Others - 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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Others	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is able to see issues from others' perspectives.
Includes others in the decision making processes.
Forms working relationships with employees from other departments.
Treats others with respect and dignity.
Respects the opinions of other employees.
Consistently demonstrates ability and willingness to trust others.
Supports the efforts of other employees in implementing solutions to problems.
...treats others with respect and dignity.
Works effectively with people from other departments.
If [Participant Name] were to make improvements in Others, what are your suggestions for how he/she can improve this?
Coaching	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Assists employees in achieving higher engagement levels and commitment to the organization.
Encourages the employee to see solving the issue as an opportunity to demonstrate their resourcefulness and resilience.
Starts coaching sessions with a review of the employee's successes to set a positive tone.
Enables the proper workload balance for the employee to be able to effectively participate in coaching.
Has genuine empathy for the employee.
Gives the employee time and space to respond to questions asked.
If [Participant Name] were to make improvements in Coaching, 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
Delegates the task of implementing the vision to subordinates.
Focuses subordinates' work on critical aspects of the vision.
Reinforces the departmental vision through daily decisions and prioritization.
Creates a vision that adds value to the organization.
Adept at creating and actualizing a strategic roadmap for the organization.
Facilitates employees' adoption of the organization vision.
If [Participant Name] were to make improvements in Vision, what are your suggestions for how he/she can improve this?
Interpersonal Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Willing to overlook personal differences and focus on completing the task at hand.
Effectively manages conflicts by dealing with them directly and immediately
Provides constructive feedback in a way that fosters acceptance and development.
Offers praise to colleagues who have successfully completed major projects.
Communicates initiatives in a clear and actionable manner to employees.
Successfully resolves conflicts and grievances to a win-win solution.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?
Emotional Intelligence	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is able to express themselves clearly.
Able to understand others' points of view.
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Accurately perceives the emotional reactions of others.
Is able to manage their own emotions.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?
Quality	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Creates effective policies regarding quality of services and products.
Effectively works with Quality Control (QC) engineers.
Is preventative in dealing with quality issues.
Develops measures of the success of quality initiatives.
Verifies the operators have the necessary equipment and supplies to ensure high quality.
Influences others to achieve high quality standards.
If [Participant Name] were to make improvements in Quality, what are your suggestions for how he/she can improve this?
Achievement	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Fosters collaboration and accountability, ensuring success is a collective achievement.
Executes tasks with precision and speed.
Finds viable solutions despite obstacles.
Motivated to exceed performance goals.
Strives for operational excellence by refining workflows and optimizing procedures.
Demonstrates a sense of urgency to quickly and accurately solve problems and issues.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?
Responsible	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Behavior is ethical and honest.
Sets high personal standards of performance.
Holds herself / himself accountable to goals / objectives
Completes assigned work tasks.
Sets a good example
Works in a way that makes others want to work with her/him.
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

52. Strengths
    
    
    
53. Areas for Development
    
    
    
54. Please give any final comments or suggestions for [Participant Name Here]'s assessment.