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. Attempts to persuade others rather than simply control them.
  1. Able to express own goals and needs.
  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. Faces the person when speaking or listening to engage in direct communication.
  1. Listens attentively and without interrupting team members and customers
  1. Is professional at all times--never ridiculing, mocking or undermining peers or subordinates.
  1. Delivers effective public presentations.
  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. Demonstrates honesty and truthfulness at all times.
  1. Develops trust and confidence from others.
  1. Protects the integrity and confidentiality of information
  1. Fosters an environment built upon trust.
  1. Fosters a high standard of ethics and integrity.
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. Delegate tasks effectively
  1. Keep staff informed about what is happening in the company
  1. Sets an example for others to follow
  1. Takes responsibility for things that go wrong
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. Changes the implementation of specific phases of the project to mitigate certain risks.
  1. Assesses the ability of the organization to handle the project.
  1. Develops a plan for resource management.
  1. Ensures resources are utilized at the appropriate levels for each phase of the project.
  1. Engages with individuals internally and externally to support the 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. Acts confidently in the absence of guidance.
  1. Examines for patterns in data to help predict future possibilities.
  1. Views the long and short-term impact of decisions.
  1. Makes creative decisions.
  1. Carefully evaluates information before making an important 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. Maintains persistence and dedication to achieving results.
  1. Able to focus on a task even when working alone.
  1. Takes immediate action toward goals.
  1. Encourages commitment in others to obtain results.
  1. Willing to do whatever it takes-not afraid to have to put in extra effort.
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. Sets a good example
  1. Sets a good example.
  1. Behavior is ethical and honest.
  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. Creates opportunities and incentives for employees to learn and share knowledge with others.
  1. Participates in conflict resolution to find mutually beneficial solutions.
  1. Facilitates open and honest communication to build trust and mutual respect.
  1. Provides or participates in joint ventures or co-development projects.
  1. Utilizes contacts to build and strengthen internal support bases.
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. Helpful
  1. Able to see issues from others' perspectives.
  1. Is able to see issues from others' perspectives.
  1. Constructively receives criticism and suggestions from others.
  1. Respects the opinions of other employees.
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. Able to explain departmental policies and procedures to others.
  1. Understands departmental policies and procedures.
  1. Effective in communicating with others within the organization.
  1. Understands the current organizational culture.
  1. Gets things done through 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.