Results Oriented - 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 .

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Results Oriented	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Conducts regular check-ins that focus on progress, roadblocks, and how to support growth.
Follows up on service delivery to confirm expectations were met or exceeded.
Encourages open dialogue to surface new ideas and pivot strategies collaboratively.
Makes changes to the plans if it will result in increased output.
Reassesses KPIs and success metrics when external factors shift the playing field.
Determines what resources will be needed to achieve the objectives.
Builds trust by consistently being available and responsive to team needs.
Adapts to disruptions in the supply chain to maintain production levels.
Modifies team roles or workflows to better align with changing business conditions.
If [Participant Name] were to make improvements in Results Oriented, what are your suggestions for how he/she can improve this?
Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Actively engages with team members to foster a cooperative environment.
Uses digital tools to support collaborative efforts in document creation?
Creates an environment to support free exchange of information.
Consults with other partners on issues.
Works with other experts to solve problems.
Engages with team members to build a collaborative work environment.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Partnering/Networking	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Engages in partnerships that produce significant results.
Forms strong relationships with customers.
Creates strategic partnerships when resources are limited.
Works to combine the unique strengths of each partner to develop new products or services.
Identifies partnerships with overseas companies to expand market opportunities.
Creates an environment that supports information exchange.
If [Participant Name] were to make improvements in Partnering/Networking, what are your suggestions for how he/she can improve this?
Time Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Encourages colleagues to spend more time on work related activities.
Consistently meets production deadlines.
Stays focused on the job.
Persists with crucial assignments.
Organizes work responsibilities for maximum efficiency.
Delegates administrative and support functions to optimize time for strategic planning and leadership.
If [Participant Name] were to make improvements in Time Management, what are your suggestions for how he/she can improve this?
Action	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Acts quickly to create innovative products and services.
Takes advantage of opportunities to move the organization forward.
Takes action when necessary.
Undertakes actions to achieve specific goals.
Creates opportunities and then takes advantage of them.
Initiates actions to get things done.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?
Supervisory Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave.
Encourages good working relationships between employees.
Communicates equally well with all employees.
Seeks to enhance the performance of employees under their supervision.
Maintains disciplinary policy and fair enforcement of work rules
Provides feedback referencing specific instances or examples of behaviors.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?
Initiative	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Will continue to work on a problem even in the face of obstacles.
Encourages others on the team to suggest process improvements.
Allocates resources in advance to support anticipated growth or change initiatives.
Gladly seeks additional responsibilities.
Immediately works on solving problems.
Initiates automation or tooling to reduce future manual workload or bottlenecks.
If [Participant Name] were to make improvements in Initiative, 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.