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. Communicates effectively with others.
  1. Understanding what others need.
  1. Ensures stakeholders are involved in the decision making process.
  1. Develops a good rapport with others.
  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. Conveys ideas confidently and succinctly.
  1. Delivers information in a clear, concise, and logical manner.
  1. Addresses issues of key importance to stakeholders.
  1. Able to deliver presentations.
  1. An effective listener who is responsive to information needs.
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. Fosters an environment built upon trust.
  1. Establishes relationships of trust, honesty, fairness, and integrity.
  1. Demonstrates honesty and truthfulness at all times.
  1. Follows tasks to completion.
  1. Protects the integrity and confidentiality of information
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. 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. Takes responsibility for things that go wrong
  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. Defines the project scope, goals, and resources.
  1. Creates the communications that will be used throughout the project's implementation.
  1. Prepares contingency plans to avoid supply chain disruptions.
  1. Understands the budget constraints for the project.
  1. Identifies the potential risks for each phase 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. Makes decisions based on novel interpretations of the facts.
  1. Comes across as confident, decisive, and resilient
  1. Makes good decisions for the department.
  1. Defines parameters that will impact the decision making process.
  1. Is able to learn from mistakes.
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. Creates a sense of urgency among the store team members to complete activities, which drive sales.
  1. Able to focus on a task even when working alone.
  1. Coordinates all department activities into a cohesive team effort.
  1. Committed to the team.
  1. Maintains persistence and dedication to achieving results.
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. Behavior is ethical and honest.
  1. Works in a way that makes others want to work with her/him.
  1. Sets a good example
  1. Completes assigned work tasks.
  1. 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?

Partnering/Networking

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Seeks an understanding of diverse functions within the Company.
  1. Creates the conditions for partnerships to grow and develop.
  1. Seeks to reduce institutional roadblocks to information sharing.
  1. Supports and encourages relationships that are created by diverse team members.
  1. Promotes the understanding of how the department affects the organization overall.
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. Forms working relationships with employees from other departments.
  1. Includes others in the decision making processes.
  1. Supports the efforts of other employees in implementing solutions to problems.
  1. Consistently demonstrates ability and willingness to trust others.
  1. Treats others with respect and dignity.
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. Anticipates problems that may affect the department.
  1. Understands the current organizational culture.
  1. Able to use corporate politics to advance department objectives.
  1. Adept at navigating within the culture of the department.
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.