Supervisory Skills - 360 Degree Feedback Survey Sample #13

Instructions

You have been selected to provide valuable feedback for the manager listed above. Your insights are an important part of [Participant]'s leadership development process. This tool is designed to gather broad and comprehensive feedback on the core competencies and role responsibilities that are crucial for the continuous success of our organization.

When responding to the assessment form, please consider your experiences working with this individual over the past six to twelve months. Reflect on specific instances, interactions, and overall performance that you have observed. Your responses will be combined with feedback from other colleagues to create a holistic view of the manager's strengths and areas for improvement. This collective feedback will be used to guide their ongoing professional development.

Please be candid and constructive in your comments, as they will be shared anonymously with the manager. Your feedback will be instrumental in helping them understand their impact on the team and the organization, and in identifying opportunities for growth. We appreciate your time and effort in contributing to this important process.

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.



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Supervisory Skills	Strongly Disagree	Disagree	Agree	Strongly Agree
Encourages good working relationships between employees.
Maintains good working relationships with employees.
Encourages employees to take responsibility for mistakes.
Sets the objectives to be completed for the shift.
Decides the best approach for addressing issues that arise on the job.
Determines appropriate staffing levels for the job.
Is consistent in disciplinary/corrective actions.
Holds employees accountable for work assignments.
Provides feedback referencing specific instances or examples of behaviors.
Bias for Action	Strongly Disagree	Disagree	Agree	Strongly Agree
Focuses efforts on tasks that need to be completed first.
Has a bias for getting things done.
Coaches others to foster an environment which can adapt quickly and willingly to rapid change.
Uses creativity to solve problems, tackle obstacles and make progress.
Takes decisive actions.
Continual Learning	Strongly Disagree	Disagree	Agree	Strongly Agree
Takes the initiative to learn new skills.
Is open to new ideas and concepts.
Views setbacks as opportunities to learn from.
Pursues self-improvement through continual learning.
Grasps new ideas, concepts, technical, or business knowledge.
Clarity	Strongly Disagree	Disagree	Agree	Strongly Agree
Makes sure goals and objectives are clearly and thoroughly explained and understood.
Provides a clear vision for the future.
Seeks to reduce ambiguity in messaging and documents.
Makes sure employees understand why they were given certain assignments.
Communicates ideas and facts clearly and effectively in writing.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Creates an environment of open and transparent communication.
Works with others to achieve common objectives.
Devotes time and energy to empower the team to succeed.
Works with others to resolve issues facing the company.
Encourages open dialog and sharing of information among team members.
Co-worker Development	Strongly Disagree	Disagree	Agree	Strongly Agree
Adapts coaching and mentoring approach to meet the style or needs of individuals
Provides ongoing feedback to co-workers on their development progress
Gives others development opportunities through project assignments and increased job responsibilities
Works to identify root causes of performance problems
Takes immediate action on poor performance
Coaching	Strongly Disagree	Disagree	Agree	Strongly Agree
Demonstrates that challenges are temporary and often lead to growth.
Asks questions that gently prompt the employee to expand their thinking.
Assists the employee in seeking improved self-awareness and self-reflection.
Inquires about employee's accomplishments.
Challenges the employee to grow and reflect on their capabilities and opportunities.
Vision	Strongly Disagree	Disagree	Agree	Strongly Agree
Fosters a culture that aligns with the organization's vision.
Builds momentum by celebrating small wins that reflect progress toward the vision.
Creates and executes a strategic vision that propels the department forward.
Shapes strategies that resonate with the department's shared vision.
Ensures that team roles, responsibilities, and metrics are clearly tied to the vision.

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

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

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