Recognition - 360 Degree Feedback Survey Sample #13

Instructions

You have been selected to provide valuable feedback for the manager listed above. Your insights are an important part of [Participant]'s leadership development process. This tool is designed to gather broad and comprehensive feedback on the core competencies and role responsibilities that are crucial for the continuous success of our organization.

When responding to the assessment form, please consider your experiences working with this individual over the past six to twelve months. Reflect on specific instances, interactions, and overall performance that you have observed. Your responses will be combined with feedback from other colleagues to create a holistic view of the manager's strengths and areas for improvement. This collective feedback will be used to guide their ongoing professional development.

Please be candid and constructive in your comments, as they will be shared anonymously with the manager. Your feedback will be instrumental in helping them understand their impact on the team and the organization, and in identifying opportunities for growth. We appreciate your time and effort in contributing to this important process.

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	Strongly Disagree	Disagree	Agree	Strongly Agree
Accompanies recognition with specific examples of how the employee's work made a difference for the department/organization.
Expresses appreciation in informal settings.
Empowers employees to have more autonomy as recognition and reward for good job performance.
Ensures that all employees feel valued, respected, and appreciated for their contributions.
Offers recognition that is proportional to the accomplishment.
Implements a pilot program to test recognition initiatives before rolling them out to the general employee population.
Provides year-end awards and recognition.
Uses Eco-Friendly awards to incentivize employees to conserve natural resources.
Recognizes and rewards people based on their job performance.
Developing Others	Strongly Disagree	Disagree	Agree	Strongly Agree
Provides constructive feedback to others.
Is open to receiving feedback.
Supports the successes of other employees.
Sets performance objectives for subordinates that encourages development opportunities.
Develops employees by offering and encouraging them to take on new or additional responsibilities.
Others	Strongly Disagree	Disagree	Agree	Strongly Agree
...treats others with respect and dignity.
Constructively receives criticism and suggestions from others.
Works across boundaries within the organization.
Supports the efforts of other employees in implementing solutions to problems.
Helpful
Persuasion and Influence	Strongly Disagree	Disagree	Agree	Strongly Agree
Reinforces key messages through repetition, storytelling, and strategic emphasis, making them memorable and actionable.
Is a charismatic speaker able to influence others to exceed performance standards.
Takes a long-term view and acts as a catalyst and champion of change.
Strategically shapes communication to align with broader business priorities, ensuring that influence efforts support long-term organizational goals.
Builds personal relationships to more effectively persuade and influence others.
Achievement	Strongly Disagree	Disagree	Agree	Strongly Agree
Encourages a culture of mentorship and continuous improvement, helping others reach their full potential.
Tracks and evaluates team efforts to align actions with long-term strategic objectives.
Increased revenue for the company.
Establishes Specific Measurable Achievable Realistic and Timed (SMART) goals.
Inspires others to work with a sense of urgency.
Technical	Strongly Disagree	Disagree	Agree	Strongly Agree
Demonstrates mastery of the technical competencies required in his/her work.
Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
Willingly shares information and expertise; sought out as resource by others
Is knowledgeable of procedures or systems necessary for the job.
Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
Regulatory/Compliance	Strongly Disagree	Disagree	Agree	Strongly Agree
Uses compliance reports to evaluate the effectiveness of compliance initiatives identifying areas of risk.
Responds promptly to inquiries from regulatory bodies.
Reviews transactions for potential misconduct.
Keeps track of changes in legislation affecting regulatory compliance.
Maintains a state of readiness to address new and changing regulations and procedures.
Punctuality	Strongly Disagree	Disagree	Agree	Strongly Agree
Starts the workday when scheduled.
Avoids making personal phone calls during working hours.
Conducts appointments at scheduled start time.
Invoices clients on a timely basis.
Maintains an efficient schedule of activities.

45. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
46. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
47. Overall, please rate the effectiveness of [Participant Name Here].
    

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

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