Leadership - 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.

---

Edit this Survey

Would you like to edit this survey? Click here to begin.

Leadership	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Expects employees to proactively identify problems and propose solutions.
Holds core team members and DMs accountable to commitments made
Consistently communicates why something needs to be done or changed and relates current initiatives to Company vision and goals.
Able to influence others.
Expects participation by all team members.
Performance	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Works well in this position.
Works effectively in the department.
Effectively organizes resources and plans
Effective in performing his/her job.
Able to organize work.
Emotional Intelligence	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Is able to manage their own emotions.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Is able to express themselves clearly.
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Able to understand others' points of view.
Bias for Action	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Makes timely and confident decisions without overanalyzing.
Works quickly when faced with difficult problems.
Develops a proactive approach to solving problems and issues on a project.
Uses creativity to solve problems, tackle obstacles and make progress.
Adapts quickly and finds alternative ways to achieve goals.
Problem Solving	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Implements effective solutions to critical problems.
Collects relevant information and data.
Remains calm and composed under pressure to think clearly and respond appropriately to unforeseen challenges.
Invests in training and development programs to equip team members with the skills and knowledge they need to identify and solve problems effectively.
Create a timeline for completing the action steps including deadlines for each task and milestones to be achieved.
Initiative	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Takes charge when there is a crisis.
Acts quickly to address any issues or problems.
Initiates new projects for the department.
Able to initiate work on projects independently without direct supervision.
Will continue to work on a problem even in the face of obstacles.
Results Oriented	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Persists in seeking objectives despite obstacles or setbacks.
Encourages a high-energy, fun work environment and coaches others on how to do the same
Takes responsibility for outcomes rather than deflecting blame when challenges arise.
Explains the "whys" behind organizational objectives
Identifies the steps needed to accomplish the results.
Developing Others	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Supports the successes of other employees.
Is open to receiving feedback.
Develops employees by offering and encouraging them to take on new or additional responsibilities.
Tries to ensure employees are ready to move to the next level.
Creates a work environment that fosters positive feedback to employees.
Coaching	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Takes time to learn the work interests and career goals of employees.
Conducts regular performance appraisals and feedback.
Uses positive reinforcements to help employees see coaching as an opportunity rather than an obligation.
Creates opportunities for others
Fosters a safe and supportive environment that encourages honesty and engagement.
Strategic Focus	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Develops a strategic plan for adapting the organization to better respond to external changes in the marketplace.
Creates deadlines for various components of the strategy.
Creates a strategy to achieve departmental objectives.
Makes plans to handle unforeseen events that could impact the achievement of strategic goals.
Creates a mission statement describing the purpose for the organization.
Planning	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Determines what supplies/equipment will be needed for the department.
Has developed an effective strategic plan.
Plans for future staffing needs.
Prioritizes tasks and allocates resources.
Makes strategic and tactical decisions to guide the logistics process.

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

    -Excellent -Good -Average -Poor




57. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    
    
58. 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?
    
    
    
59. What changes do you see [Company] making in order to raise the standards?
    
    
    
60. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    
61. What do you like best about working for [Company]?
    
    
    
62. 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: