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 .

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Self Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Consciously controls own negative emotions in order to keep team morale up.
Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
Does not allow own emotions to interfere with the performance of others.
Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
Steps away from a situation to process appropriate response.
Analyzes interpersonal problems instead of reacting to them.
Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
Uses patience and self-control in working with customers and associates.
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
Conducts appointments at scheduled start time.
Arrives to meetings on time.
Maintains an efficient schedule of activities.
Invoices clients on a timely basis.
Starts the workday when scheduled.
Starts meetings on time.
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
Is able to manage their own emotions.
Able to understand others' points of view.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Is able to control their own emotions.
Accurately perceives the emotional reactions of others.
Is able to express themselves clearly.
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
Maintains a clear overview of each goal's requirements and deadlines.
Sets clear objectives and maintains focus on the end results.
Defines specific performance targets to measure goal attainment.
Sets high expectations and goals; encourages others to support the organization.
Involved in the defining of objectives.
Follows a structured plan to consistently monitor progress and make necessary adjustments.
If [Participant Name] were to make improvements in Goals, what are your suggestions for how he/she can improve this?
Commitment	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Models resilience and adaptability, showing dedication and commitment to success even when strategies must shift.
Builds employee commitment to organizational success and results.
Celebrates progress and perseverance, reinforcing that every contribution strengthens the bottom line.
Mobilizes individual strengths by deepening commitment to the organization's mission.
Assigns stretch tasks that build employee confidence in handling diverse customer needs.
Provides regular updates on progress toward goals, keeping employees committed, engaged and accountable.
If [Participant Name] were to make improvements in Commitment, 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
Creates an environment where others feel comfortable sharing knowledge and information.
Is a dependable partner in the group.
Encourages trust among committee members.
Shares insights, innovations, and resources to enhance efficiency.
Makes decisions with other members of the group.
Has the confidence and trust of other partners.
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.