Recognition- 360 Degree Feedback Survey Sample #8

Instructions

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of '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.

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.



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Recognition	Agree	Unsure	Disagree	N/A
Empowers employees to have more autonomy as recognition and reward for good job performance.
Uses recognition as a strategic leadership tool.
Works to establish appropriate levels of recognition and respect within the department.
Ensures that rewards and recognition have meaning for the employees receiving them.
Follows all HR policies and procedures when implementing bonuses or other compensation awards.
Accountability	Agree	Unsure	Disagree	N/A
Holds employees accountable for their participation in solving department problems and issues.
Expects employees to accept the consequences of their actions.
Able to complete required tasks on time and delivered expected results.
Expects employees to account for their actions and performance.
Defines roles, rights, and responsibilities of the team.
Emotional Intelligence	Agree	Unsure	Disagree	N/A
Is able to control their own emotions.
Able to understand others' points of view.
Is able to manage their own emotions.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Persuasion and Influence	Agree	Unsure	Disagree	N/A
Engages in difficult conversations with honesty and respect, guided by core beliefs rather than tactical advantage.
Persuades others through the use of power, credibility, and authority.
Advocates consistently for decisions aligned with ethical and organizational values, even when unpopular.
Times proposals to align with broader organizational decision cycles for maximum receptivity.
Is aware of boundaries and limits on interactions to prevent disputes.
Change Management	Agree	Unsure	Disagree	N/A
Analyzes business performance metrics to establish future goals to be met after implementing changes.
Facilitates and leads the change management process.
Remains calm in situations that may involve significant changes.
Monitors and assesses the changes.
Able to get team members to change their attitudes.
Excellence	Agree	Unsure	Disagree	N/A
Demonstrates the functional or technical skills necessary to do their job.
Demonstrates the analytical skills to do their job.
Takes a lot of pride in their work.
Is planful and organized.
Can be counted on to add value wherever they are involved.
Interpersonal Skills	Agree	Unsure	Disagree	N/A
Is willing to lend a hand to those in the department who need help.
Is a committed and reliable partner.
Demonstrates willingness to work with others.
Provides constructive feedback in a way that fosters acceptance and development.
Maintains open and regular communication with others.
Co-worker Development	Agree	Unsure	Disagree	N/A
Works to identify root causes of performance problems
Adapts coaching and mentoring approach to meet the style or needs of individuals
Sets and clearly communicates expectations, performance goals, and measurements to others
Provides ongoing feedback to co-workers on their development progress
Gives others development opportunities through project assignments and increased job responsibilities
Negotiation	Agree	Unsure	Disagree	N/A
Establishes a strong, cooperative atmosphere; defines expectations; and presents a well-structured agenda aligned with key priorities.
Clearly articulates points and actively listens to the others to ensure that both sides understand each other's needs and concerns.
Is aware of potential emotional triggers that could negatively impact the negotiations.
Collects information from various stakeholders, each with their own viewpoints, data, and interests.
Thoroughly understands the interests and possibilities of both sides.
Global Perspective	Agree	Unsure	Disagree	N/A
Volunteers for experiences and assignments abroad.
Respects individual differences.
Forms strong client relationships with international partners.
Understands and appreciates the perspectives offered by others with different cultural backgrounds.
Able to work with others from different cultures and countries.

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

    5- Very Effective 4- Effective 3- Neither 2- Ineffective 1- Very Ineffective

    
    
52. Strengths
    
    
    
53. Areas for Development
    
    
    
54. Please give any final comments or suggestions for [Participant Name Here]'s assessment.