Recognition - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

Recognition	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Says "thank you" to show appreciation for work of others.
Lets employees know when they have done well
Finds opportunities to recognize others.
Is sincerely interested in the suggestions of co-workers
Reinforces and rewards employees for accomplishing necessary goals.
Offers recognition in a timely manner.
Recognizes individuals for a specific outstanding achievement.
Makes people around them feel appreciated and valued.
Readily shares credit and gives others opportunity for visibility.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?
Strategic Insight	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Meets with customers to gain insight into their core needs and how best to serve them.
Attends industry conferences to gain further insight into how other companies deal with similar issues.
Identifies root causes of problems.
Implements long-term solutions to problems.
Lets employees know how their roles contribute toward the achievement of strategic company objectives.
Formulates policies and strategies for addressing the Company's important challenges.
If [Participant Name] were to make improvements in Strategic Insight, what are your suggestions for how he/she can improve this?
Clarity	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Clarifies problems and their causes to help employees correct them.
Is clear about the roles and duties of team members.
Is clear about goals that need to be achieved.
Avoids creating ambiguity or mixed messages.
Makes sure employees understand why they were given certain assignments.
Attends to the important details of a job or task.
If [Participant Name] were to make improvements in Clarity, what are your suggestions for how he/she can improve this?
Accountability	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Accepts the consequences for their actions.
Is personally invested in the success of the organization.
Commits to leading the initiatives to solving critical issues.
Works to achieve established goals.
Keeps supervisor informed of recent events.
Accepts personal responsibility for producing high quality and timely work.
If [Participant Name] were to make improvements in Accountability, what are your suggestions for how he/she can improve this?
Quality	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is innovative and creative in response to issues involving quality of the products.
Encourages employees to produce the best quality products.
Implements quality control feedback loops to enhance services and products.
Committed to the improvement of the quality of services and products.
Communicates with team members regarding best quality practices.
Promotes an environment that fosters quality and safety.
If [Participant Name] were to make improvements in Quality, what are your suggestions for how he/she can improve this?
Client Focus	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Accepts responsibility for ensuring client satisfaction.
Creates innovative solutions to meet client needs.
Has excellent communication with clients.
Is committed to resolving client issues in a positive way.
Fosters an environment that supports strong client focus.
Anticipates problems that the client may encounter.
If [Participant Name] were to make improvements in Client Focus, what are your suggestions for how he/she can improve this?
Co-worker Development	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Takes immediate action on poor performance
Sets and clearly communicates expectations, performance goals, and measurements to others
Adapts coaching and mentoring approach to meet the style or needs of individuals
Works to identify root causes of performance problems
Gives others development opportunities through project assignments and increased job responsibilities
Provides ongoing feedback to co-workers on their development progress
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?

46. Strengths
    
    
    
47. Areas for Development
    
    
    
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.