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.



Please complete your response by .

Supervisory Skills	Strongly Disagree	Disagree	Agree	Strongly Agree
Uses the team to its fullest capacity.
Is clear when assigning tasks to be completed.
Seeks to enhance the performance of employees under their supervision.
Gives feedback that includes both a recognition of the employee's strengths and areas where the employee could do better.
Always remains calm and professional even in stressful situations.
Successfully mediates conflicts between employees.
Exemplifies professionalism in the workplace.
Maintains good working relationships with employees.
Determines appropriate staffing levels for the job.
Bias for Action	Strongly Disagree	Disagree	Agree	Strongly Agree
Motivates others to achieve or exceed goals
Seeks and utilizes opportunities for continuous learning and self-development.
Completes a large volume of work.
Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
Encourages risk taking and experimentation to improve performance
Continual Learning	Strongly Disagree	Disagree	Agree	Strongly Agree
Seeks opportunities to grow in skills and knowledge.
Takes charge of their training and skills enhancement.
Takes the initiative to learn new skills.
Grasps new ideas, concepts, technical, or business knowledge.
Pursues self-improvement through continual learning.
Clarity	Strongly Disagree	Disagree	Agree	Strongly Agree
Checks details thoroughly.
Communicates with clarity and efficiency.
Writes clear job descriptions for positions in the organization.
Clearly defines work objectives for employees.
Makes sure goals and objectives are clearly and thoroughly explained and understood.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Equip the team with the right tools and technologies to facilitate collaboration.
Creates an environment where team members feel safe to express their ideas and concerns without fear of judgment.
Works to get buy-in of individuals based on common good of business.
Create an environment where collaboration and teamwork is encouraged.
Understands that collaboration often leads to more innovative and effective solutions.
Co-worker Development	Strongly Disagree	Disagree	Agree	Strongly Agree
Adapts coaching and mentoring approach to meet the style or needs of individuals
Takes immediate action on poor performance
Gives others development opportunities through project assignments and increased job responsibilities
Provides ongoing feedback to co-workers on their development progress
Works to identify root causes of performance problems
Coaching	Strongly Disagree	Disagree	Agree	Strongly Agree
Provides clear, motivating, and constructive feedback.
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Helps employees to maintain high personal standards.
Helps employees to understand responsibilities, authority, and expectations.
Develops the skills and capabilities of others.
Vision	Strongly Disagree	Disagree	Agree	Strongly Agree
Creates a clear and inspiring vision statement that outlines the desired future for the company.
Recognizes issues and formulates solutions.
Persuades others to follow the Company's vision.
Establishes a timeline for attainment of the organization's vision.
Able to formulate and implement a vision for the future of the department.

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.