Persuasion and Influence - 360 Degree Feedback Survey Sample #4

Dear Employee:


Welcome to our 360-Degree Feedback Assessment of [Participant Name]. Our objective is to provide feedback which will help advance his/her leadership skills and capabilities. We are asking you to take time to respond to this survey to help us identify where we are doing well and where we have opportunities to do better.

We have developed this survey with questions tailored for [Participant Name]'s position in the department to provide you with an opportunity to anonymously rate many facets of his/her leadership performance. The survey will assess what you value most in their leadership skills and allow you to make positive suggestions for improvement.

Please be honest, constructive and thoughtful in your responses. The results of this survey will be used to help drive our future success. If you have any questions about the process please contact [Contact Person].

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



Instructions:
Please complete the items below and press the submit button at the end of the survey. If you need multiple sessions to complete the survey, please click the "Submit" button at the end of each session to save your responses. Please feel free to skip any items that you do not wish to respond to. Keep in mind that your responses help us to become a better place to work. So, you are encouraged to respond to all items on the questionnaire.

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Persuasion and Influence	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Ensures stakeholders are involved in the decision-making process.
Reframes disagreements as a path to better understanding, clarity and trust.
Creates a compelling message that is persuasive.
Advocates consistently for decisions aligned with ethical and organizational values, even when unpopular.
Maintains a high personal and professional reputation.
Analytical	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Asks the "right" questions to size up or evaluate situations.
Collects relevant data and facts about a situation.
Determines the relevance and accuracy of information.
Tests hypotheses, analyze experimental data, and draw conclusions.
Develops quantitative measures of performance.
Continual Improvement	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Looks for ways to improve work processes and procedures.
Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
Encourages an employee culture of continuous improvement to seek out better ways of doing things.
Promotes training and development opportunities to enhance job performance.
Looks for ways to expand current job responsibilities.
Establishing Focus/Direction	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Identifies early signs of misalignment and intervenes to restore focus and direction.
Effective in giving direction to the department.
Establishes work schedules for the crew to keep progress moving forward.
Provides strong direction to new employees and recent transfers.
Determines the distribution of tools, equipment, and budget needed to achieve objectives.
Administrative Skill	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Records business transactions in a journal.
Keeps track of document updates and revisions to ensure the most current version is readily available while preserving earlier versions if needed.
Directs or coordinates the supportive services department of a business, agency, or organization.
Clearly and effectively communicates information verbally.
Answers the phone promptly and politely.
Innovation	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Establishes systems of continuous improvement.
Solves problems with insight and understanding.
Offers constructive improvements to existing systems.
Focuses the team on important innovations.
Encourages managers to "think outside the box".
Objectives	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Ability to establish realistic goals.
Communicates goals and objectives to employees.
Effectively organizes resources and plans
Assures [Company] principles are understood, employed & pursued.
Organizes and schedules events, activities, and resources.
Coaching	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Monitors the effectiveness of coaching.
Asks open-ended questions to guide employees to uncover their own answers and insights rather than providing them with direct solutions.
Enables the proper workload balance for the employee to be able to effectively participate in coaching.
Encourages employees to shift their perspective by asking questions like, "What opportunities could arise from solving this issue?" or "What could you learn from tackling this challenge?"
Creates plans for achieving results that are specific, measurable and have target dates.
Conflict Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Is open and honest to avoid misunderstandings.
Discusses conflict situations with supervisor.
Avoids conflicts over minor issues.
Avoids being judgmental and micromanaging of employees.
Tries to understand others' point of view before making judgments
Entrepreneurship	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Seeks and utilizes mentors to help guide professional development.
Takes the initiative to complete tasks.
Encourages dynamic growth opportunities.
Exhibits determination and passion in completion of goals.
Can work effectively in an environment of uncertainty.
Global Perspective	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Respects individual differences.
Exemplifies the skills of a global worker.
Applies knowledge of overseas markets.
Builds working relationships with others across cultures.
Understands global systems such as the global economy.

56. On a scale of Excellent to Poor, how would you rate your overall employment with [Company] and why?
    

    -Excellent -Good -Average -Poor




57. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    
    
58. If you had an opportunity to make any change you wanted to make [Company] a better place to work, what one improvement would you make?
    
    
    
59. What changes do you see [Company] making in order to raise the standards?
    
    
    
60. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    
61. What do you like best about working for [Company]?
    
    
    
62. What do you like least about working for [Company]? How could it be improved?
    
    
    
93. Use the space below to enter any final comments you would like to be noted: