Teamwork- 360 Degree Feedback Survey Sample #4

Dear Employee:


Welcome to our 360-Degree Feedback Assessment of [Participant Name]. Our objective is to provide feedback which will help advance his/her leadership skills and capabilities. We are asking you to take time to respond to this survey to help us identify where we are doing well and where we have opportunities to do better.

We have developed this survey with questions tailored for [Participant Name]'s position in the department to provide you with an opportunity to anonymously rate many facets of his/her leadership performance. The survey will assess what you value most in their leadership skills and allow you to make positive suggestions for improvement.

Please be honest, constructive and thoughtful in your responses. The results of this survey will be used to help drive our future success. If you have any questions about the process please contact [Contact Person].

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team



Instructions:
Please complete the items below and press the submit button at the end of the survey. If you need multiple sessions to complete the survey, please click the "Submit" button at the end of each session to save your responses. Please feel free to skip any items that you do not wish to respond to. Keep in mind that your responses help us to become a better place to work. So, you are encouraged to respond to all items on the questionnaire.

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Teamwork	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Encourages others to share ideas to develop team cohesion
Considers the impact and implications of decisions on the team.
Effective team player
Fosters teamwork rather than individual competition
Actively participates in the work of teams; seeks and listens to others' contributions
Leadership	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Motivates others to reach and exceed organizational goals and objectives.
Sits down regularly with employees to review their job performance.
Provides resources to enable individuals to develop professionally.
Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
Expresses clear goals and objectives.
Feedback	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Looks to others for input.
Seeks feedback to enhance performance.
Is visible and approachable.
Actively seeks feedback from others.
Accepts the views of others.
Initiative	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Builds strong interpersonal relationships upon first meeting.
Quickly comes to the aid of those who may need help.
Takes corrective action to address performance deficiencies/issues.
Guides strategic initiatives to advance the department/organization.
Takes on additional tasks without being asked or told to do so.
Juggling Multiple Responsibilities	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Spends the most time and effort on critical tasks first.
Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates.
Uses a scheduler/planner to keep tasks organized and on time.
Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
Begins tasks as soon as possible.
Safety	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Mitigates hazards and safety issues that arise.
Encourages others to attend safety training.
Commits adequate resources toward safety measures.
Is aware of OSHA safety guidelines.
Participates in safety training as applicable.
Co-worker Development	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Sets and clearly communicates expectations, performance goals, and measurements to others
Works to identify root causes of performance problems
Takes immediate action on poor performance
Adapts coaching and mentoring approach to meet the style or needs of individuals
Provides ongoing feedback to co-workers on their development progress
Organizational Fluency	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Able to explain departmental policies and procedures to others.
Anticipates problems that may affect the department.
Is aware of other organizational cultures to compare/contrast with the current organizational culture.
Understands the current organizational culture.
Understands departmental policies and procedures.

41. On a scale of Excellent to Poor, how would you rate your overall employment with [Company] and why?
    

    -Excellent -Good -Average -Poor




42. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    
    
43. If you had an opportunity to make any change you wanted to make [Company] a better place to work, what one improvement would you make?
    
    
    
44. What changes do you see [Company] making in order to raise the standards?
    
    
    
45. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    
46. What do you like best about working for [Company]?
    
    
    
47. What do you like least about working for [Company]? How could it be improved?
    
    
    
93. Use the space below to enter any final comments you would like to be noted: