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 .

Others	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
...treats others with respect and dignity.
Forms working relationships with employees from other departments.
Consistently demonstrates ability and willingness to trust others.
Helpful
Respects the opinions of other employees.
Supports the efforts of other employees in implementing solutions to problems.
Is able to see issues from others' perspectives.
Includes others in the decision making processes.
Treats others with respect and dignity.
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
Provides clear, motivating, and constructive feedback.
Helps employees to understand responsibilities, authority, and expectations.
Conducts regular performance appraisals and feedback.
Addresses employee behavior problems effectively.
Meets regularly with employees to coach them on areas that will enhance their performance
Coaches employees in how to strengthen knowledge and skills to improve work performance.
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
Creates a vision to align employees around a long-term goal for the department.
Is adept at identifying underlying problems within the organization and is capable of envisioning innovative and effective solutions to address these issues.
Detects problems and creates solutions.
Crafts a compelling vision that motivates employees to align their efforts with the organization's goals.
Expresses the Company vision in a way that is easily understood and adopted by employees.
Crafts a compelling roadmap for the department's future.
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
Appreciates the extra efforts made by coworkers.
Effectively manages conflicts by dealing with them directly and immediately
Is a role model for others demonstrating the importance of interpersonal skills.
Understands the core issues of conversations.
Demonstrates good communication with colleagues and customers.
Pays close attention to what is being communicated verbally and nonverbally.
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
Accurately perceives the emotional reactions of others.
Able to understand others' points of view.
Is attentive to emotional cues and interprets others' feelings correctly.
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Is able to control their own emotions.
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
Develops processes to enhance quality standards.
Assists quality control inspectors.
Demonstrates a strong commitment to achieving quality goals.
Ensures the hiring of employees that have a quality focus.
Develops measures of the success of quality initiatives.
Views quality issues as a system failure rather than an individual failure.
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
Works at a quick pace to complete a high volume of work.
Motivated to exceed performance goals.
Is flexible in adjusting priorities to meet the demands of changing situations.
Takes calculated risks to achieve difficult goals.
Makes a plan for getting things done and drives execution of the strategic plan, actively supporting or leading initiatives to closure.
Set high standards in their performance
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
Sets high personal standards of performance.
Behavior is ethical and honest.
Works in a way that makes others want to work with her/him.
Completes assigned work tasks.
Sets a good example
Responsible for setting the vision of the department.
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.