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Persuasion and Influence - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Persuasion and Influence:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Instructions:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

In responding to the questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses, and will be not making any changes, click the Complete button.

Competencies Included:
Persuasion and Influence, Communication Skills, Integrity, Management, Project Management, Decision Making, Commitment To Result, Responsible, Partnering/Networking, Others, Organizational Fluency
Sample Result Document:
Sample Results
Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

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


Persuasion and Influence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Has excellent influencing/negotiating skills.
  1. Able to express own goals and needs.
  1. Ensures stakeholders are involved in the decision making process.
  1. Persuades others to consider alternative points of view.
  1. Understanding what others need.
If [Participant Name] were to make improvements in Persuasion and Influence, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Presents issues, ideas, and strategy concisely and clearly.
  1. Delivers influential presentations.
  1. Deals with difficult situations calmly and confidently.
  1. Is an effective communicator
  1. Delivers information in a clear, concise, and logical manner.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Integrity

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Develops trust and confidence from others.
  1. Does what was promised.
  1. Accepts responsibility for mistakes.
  1. Establishes relationships of trust, honesty, fairness, and integrity.
  1. Demonstrates sincerity in actions with others.
If [Participant Name] were to make improvements in Integrity, what are your suggestions for how he/she can improve this?

Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes responsibility for things that go wrong
  1. Keep staff informed about what is happening in the company
  1. Sets an example for others to follow
  1. Delegate tasks effectively
  1. Makes you feel enthusiastic about your work
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Project Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Organizes work and sets priorities as needed.
  1. Organizes, plans, and directs resources to accomplish the goals and objectives.
  1. Works with customers and clients to assess their needs and define project parameters.
  1. Develops performance measures for various aspects of the project.
  1. Able to adjust project schedule as needed to accommodate unforeseen issues.
If [Participant Name] were to make improvements in Project Management, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Exercises good judgment by making sound and informed decisions.
  1. Seeks input from key people who should be involved in, or will be affected by, decisions
  1. Asks for additional information when making critical decisions.
  1. Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action
  1. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Commitment To Result

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes immediate action toward goals.
  1. Able to focus on a task even when working alone.
  1. Maintains persistence and dedication to achieving results.
  1. Creates a sense of urgency among the store team members to complete activities, which drive sales.
  1. Committed to the team.
If [Participant Name] were to make improvements in Commitment To Result, what are your suggestions for how he/she can improve this?

Responsible

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Acts as a resource without removing individual responsibility.
  1. Is a person you can trust.
  1. Sets a good example.
  1. ...takes personal responsibility for results.
  1. Holds herself / himself accountable to goals / objectives
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

Partnering/Networking

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Capitalizes on partnerships and networks to enhance the Company's bottom line.
  1. Creates value within the Company by building networks.
  1. Collaborates with others to accomplish goals and objectives.
  1. Partners with peers to obtain influence within the Company.
  1. Develops a sense of trust in subordinates so they can freely interact and share information with others.
If [Participant Name] were to make improvements in Partnering/Networking, what are your suggestions for how he/she can improve this?

Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Supports the efforts of other employees in implementing solutions to problems.
  1. Forms working relationships with employees from other departments.
  1. ...treats others with respect and dignity.
  1. Constructively receives criticism and suggestions from others.
  1. Works across boundaries within the organization.
If [Participant Name] were to make improvements in Others, what are your suggestions for how he/she can improve this?

Organizational Fluency

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Gets things done through the department.
  1. Anticipates problems that may affect the department.
  1. Understands departmental policies and procedures.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Able to use corporate politics to advance department objectives.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?

  1. What are [Participant Name Here]'s greatest strengths demonstrated this year?


  2. What are [Participant Name Here]'s areas for development?


  3. Please give any final comments or suggestions for [Participant Name Here]'s assessment.