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Goals - 360 Degree Feedback Survey Sample #8

November 2, 2025

Instructions
Questionnaires Measuring Goals:
You have been selected to provide feedback for the manager listed Survey 1 (4-point scale; Competency Comments)
above. Your feedback is an important part of Yes's leadership Survey 2 (4-point scale; Competency Comments)
development process. This tool is intended to gather broad feedback Survey 3 (5-point scale; Competency Comments)
in the core competencies and role responsibilities that are important Survey 4 (5-point scale; radio buttons)
for the on-going success of our organization. Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
In responding to the assessment form, please think about your Survey 7 (5-point scale; competency comments; N/A)
experiences working with this individual during the last six to twelve Survey 8 (3-point scale; Agree/Disagree words; N/A)
months. Your responses will be merged with other people's feedback Survey 9 (3-point scale; Strength/Development; N/A)
and presented to to guide them in their on-going development. Survey 10 (Comment boxes only)
Comments will be shared anonymously, as written, with the Survey 11 (Single rating per competency)
manager. Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Competencies Included:
Goals, Juggling Multiple Responsibilities, Managing Risk,
Regulatory/Compliance, Client Focus, Self Management,
Attitude, Supervisory Skills, Performance, Problem Solving,
Coaching, Business Acumen, Strategic Insight,
Organizational Fluency

Method of use: As part of the review process, managers will receive

feedback from peers and staff. It is recognized that not all Sample Result Document:
participants will be able to assess an individual's performance in all Sample Results
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.

When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.

Please complete your response by November 16.

Goals Agree Unsure Disagree N/A

1. Helps facilitate the success of others' goals. Agree Unsure Disagree N/A

2. Uses metrics such as the number of tasks

completed, project milestones achieved, or output Agree Unsure Disagree N/A
produced per hour to measure progress.

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 3. Knows how achievements are assessed in relation to
Agree Unsure Disagree N/A
the position's goals.

4. Complies with timelines for goal attainment. Agree Unsure Disagree N/A

5. Aids and facilitates attainment of departmental

Agree Unsure Disagree N/A
goals.

Juggling Multiple Responsibilities Agree Unsure Disagree N/A

6. Organizes tasks for the most efficient order of

Agree Unsure Disagree N/A
completion.

7. Recognizes and responds to product placement and

signing needs while staying alert to customers' Agree Unsure Disagree N/A
needs, store activities and training associates.

8. Coordinates the work of a team by assigning tasks

Agree Unsure Disagree N/A
to other team members.

9. Builds in extra time in the schedule for unplanned

Agree Unsure Disagree N/A
events/occurrences.

10. Plans and organizes continuously while performing

Agree Unsure Disagree N/A
all other responsibilities and activities.

Managing Risk Agree Unsure Disagree N/A

11. Works effectively to mitigate risks. Agree Unsure Disagree N/A

12. Creates a risk profile for projects and teams. Agree Unsure Disagree N/A

13. Fosters an awareness and a shared responsibility for

Agree Unsure Disagree N/A
managing risk at all levels of the Company.

14. Establishes the context for risk management

Agree Unsure Disagree N/A
activities.

15. Uses risk data to generate insights and drive

Agree Unsure Disagree N/A
strategic decisions.

Regulatory/Compliance Agree Unsure Disagree N/A

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 16. Keeps detailed records of compliance measures. Agree Unsure Disagree N/A

17. Keeps up-to-date with legislation affecting

Agree Unsure Disagree N/A
employees.

18. Creates and administers training initiatives on

Agree Unsure Disagree N/A
compliance and regulations.

19. Performs regular compliance audits. Agree Unsure Disagree N/A

20. Creates and distributes code of ethics and code of

Agree Unsure Disagree N/A
conduct.

Client Focus Agree Unsure Disagree N/A

21. Responds to the needs of the client. Agree Unsure Disagree N/A

22. Acts with integrity in all client interactions. Agree Unsure Disagree N/A

23. Prioritizes the needs and preferences of the client. Agree Unsure Disagree N/A

24. Consistently exceeds client expectations. Agree Unsure Disagree N/A

25. Views client satisfaction as an everyday priority. Agree Unsure Disagree N/A

Self Management Agree Unsure Disagree N/A

26. Consciously controls own negative emotions in

Agree Unsure Disagree N/A
order to keep team morale up.

27. Is aware of personal impact on others and adjusts

Agree Unsure Disagree N/A
behavior to create a positive leadership presence.

28. Analyzes own reactions on the spot to ensure that

communication does not appear to be driven by Agree Unsure Disagree N/A
anger.

29. Steps away from a situation to process appropriate

Agree Unsure Disagree N/A
response.

30. Analyzes interpersonal problems instead of reacting

Agree Unsure Disagree N/A
to them.

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 Attitude Agree Unsure Disagree N/A

31. Proactively seeks feedback to refine outcomes, not

Agree Unsure Disagree N/A
out of obligation but a desire to elevate quality.

32. Deflects praise with grace and redirects attention to

Agree Unsure Disagree N/A
collaborative effort.

33. Treats all people fairly and with respect. Agree Unsure Disagree N/A

34. Recognizes time as a shared resource and manages

Agree Unsure Disagree N/A
it responsibly.

35. Focuses on solutions rather than obstacles when

Agree Unsure Disagree N/A
facing setbacks.

Supervisory Skills Agree Unsure Disagree N/A

36. Fosters an environment that supports open

Agree Unsure Disagree N/A
communication.

37. Provides constructive, ongoing feedback. Agree Unsure Disagree N/A

38. Is consistent in disciplinary/corrective actions. Agree Unsure Disagree N/A

39. Is able to manage emotions during difficult times. Agree Unsure Disagree N/A

40. Resolves personnel problems quickly and effectively. Agree Unsure Disagree N/A

Performance Agree Unsure Disagree N/A

41. Works well in this position. Agree Unsure Disagree N/A

42. Effectively organizes resources and plans Agree Unsure Disagree N/A

43. ...Overall Performance Agree Unsure Disagree N/A

44. Sets a high standard for job performance. Agree Unsure Disagree N/A

45. Able to organize work. Agree Unsure Disagree N/A

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 Problem Solving Agree Unsure Disagree N/A

46. Utilizes concrete measures of the gap between

expected and observed outcomes so that the Agree Unsure Disagree N/A
effectiveness of solutions can be determined.

47. Adapts to different problems by applying a wide

Agree Unsure Disagree N/A
range of strategies and techniques.

48. Weighs the pros and cons of proposed solutions. Agree Unsure Disagree N/A

49. Is able to isolate the main problem. Agree Unsure Disagree N/A

50. Solves problems that require several different

Agree Unsure Disagree N/A
criteria or constraints.

Coaching Agree Unsure Disagree N/A

51. Coaches and mentors employees to achieve

Agree Unsure Disagree N/A
excellence.

52. Offers impactful and customized coaching. Agree Unsure Disagree N/A

53. Challenges the employee to grow and reflect on

Agree Unsure Disagree N/A
their capabilities and opportunities.

54. Meets regularly with employees to coach them on

Agree Unsure Disagree N/A
areas that will enhance their performance.

55. Creates an environment of trust by investing time

with the employee and in building rapport before Agree Unsure Disagree N/A
engaging in deeper coaching discussions.

Business Acumen Agree Unsure Disagree N/A

56. Conducts thorough market research to understand

industry trends, customer needs, and competitive Agree Unsure Disagree N/A
landscapes.

57. Evaluates risks in terms of their business impact and

Agree Unsure Disagree N/A
likelihood of occurrence.

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 58. Works cooperatively with others to implement
Agree Unsure Disagree N/A
business changes.

59. Keeps informed of current income and expenses. Agree Unsure Disagree N/A

60. Understands financial terminology, statements. Agree Unsure Disagree N/A

Strategic Insight Agree Unsure Disagree N/A

61. Integrates financial, operational, and market data to

Agree Unsure Disagree N/A
guide strategic priorities and resource allocation.

62. Attends industry conferences to gain further insight

Agree Unsure Disagree N/A
into how other companies deal with similar issues.

63. Allocates proper resources for employee training to

meet future needs based on insight into employee Agree Unsure Disagree N/A
skill levels.

64. Formulates policies and strategies for addressing

Agree Unsure Disagree N/A
the Company's important challenges.

65. Develops a plan and strategy for each functional

Agree Unsure Disagree N/A
area within the mission statement.

Organizational Fluency Agree Unsure Disagree N/A

66. Able to deal with sensitive issues with tact and

Agree Unsure Disagree N/A
professionalism.

67. Is aware of other organizational cultures to

compare/contrast with the current organizational Agree Unsure Disagree N/A
culture.

68. Able to use corporate politics to advance

Agree Unsure Disagree N/A
department objectives.

69. Gets things done through the department. Agree Unsure Disagree N/A

70. Able to explain departmental policies and

Agree Unsure Disagree N/A
procedures to others.

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 71. Overall, please rate the effectiveness of [Participant Name Here].
5- Very Effective
4- Effective
3- Neither
2- Ineffective
1- Very Ineffective

72. Strengths

73. Areas for Development

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

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