Recognition- 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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Recognition	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Personally thanks employees for doing a good job.
Allows the team to help decide on recognition rewards and incentives to be implemented.
Creates awards or recognition for specific service anniversary dates.
Compliments other people when they do good work
Creates awards that reflect specific company values.
Feedback	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Fosters a culture of continuous improvement by embracing feedback from others.
Actively seeks out constructive criticism and praise from colleagues, supervisors, and team members.
Uses data, metrics, or documented observations to support feedback.
Creates an action plan based on the feedback received.
Conducts effective performance feedback conversations by focusing on helping the employee's career development.
Leadership	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Influences the work of employees within the department.
Clearly communicates the importance and thought process behind the company and area vision, thus inspiring others to work toward key objectives
Communicates frequently with entire core team to ensure inter-departmental alignment and collaboration to accomplish objectives
Leverages credibility and expertise to influence decisions and outcomes.
Owns up to mistakes made.
Project Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Ensures work is completed to the appropriate standards.
Able to adjust project schedule as needed to accommodate unforeseen issues.
Ensures the project is executed on time and on budget.
Creates a vision for execution of the project to ensure coordination across all teams.
Coordinates communication between the project team and stakeholders.
Action	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Takes action when opportunities arise.
Determines the best person for a specific task within the team.
Stays committed to goals even when progress is slow.
Completes tasks on time in spite of delays in the process.
Adapts approach to overcome significant obstacles.
Initiative	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Maintains momentum on long-term initiatives despite shifting priorities or limited support.
Capitalizes on opportunities as they become available.
Updates the documentation as soon as the situation changes.
Looks to start work on new projects without waiting for direction from the manager.
Acts independently to solve pressing needs.
Juggling Multiple Responsibilities	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Determines which tasks are critical and which tasks are optional.
Spends the most time and effort on critical tasks first.
Is aware of the deadlines for specific tasks/assignments.
Assesses current capabilities before committing to new requests from customers.
Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment.
Objectives	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Encourages me to take on greater responsibility.
Able to organize work.
Effectively organizes resources and plans
Assures [Company] principles are understood, employed & pursued.
Communicates goals and objectives to employees.
Trustworthy	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Consistently keeps commitments.
Communicates an understanding of the other person's interests, needs and concerns.
Is trustworthy; is someone I can trust.
Is a person you can trust.
Demonstrates a sense of responsibility and commitment to public trust.
Partnering/Networking	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Guarantees equitable and fair treatment for all network participants.
Partners with supply chain companies to enhance availability of resources and material.
Uses networks of personal contacts to gain introductions to others who may have valuable information.
Ensures that lessons learned from the partnership are disseminated and built upon.
Fosters cross-department collaboration, facilitates information sharing, and establishes common objectives.
Teamwork	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Listens carefully to other team members.
Demonstrates compassion and respect for others through actions; is concerned about their work and non-work issues
Shares credit for accomplishments with team members
Listens and is attentive to other team members.
Able to work closely other team members who are considered to be difficult to work with.
Organizational Fluency	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Understands departmental policies and procedures.
Able to deal with sensitive issues with tact and professionalism.
Able to explain departmental policies and procedures to others.
Adept at navigating within the culture of the department.
Gets things done through the department.

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

    -Excellent -Good -Average -Poor




62. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    
    
63. 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?
    
    
    
64. What changes do you see [Company] making in order to raise the standards?
    
    
    
65. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    
66. What do you like best about working for [Company]?
    
    
    
67. 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: