Self-Management - 360 Degree Feedback Survey Sample #4

Dear Employee:


Welcome to our 360-Degree Feedback Assessment of [Participant Name]. Our objective is to provide feedback which will help advance his/her leadership skills and capabilities. We are asking you to take time to respond to this survey to help us identify where we are doing well and where we have opportunities to do better.

We have developed this survey with questions tailored for [Participant Name]'s position in the department to provide you with an opportunity to anonymously rate many facets of his/her leadership performance. The survey will assess what you value most in their leadership skills and allow you to make positive suggestions for improvement.

Please be honest, constructive and thoughtful in your responses. The results of this survey will be used to help drive our future success. If you have any questions about the process please contact [Contact Person].

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team

Instructions:
Please complete the items below and press the submit button at the end of the survey. If you need multiple sessions to complete the survey, please click the "Submit" button at the end of each session to save your responses. Please feel free to skip any items that you do not wish to respond to. Keep in mind that your responses help us to become a better place to work. So, you are encouraged to respond to all items on the questionnaire.

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Self Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
Uses patience and self-control in working with customers and associates.
Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
Consciously controls own negative emotions in order to keep team morale up.
Continual Learning	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Takes the initiative to learn new skills.
Participates in regular training offered.
Pursues professional development opportunities when they arise.
Improves on their skill sets.
Builds on their strengths while addressing their weaknesses.
Leadership	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Gives inspiring presentations or discussions.
Recognizes individual and team accomplishments and reward them appropriately.
Effectively leads others.
Takes ownership and accountability for results
Demonstrates leadership and courage in critical situations.
Adaptability	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Is open to new ideas and innovations.
Works effectively with various personalities of team members.
Adjusts tactics when things are not working as expected.
Able to adjust to changes as needed.
Develops insights and applies innovative solutions to projects and problems.
Persuasion and Influence	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Has excellent influencing/negotiating skills.
Persuades others to consider alternative points of view.
Attempts to persuade others rather than simply control them.
Able to express own goals and needs.
Ensures stakeholders are involved in the decision making process.
Administrative Skill	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Takes responsibility for decisions.
Completes reports on-time.
Strong organizational skills to keep the workspace and department in order
Enthusiastic about taking on challenging projects.
High attention to detail.
Juggling Multiple Responsibilities	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Builds in extra time in the schedule for unplanned events/occurrences.
Keeps track of multiple assignments and deadlines.
Observes, analyzes, and responds to merchandise needs while serving customers and accomplishing operational tasks.
Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates.
Avoids bottlenecks in progress by assigning multiple individuals to critical tasks.
Technology Use/Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Maximizes the use of new technology to deliver products and services.
Adopts the implementation of new technology into the workplace.
Uses technology in decision making and problem solving.
Supports technical training and development of employees.
Understands and is committed to implementing new technologies.
Responsible	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
...takes personal responsibility for results.
Works in a way that makes others want to work with her/him.
Is a person you can trust.
Sets a good example.
Completes assigned work tasks.
Empowering Others	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Is aware of the skill levels of employees and assigns tasks that are at the appropriate skill level.
Is aware of the skill levels of others.
Gives employees input into the decision making process.
Avoids micromanaging their employees.
Gives employees the opportunity to make their own decisions at work.
Coaching	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Develops the skills and capabilities of others.
Helps employees to understand responsibilities, authority, and expectations.
Addresses employee behavior problems effectively.
Helps employees to maintain high personal standards.
Meets regularly with employees to coach them on areas that will enhance their performance
Strategic Focus	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Sustains or achieves a competitive advantage for the organization by analyzing the best practices and lessons learned from other organizations.
Able to decline a poor strategy by proposing alternate strategies.
Focuses attention on treating the causes of problems rather than simply addressing the symptoms.
Communicates goals and objectives to employees.
Creates plans to develop and promote organizational and area strengths, as well as to address weaknesses.
Fiscal Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Monitors spending.
Monitors expenses and verifies the need for items purchased.
Provides budgeting and accounting support to the Company.
Develops of the department's annual budget.
Effective in using Company's resources.

66. On a scale of Excellent to Poor, how would you rate your overall employment with [Company] and why?
    

    -Excellent -Good -Average -Poor




67. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    


68. If you had an opportunity to make any change you wanted to make [Company] a better place to work, what one improvement would you make?
    
    
    


69. What changes do you see [Company] making in order to raise the standards?
    
    


70. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    


71. What do you like best about working for [Company]?
    
    


72. What do you like least about working for [Company]? How could it be improved?
    


93. Use the space below to enter any final comments you would like to be noted: