Self-Management - 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 .

Self Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Uses patience and self-control in working with customers and associates.
Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
Does not allow own emotions to interfere with the performance of others.
Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
Analyzes interpersonal problems instead of reacting to them.
Steps away from a situation to process appropriate response.
Consciously controls own negative emotions in order to keep team morale up.
Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
If [Participant Name] were to make improvements in Self Management, what are your suggestions for how he/she can improve this?
Punctuality	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Starts meetings on time.
Responds to requests for information in a timely manner.
Invoices clients on a timely basis.
Arrives to meetings on time.
Starts the workday when scheduled.
Avoids making personal phone calls during working hours.
If [Participant Name] were to make improvements in Punctuality, what are your suggestions for how he/she can improve this?
Emotional Intelligence	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Able to understand others' points of view.
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Is able to express themselves clearly.
Is attentive to emotional cues and interprets others' feelings correctly.
Is able to manage their own emotions.
Accurately perceives the emotional reactions of others.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?
Goals	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Understands & contributes to development of strategic goals.
Sets high expectations and goals; encourages others to support the organization.
Achieves goals.
Conducts timely follow-up; keeps others informed on a need to know basis.
Makes sure that I have a clear idea of our group's goals.
Establishes and documents goals and objectives.
If [Participant Name] were to make improvements in Goals, what are your suggestions for how he/she can improve this?
Commitment To Result	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Takes immediate action toward goals.
Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
Committed to the team.
Willing to do whatever it takes-not afraid to have to put in extra effort.
Creates a sense of urgency among the store team members to complete activities, which drive sales.
Coordinates all department activities into a cohesive team effort.
If [Participant Name] were to make improvements in Commitment To Result, 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
Respects other committee members.
Utilizes digital tools to enhance collaborative efforts in creating process and policy documents.
Collaborates in time, effort, and expertise to help achieve success.
Allows various stakeholders to contribute their expertise to the solution of a problem.
Respectful of others in group discussions.
Encourages trust among committee members.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?

40. Strengths
    
    
    
41. Areas for Development
    
    
    
42. Please give any final comments or suggestions for [Participant Name Here]'s assessment.