submit button at the end of the survey. If you need multiple sessions to complete the survey, please click the "Submit" button at the end of each session to save your responses. Please feel free to skip any items that you do not wish to respond to. Keep in mind that your responses help us to become a better place to work. So, you are encouraged to respond to all items on the questionnaire.

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Others	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Forms working relationships with employees from other departments.
Constructively receives criticism and suggestions from others.
Respects the opinions of other employees.
Works effectively with people from other departments.
Consistently demonstrates ability and willingness to trust others.
Bias for Action	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Identifies ways to simplify work processes and reduce cycle times
Completes work on time
Displays high energy and enthusiasm on consistent basis.
Motivates others to achieve or exceed goals
Conveys a sense of urgency about addressing problems and opportunities
Feedback	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Asks others for their ideas and opinions.
Looks to others for input.
Is easy to approach with ideas and opinions.
Seeks feedback to enhance performance.
Shares past experiences with others as learning opportunities.
Managing Performance	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Uses pre-established key benchmarks to measure performance.
Rewards individuals who show imagination in developing creative solutions to problems.
Sets clear and ambitious goals to be met.
Acknowledges employee contributions that support the bottom line.
Ensures employees understand their performance expectations.
Initiative	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Actively works on resolving the issue instead of procrastinating or hoping it will resolve itself.
Initiates new projects for the department.
Encourages others on the team to suggest process improvements.
Takes decisive action to address problems, following up with relevant team members and coaching them on how to improve.
Initiates draft reports for consideration.
Commitment To Result	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Takes immediate action toward goals.
Willing to do whatever it takes-not afraid to have to put in extra effort.
Encourages commitment in others to obtain results.
Coordinates all department activities into a cohesive team effort.
Creates a sense of urgency among the store team members to complete activities, which drive sales.
Customer Focus	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Anticipates customer needs.
Able to handle difficult customers.
Provides a high level of service to customers.
Helps customers to feel satisfied with our work/services.
Helps customers feel they are receiving services tailored specifically to their needs.
Organizational Fluency	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Able to explain departmental policies and procedures to others.
Gets things done through the department.
Understands departmental policies and procedures.
Is aware of other organizational cultures to compare/contrast with the current organizational culture.
Able to use corporate politics to advance department objectives.

41. On a scale of Excellent to Poor, how would you rate your overall employment with [Company] and why?
    

    -Excellent -Good -Average -Poor




42. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    


43. If you had an opportunity to make any change you wanted to make [Company] a better place to work, what one improvement would you make?
    
    
    


44. What changes do you see [Company] making in order to raise the standards?
    
    


45. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    


46. What do you like best about working for [Company]?
    
    


47. What do you like least about working for [Company]? How could it be improved?
    


93. Use the space below to enter any final comments you would like to be noted: