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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)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
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, 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
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Persuasion and Influence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Champions change by framing it as an opportunity to lead, not just adapt.
  1. Takes a long-term view and acts as a catalyst and champion of change.
  1. Is viewed as authoritative, professional, and experienced.
  1. Gets employees to change the way they process inputs.
  1. Has excellent influencing/negotiating skills.
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. Makes the complex simple.
  1. Provides the reasoning behind choices and actions.
  1. Communicates crucial information to others.
  1. Conveys important reports with a sense of excitement, passion, and urgency.
  1. Communicates effectively with all levels of the organization.
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. Is open and honest in disclosing both good news and the bad.
  1. Creates a culture where ethical behavior is the norm and where employees understand that all actions, no matter how small, matter.
  1. Maintains a strong unwavering support for professional standards and behavior.
  1. Ensures all commitments and promises are fulfilled, showcasing reliability and unwavering dedication to ethical principles.
  1. Fosters a culture of trust and ethical behavior throughout the organization.
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. Tracks progress against strategic goals and uses insights to refine future plans.
  1. Provides feedback based on observable facts and behaviors--not personal opinions or emotions.
  1. Identifies key strategic factors, risks, and opportunities that impact the organization.
  1. Regularly reviews team goals to ensure they remain relevant and aligned with the organizational direction.
  1. Uses discipline as a tool for growth, focusing on feedback and learning rather than punishment.
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. Keeps accurate records regarding the costs of various aspects of the project.
  1. Ensures that the project remains at or under budget.
  1. Plans who, when, and what work needs to get done.
  1. Responds quickly and appropriately to unforeseen problems.
  1. Develops detailed execution strategies for implementation of the project.
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. Formulates imaginative decisions.
  1. Examines for patterns in data to help predict future possibilities.
  1. Uses iterative, user-centered approaches to prototype and refine ideas before finalizing decisions.
  1. Filters choices through company values, legal requirements, and long-term goals.
  1. Defines parameters that will impact the decision making process.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Commitment

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Elevates customer experiences by cultivating employee expertise and loyalty to organizational goals.
  1. Creates and maintains a store environment that welcomes customers by providing an appealing, interactive and exciting store.
  1. Monitors the team for changes in commitment to the results.
  1. Maintains a commitment to the company.
  1. Maintains concentration on critical outcomes, even when faced with competing demands or shifting circumstances.
If [Participant Name] were to make improvements in Commitment, what are your suggestions for how he/she can improve this?

Responsible

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets high personal standards of performance.
  1. Works in a way that makes others want to work with her/him.
  1. Is a person you can trust.
  1. Acts as a resource without removing individual responsibility.
  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. Manages effective partnerships between public, private, and non-profit sectors.
  1. Encourages colleagues to participate in networking opportunities.
  1. Builds trust with colleagues at other companies to form partnerships to promote growth.
  1. Exchanges innovative ideas with a network of colleagues.
  1. Strengthens the contacts with other departments.
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. Consistently demonstrates ability and willingness to trust others.
  1. Forms working relationships with employees from other departments.
  1. Treats others with respect and dignity.
  1. Is able to see issues from others' perspectives.
  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. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Understands the current organizational culture.
  1. Gets things done through the department.
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Effective in communicating with others within the organization.
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.