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
Constructively receives criticism and suggestions from others.
Consistently demonstrates ability and willingness to trust others.
Includes others in the decision making processes.
Works effectively with people from other departments.
Respects the opinions of other employees.
...treats others with respect and dignity.
Forms working relationships with employees from other departments.
Helpful
Is able to see issues from others' perspectives.
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
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Develops the skills and capabilities of others.
Helps employees to understand responsibilities, authority, and expectations.
Conducts regular performance appraisals and feedback.
Provides clear, motivating, and constructive feedback.
Meets regularly with employees to coach them on areas that will enhance their 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
Charts a bold course for the department's rapid evolution and expansion.
Defines an ideal image for what the department should look like in the future.
Designs strategies that mirror the organization's unified vision.
Communicates the vision effectively across the organization to motivate and guide employees.
Envisions and articulates a clear path for the department's growth over the next year.
Guides employees to prioritize crucial components of the 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
Addresses critical customer issues in a timely manner.
Recognizes when others do a good job.
Is well respected in the department.
Offers praise to colleagues who have successfully completed major projects.
Uses knowledge and charisma rather than position, power, or coercion to influence others
Assists employees that need help.
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
Able to understand others' points of view.
Is attentive to emotional cues and interprets others' feelings correctly.
Accurately perceives the emotional reactions of others.
Is able to express themselves clearly.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Is able to control 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
Communicates with team members regarding best quality practices.
Demonstrates a strong commitment to achieving quality goals.
Designs effective quality control systems.
Always strives to produce the highest quality work products.
Quickly addresses changes in quality of the products.
Develops and maintains quality control checklists for the manufacturing department.
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
Successfully launched the ABC project.
Takes calculated risks.
Driven to complete goals despite obstacles that may arise.
Completed required training and certification.
Follows-up and takes action when goals are not met to ensure better results in the future.
Increased customer satisfaction scores for the quarter.
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 a good example.
Works in a way that makes others want to work with her/him.
Completes assigned work tasks.
...takes personal responsibility for results.
Behavior is ethical and honest.
Sets high personal standards of performance.
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.