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. Understanding what others need.
  1. Able to express own goals and needs.
  1. Ensures stakeholders are involved in the decision making process.
  1. Has excellent influencing/negotiating skills.
  1. Seeks to obtain consensus or compromise.
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. Delivers well-prepared, informed, poised and succinct presentations.
  1. Communicates crucial information to others.
  1. Writes complete and developmentally-oriented performance appraisals with clear goals, using SMART criteria
  1. Can effectively deliver presentations.
  1. Adapts language and terminology to meet the needs of the audience.
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. Does what was promised.
  1. Develops trust and confidence from others.
  1. Demonstrates sincerity in actions with others.
  1. Demonstrates honesty and truthfulness at all times.
  1. Accepts responsibility for mistakes.
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. Makes you feel enthusiastic about your work
  1. Sets an example for others to follow
  1. Keep staff informed about what is happening in the company
  1. Is ready to offer help
  1. Delegate tasks effectively
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. Understands the budget constraints for the project.
  1. Follows progress on the project from initial phase to completion.
  1. Has detailed knowledge about the project and can adapt the project plan as needed.
  1. Monitors timelines and milestones to ensure set benchmarks are met.
  1. Maps out the project, timeline, resource requirements, metrics and communication.
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. Is open to listening to others who may have different ideas.
  1. Views the long and short-term impact of decisions.
  1. Uses reasonable assumptions and logic to decide between alternate courses of action
  1. Stays focused on the main objective when making decisions.
  1. Evaluates information before making a final decision.
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. Willing to do whatever it takes-not afraid to have to put in extra effort.
  1. Creates a sense of urgency among the store team members to complete activities, which drive sales.
  1. Coordinates all department activities into a cohesive team effort.
  1. Encourages commitment in others to obtain results.
  1. Takes immediate action toward goals.
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. Completes assigned work tasks.
  1. Acts as a resource without removing individual responsibility.
  1. Responsible for setting the vision of the department.
  1. Works in a way that makes others want to work with her/him.
  1. Behavior is ethical and honest.
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. Understands the potential risks/rewards of the partnership.
  1. Forms strategic partnerships and business alliances to expand opportunities.
  1. Searches for a common solution to shared problems or issues.
  1. Shares resources, technology, facilities, or intellectual property to benefit both partners.
  1. Engages in partnerships that produce significant results.
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. Is able to see issues from others' perspectives.
  1. Works effectively with people from other departments.
  1. Helpful
  1. Respects the opinions of other employees.
  1. Forms working relationships with employees from other departments.
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. Understands departmental policies and procedures.
  1. Adept at navigating within the culture of the department.
  1. Understands the current organizational culture.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
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.