Performance - 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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Performance	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Effectively organizes resources and plans.
Turns challenging environments into opportunities for the team to mobilize and deliver.
Demonstrates resilience by quickly shifting from error recognition to corrective action.
Approaches problems with curiosity rather than frustration.
Meets expectations with the same level of commitment, even when circumstances are challenging.
Approaches challenges with a constructive, solutions-focused attitude.
Encourages employees to take on responsibilities that strengthen weak performance areas.
Stays focused and effective under pressure or uncertainty.
Keeps commitments even when conditions become difficult.
If [Participant Name] were to make improvements in Performance, 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.
Will continue to work on a problem even in the face of obstacles.
Is a self-starter. Does not wait to be told to do something.
Acts on own initiative to improve the department outcomes.
Takes action to implement new changes in the policies and procedures.
Takes appropriate actions to address problems or issues.
If [Participant Name] were to make improvements in Initiative, 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
Encourages open dialog and sharing of information among team members.
Creates a culture that encourages understanding and valuing diverse perspectives to effectively resolve conflicts.
Fosters a collaborative work environment where mutual inspiration leads to innovative problem-solving.
Willing to work with others to solve problems.
Actively seeks opportunities to work with colleagues to address and resolve challenges.
Encourages team members to offer opinions and ideas.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Empowering Others	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Establishes goals that allow employees top operate independently in the field.
Allows individuals to be responsible for their decisions.
Supports the decisions of others.
Gives employees room to experiment, even if it means learning through failure.
Motivates and encourages employees to be successful in their jobs.
Allows employees to participate in the workload of the department.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?
Punctuality	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Responds to requests for information in a timely manner.
Starts meetings on time.
Invoices clients on a timely basis.
Avoids making personal phone calls during working hours.
Conducts appointments at scheduled start time.
Starts the workday when scheduled.
If [Participant Name] were to make improvements in Punctuality, what are your suggestions for how he/she can improve this?
Business Acumen	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Converses with customers and clients to get a better insight into their business needs.
Exhibits behavior that is consistent with the vision, mission, and core values of the organization
Recognizes patterns and trends in the business.
Analyzes current business practices to make better informed decisions.
Gathers essential customer data to align our products with their expectations.
Weighs alternatives and selects practical solutions.
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can improve this?
Entrepreneurship	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Builds enthusiasm and momentum around innovative concepts.
Pursues value-creating ideas even when they fall outside formal job boundaries.
Sets business policies and procedures.
Turns creative concepts into commercially successful ventures.
Treats uncertainty as an opportunity to gather insight rather than a barrier.
Seeks to grow their own skills.
If [Participant Name] were to make improvements in Entrepreneurship, what are your suggestions for how he/she can improve this?
Planning	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Plans for how to allocate time to specific activities.
Prioritizes plans based on a cost/benefit analysis.
Develops an effective plan to guide the project.
Assesses the risks of various strategic plans.
Able to identify the needs of the department before a major change.
Understands the process for developing strategic plans for the organization.
If [Participant Name] were to make improvements in Planning, 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.