Vision- 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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Vision	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Promotes a vision that inspires individuals to take risks to achieve greater rewards.
Guides employees to prioritize crucial components of the vision.
Articulates the vision in a way that resonates with diverse stakeholders, adapting language to audience needs.
Concentrates employees' tasks on essential parts of the vision.
Converts the department's vision into specific goals and a strategic plan.
Entrepreneurship	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Can work effectively in an environment of uncertainty.
Able to adapt the department to changing business demands and climate.
Balances risks and rewards when making decisions.
Devotes a certain amount of time and effort to developing new business opportunities.
Is comfortable operating in an environment of uncertainty.
Continual Improvement	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Open to the suggestions from others.
Analyzes processes to determine areas for improvement.
Promotes training and development opportunities to enhance job performance.
Looks for ways to expand current job responsibilities.
Looks for ways to expand and learn new job skills.
Supervisory Skills	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Is respectful toward employees.
Introduces targeted training and development initiatives to address and elevate subpar performance.
Reviews performance against established measures.
Is consistent in disciplinary/corrective actions.
Maintains a calm demeanor when addressing stressful issues in the workplace.
Time Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Keeps and maintains a To-Do list.
Identifies tasks that can be reassigned to others to prioritize high-impact leadership responsibilities.
Encourages coworkers to work productively.
Provides accurate estimates for the amount of time needed to accomplish certain tasks.
Gets more accomplished than others in the same amount of time.
Change Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Empowers employees with decision-making responsibilities to allow them to take ownership of certain aspects of the change.
Is interested in working on projects that may not be well defined.
Assists others in understanding changes to the organization.
Helps teams and department overcome hurdles to achieving necessary changes.
Identifies influential employees who can support the change and help spread enthusiasm across teams.
Technical	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Knows how to produce high quality products/work.
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
Demonstrates mastery of the technical competencies required in his/her work.
Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
Responsible	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Acts as a resource without removing individual responsibility.
Sets a good example.
Works in a way that makes others want to work with her/him.
Behavior is ethical and honest.
Sets high personal standards of performance.
Conflict Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Equips the team with tools to self-manage conflict and engage in productive dialogue.
Identifies the root sources of conflict.
Encourages a better understanding of past behaviors and how they might evolve to support healthier collaboration.
Avoids premature conclusions, allowing space for nuance and deeper understanding.
Achieves mutually acceptable solutions through collaborative efforts by both parties.

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

    -Excellent -Good -Average -Poor




47. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    
    
48. 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?
    
    
    
49. What changes do you see [Company] making in order to raise the standards?
    
    
    
50. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    
51. What do you like best about working for [Company]?
    
    
    
52. 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: