Results Oriented - 360 Degree Feedback Survey Sample #13

Instructions

You are being requested to provide valuable feedback on the manager listed above. Your insights and observations are a crucial element in our continuous efforts to enhance our performance through this leadership development program. This feedback tool has been carefully designed to gather detailed and comprehensive input on the core competencies and role responsibilities that are integral to the ongoing success and growth of our organization.

We believe that your unique perspective, based on your interactions and experiences with this manager, will contribute significantly to identifying strengths, areas for improvement, and opportunities for professional growth. Your feedback will help us foster a culture of excellence, accountability, and continuous improvement within our leadership team.

As you complete the assessment form, please reflect on your interactions with this individual over the past six to twelve months. Your responses will be combined with feedback from others and presented to the manager to aid in their ongoing development. Rest assured, your comments will be shared anonymously, exactly as you write them.

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.



Please complete your response by .

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Results Oriented	Strongly Disagree	Disagree	Agree	Strongly Agree
Prioritizes tasks based on impact and urgency to optimize resource allocation.
Demonstrates the personal confidence to "stay the course," even when faced with difficulty
Determines the objectives for the project.
Adjusts plans based on performance trends, stakeholder feedback, or changing conditions.
Reviews historical performance data to inform future planning decisions.
Inspires and motivates co-workers to be productive and energetic at work
Makes changes to the plans if it will result in increased output.
Encourages open dialogue to surface new ideas and pivot strategies collaboratively.
Always willing to help coworkers to keep productions levels high.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Readily shares information with other group members.
Works with others to develop strategies to identify needs and priorities.
Respects individual differences that contribute to solving problems.
Engages with team members to build a collaborative work environment.
Avoids promoting a hyper competitive culture in favor of a more collaborative one.
Teamwork	Strongly Disagree	Disagree	Agree	Strongly Agree
Demonstrates an understanding of other team member's viewpoints.
Takes the time to listen to the team's ideas.
Emphasizes the importance of getting individuals to work as a team
Builds relationships across boundaries and with key stakeholders by developing informal and formal networks.
Comes across as a reliable, committed team member
Flexibility	Strongly Disagree	Disagree	Agree	Strongly Agree
Is able to bounce back from obstacles.
Able to produce goods and services across a wide spectrum of business needs.
Responds effectively to changes in the market conditions.
Agile and versatile when responding to critical issues.
Faces the unknown head-on, turning challenges into opportunities for growth and innovation.
Feedback	Strongly Disagree	Disagree	Agree	Strongly Agree
Reviews the feedback that subordinates receive from others.
Responds quickly to performance concerns or achievements, avoiding unnecessary delays.
Proactively seeks input from diverse sources to ensure all perspectives are acknowledged and different viewpoints are taken into account.
Clarifies what is expected in terms of performance and behavior.
Integrates feedback into personal development plans or goal-setting processes.
Cultural Awareness	Strongly Disagree	Disagree	Agree	Strongly Agree
Demonstrates fairness and impartiality when resolving conflicts involving cultural differences
Encourages recognition of diverse perspectives in performance reviews and goal-setting.
Promotes continuous learning about customs, traditions, and workplace etiquette.
Willing to work with employees who have different cultural backgrounds.
Is aware of the similarities and differences among and between cultural groups.
Time Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Keeps accurate records of time spent on projects for proper billing.
Consistently meets the project schedule.
Bundles different tasks together if they can be done at the same time.
Avoids delays by working quickly.
Prioritizes new tasks according to their relative importance.

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

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

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