Self-Management - 360 Degree Feedback Survey Sample #13

Instructions

We are delighted to extend an invitation to you to provide valuable feedback on the manager listed above. Your insights and observations are a crucial element in our continuous efforts to enhance our leadership development program. This feedback tool has been meticulously 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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Self Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
Steps away from a situation to process appropriate response.
Uses patience and self-control in working with customers and associates.
Does not allow own emotions to interfere with the performance of others.
Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
Consciously controls own negative emotions in order to keep team morale up.
Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
Analyzes interpersonal problems instead of reacting to them.
Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
Feedback	Strongly Disagree	Disagree	Agree	Strongly Agree
Determines the appropriate timeline for implementing feedback results.
Maintains the confidentiality of feedback given.
Selects an appropriate set of individuals (peers, subordinates, customers) to provide feedback through a 360-Feedback system.
Regularly assesses job performance against set objectives and benchmarks, pinpointing opportunities for enhancement.
Monitors and adjusts performance in response to feedback.
Goals	Strongly Disagree	Disagree	Agree	Strongly Agree
Keeps track on performance of goals and makes adjustments as needed.
Defines goals to reduce operational costs and measures attainment by comparing current to previous expenses.
Actively participates in defining and setting objectives, ensuring that a variety of input and perspectives are considered.
Is committed to supporting and achieving assigned goals.
Takes into account the unique circumstances, challenges, and objectives associated with each specific task or project when creating or assigning a goal.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Allows various stakeholders to contribute their expertise to the solution of a problem.
Works to get buy-in of individuals based on common good of business.
Has the confidence and trust of other partners.
Works with others to manage conflicts using a constructive approach.
Rewards collaborative efforts of team members.
Empowering Others	Strongly Disagree	Disagree	Agree	Strongly Agree
Recognizes the expertise that employees have in certain areas and allows them the freedom to operate as they see fit.
Is confident in the abilities of employees assigned important tasks.
Assigns tasks that are within the skill levels of employees.
Sets goals to allow the employee to have more autonomy over their work.
Recognizes that employees may need flexibility in their working hours.
Business Acumen	Strongly Disagree	Disagree	Agree	Strongly Agree
Effectively develops and uses resources (people, time, money, supplies, equipment, and space) to improve organizational performance
Facilitates others in the development and implementation of changes to business operations.
Understands cash flow procedures and statements.
Rewards risky ideas that may yield significant benefits to the business.
Is up-to-date with regulatory guidelines and policies.

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

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

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