hr-survey.com

Persuasion and Influence - 360 Degree Feedback Survey Sample #8





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

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of [Participant Name Here]'s leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Sample Result Document:
Sample Results
Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.

When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.


Please complete your response by March 6.
Edit this Survey
Would you like to edit this survey? Click here to begin.

Persuasion and Influence

Agree Unsure Disagree N/A
  1. Able to express own goals and needs.
Agree
Unsure
Disagree
N/A
  1. Persuades others to consider alternative points of view.
Agree
Unsure
Disagree
N/A
  1. Develops a good rapport with others.
Agree
Unsure
Disagree
N/A
  1. Communicates effectively with others.
Agree
Unsure
Disagree
N/A
  1. Seeks to obtain consensus or compromise.
Agree
Unsure
Disagree
N/A


Problem Solving

Agree Unsure Disagree N/A
  1. Keeps a positive outlook and perseveres through challenges.
Agree
Unsure
Disagree
N/A
  1. Is flexible and adjusts the solution as needed based on the monitoring data and feedback received.
Agree
Unsure
Disagree
N/A
  1. Pinpoints the issues that have arisen or are expected to arise.
Agree
Unsure
Disagree
N/A
  1. Identifies the problems that have occurred or are likely to occur.
Agree
Unsure
Disagree
N/A
  1. Selects operating indicators to track organizational performance over time and communicates current status to the organization
Agree
Unsure
Disagree
N/A


Attitude

Agree Unsure Disagree N/A
  1. Shows by their actions that they trust in the positive intentions of others.
Agree
Unsure
Disagree
N/A
  1. Builds open and trusting relationships.
Agree
Unsure
Disagree
N/A
  1. Contributes to a positive work environment.
Agree
Unsure
Disagree
N/A
  1. Is gracious and professional in their interactions with others.
Agree
Unsure
Disagree
N/A
  1. Visibly supports and encourages diversity in style and background.
Agree
Unsure
Disagree
N/A


Cultural Awareness

Agree Unsure Disagree N/A
  1. Effective in working with individuals with a variety of cultural backgrounds.
Agree
Unsure
Disagree
N/A
  1. Seeks to reduce obstacles in communication that might arise from cultural differences.
Agree
Unsure
Disagree
N/A
  1. Is curious and willing to ask questions about the cultural differences in the workplace.
Agree
Unsure
Disagree
N/A
  1. Is aware of differences in how individuals from other cultures greet one another.
Agree
Unsure
Disagree
N/A
  1. Maintains an inclusive work environment that maximizes the talents of others in achieving goals.
Agree
Unsure
Disagree
N/A


Initiative

Agree Unsure Disagree N/A
  1. Initiates draft documents for the director.
Agree
Unsure
Disagree
N/A
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
Agree
Unsure
Disagree
N/A
  1. Actively works on resolving the issue instead of procrastinating or hoping it will resolve itself.
Agree
Unsure
Disagree
N/A
  1. Prepares for unexpected contingencies.
Agree
Unsure
Disagree
N/A
  1. Creates solutions to problems as soon as an incident occurs.
Agree
Unsure
Disagree
N/A


Results Oriented

Agree Unsure Disagree N/A
  1. Responds to changing events to maintain progress toward achieving results.
Agree
Unsure
Disagree
N/A
  1. Does not become distracted by non-issues or interruptions.
Agree
Unsure
Disagree
N/A
  1. Always willing to help coworkers to keep productions levels high.
Agree
Unsure
Disagree
N/A
  1. Sets benchmarks and milestones to measure progress toward the objectives.
Agree
Unsure
Disagree
N/A
  1. Has a strong result orientation.
Agree
Unsure
Disagree
N/A


Clarity

Agree Unsure Disagree N/A
  1. Avoids stating unclear or conflicting goals.
Agree
Unsure
Disagree
N/A
  1. Is clear about goals that need to be achieved.
Agree
Unsure
Disagree
N/A
  1. Communicates ideas and facts clearly and effectively in writing.
Agree
Unsure
Disagree
N/A
  1. Provides a clear vision for the future.
Agree
Unsure
Disagree
N/A
  1. Maintains clarity in goals and objectives.
Agree
Unsure
Disagree
N/A


Managing Risk

Agree Unsure Disagree N/A
  1. Works effectively to mitigate risks.
Agree
Unsure
Disagree
N/A
  1. Uses actionable data and analytics to improve risk tolerance.
Agree
Unsure
Disagree
N/A
  1. Fosters an awareness and a shared responsibility for managing risk at all levels of the Company.
Agree
Unsure
Disagree
N/A
  1. Attends risk management seminars and conferences.
Agree
Unsure
Disagree
N/A
  1. Determines the impact of specific risks on infrastructure.
Agree
Unsure
Disagree
N/A


Co-worker Development

Agree Unsure Disagree N/A
  1. Gives others development opportunities through project assignments and increased job responsibilities
Agree
Unsure
Disagree
N/A
  1. Works to identify root causes of performance problems
Agree
Unsure
Disagree
N/A
  1. Takes immediate action on poor performance
Agree
Unsure
Disagree
N/A
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
Agree
Unsure
Disagree
N/A
  1. Provides ongoing feedback to co-workers on their development progress
Agree
Unsure
Disagree
N/A


Negotiation

Agree Unsure Disagree N/A
  1. Combines the valid points from each source to form a comprehensive and balanced perspective.
Agree
Unsure
Disagree
N/A
  1. Committed to working with both sides and openly sharing information.
Agree
Unsure
Disagree
N/A
  1. Able to say "no" when it is essential to maintaining quality and high standards.
Agree
Unsure
Disagree
N/A
  1. Resolves difficult negotiations whether it is a contract, sub contract, legal or any other difficult negotiation fairly and reasonably.
Agree
Unsure
Disagree
N/A
  1. Able to control their emotional responses and correctly gauge the emotions of others.
Agree
Unsure
Disagree
N/A



  1. Overall, please rate the effectiveness of [Participant Name Here].






  2. Strengths


  3. Areas for Development


  4. Please give any final comments or suggestions for [Participant Name Here]'s assessment.