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360 Degree Feedback Survey

360 degree feedback surveys are designed to gather feedback about an employee from all directions: up, down, peers, self, and customers too. These directions include direct reports (managers and supervisors), subordinates, peers, and customers. Simplifying 360 feedback is essential in avoiding confusion and complicated reporting. AssessTEAM offers an easy method of 360-degree feedback that can be rolled out in minutes, resulting in easy-to-comprehend actionable reports.

360 Degree Feedback Survey KPIs Reporting Dashboard

Project Peer Evaluations

Project peer reviews are evaluations that are completed by a team member’s peers, based on their performance working together as a team to complete a project. This employee evaluation method holds employees accountable for their team contributions and builds a cohesive team that completes projects timeously and within budget.

  • Leadership – Being a good leader is a useful skill to develop for all team members working on projects together. Leading by example on resolution of problems, communication and general quality improvements is expected from all team members.
  • Interpersonal skills – Interpersonal skills are a vital attribute for all employees working together on a team to display. Excellent interpersonal skills are expected of all team members.

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  • Problem-solving – Problem-solving skills are one of the essential skills needed when working together in a team. Problem-solving skills include logic, creativity, resilience, imagination, lateral thinking, and determination. All team members are expected to improve their skills and display problem-solving skills while working in a team.
  • Motivation – A motivated employee is a productive employee. Motivation comes from several factors, including effective communication, knowledge of domain and managerial behavior. Team members are expected to remain motivated towards project success and bring risks to their managers’ attention.
  • Efficiency – Team members are expected to employ work methods and approaches that accomplish their tasks effectively and efficiently.
  • Detail-oriented – The ability to pay attention to detail is a key character trait of a successful employee. Team members are expected to pay sufficient attention to detail when working on a project together.
  • Reliability – Reliability is critical to employee performance. Reliable employees arrive at work on time and are prepared to complete their work on time.
  • Time management – Team members are expected to manage their time well. This includes attending meetings regularly and being on time for their commitments.
  • Integrity, Honesty, and Truthfulness – Trust, honor, and honesty are essential elements of integrity.
  • Innovativeness – Innovation in the workplace is the ability to continue learning, changing, and adapting to remain relevant, and it is the ability to come up with fresh ideas and innovative solutions.

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Annual Employee Evaluations – Peer Feedback

The annual employee evaluations – peer feedback reviews are evaluations that are completed by an employee’s peers, based on their interactions working together at a company level to fulfill the business’s mandate. This evaluation method holds employees accountable for their contributions and strives to build a united and successful business.

  • This employee acts as a team player – The ability to work with other employees effectively is an essential part of the modern working world. If employees cannot work together with their peers, the company’s chances of functioning optimally and profitably is reduced. Employees must work together with their colleagues and teammates to fulfill the company’s mandate.
  • This employee shows empathy towards team-members and external stakeholders – Empathy matters in the workplace! And it is the ability to perceive and relate to the thoughts, feelings, and experiences of other employees. Employees who show empathy towards their team members and external stakeholders can communicate effectively and work with their peers, resulting in positive, successful professional outcomes.

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  • This employee consistently demonstrates humility (they act in a way that is modest without ego) – Genuine humility is a valuable quality for employees to display. Humble employees focus on adding value to their professional connections at a company, team, and customer level. They are not focused on themselves, implement conflict-resolution measures, and connect well with customers. In summary, it’s not about me, it’s about us.
  • This employee is empowered to take on new tasks and go above and beyond in their role – Successful employees empower themselves. And employees who go above and beyond in their role empower themselves to take on new tasks and job functions. Part of the peer-review process is to help management determine whether an employee is ready to take on extra roles and responsibilities in the workplace.
  • This employee is fearless in the decisions they make and the actions they take – Being fearless in the decisions that employees make and the actions that they take is an important trait of a successful employee. A high-performing employee needs confidence and psychological safety to take risks, make decisions, and take actions that are in the best interests of the company.
  • I believe this employee has the technical skills to do their job – Having the technical skills to do a task well is a vital part of organizational success. If employees do not have the knowledge to fulfill their job roles and functions, the company will not be successful. It is imperative to ensure that employees have the requisite technical skills.

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Quarterly Performance Evaluations – Self-Assessment

Employee self-assessments are integral to the overall performance review methodology. When done correctly, they add value to the process and offer the following core benefits to the organization: improve employee engagement levels, provide management with a broader perspective, highlight perception differences, and promote effective discussions about roles, priorities, and performance.

  • I have demonstrated that I am a good team player – Being a good team player, or being able to successfully work as part of a team, is a vital aspect of employment success. Most jobs today require employees to work well with their co-workers. This includes being able to compromise, being respectful to others, and communicating and listening effectively.
  • I show empathy towards team members and external stakeholders – Cognitive empathy is the ability to understand a colleague’s point of view. Emotional empathy is the ability to sense unspoken emotions by reading facial expressions, body language, and other non-verbal cues. Empathy is a necessary skill that is useful and valuable when working with colleagues, suppliers, and customers.

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  • I feel empowered to take on new tasks and to go above and beyond in my role – Micromanagement is the antithesis of empowerment. It does not allow employees to use their initiative to take on new tasks and complete them to the best of their ability. Employees who feel empowered engage with the organization’s aims and goals at a high level; therefore, their productivity levels are high.
  • I am bold in the decisions I make and the actions I take for the organization – Making decisions is empowering. Employers should encourage employees to make decisions based on the gathering of relevant facts to support the decision. It is equally important for employees to take responsibility for the actions they take and should be bold or fearless in the decisions that they make.
  • I feel inspired when I come to work every day – Motivation and inspiration are core aspects of unlocking and achieving true potential. True potential is the employees’ willingness to be the best that they can be. Motivation and inspiration need a work culture of trust and openness because employees must feel safe before they will take interpersonal and ideation risks.
  • I believe I am performing to the best of my ability in my role – The phrase “to the best of my ability” means that you performed as well as you could be given your current skill levels. Employees must feel safe that their best is good enough, and for employees to thrive and grow at work, employers must provide employee skills development programs.
  • I see myself making an impact at work – Employees must feel as though they are making an impact at work so that their engagement and productivity levels can increase. Management must acknowledge and reward workplace achievements as well as employee loyalty; otherwise, they will disengage, and their productivity levels will be reduced; thereby, increasing the company’s expense bill.
  • I believe that there are enough opportunities to grow my career, and my career path is clearly mapped out – Career growth and a clear plan for future growth results in employee impetus, and it increases employee motivation, engagement, and productivity. Employees need to know that there are possibilities for promotion and what road they must follow to achieve the next step in their careers.

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Annual Employee Self-Assessment – Short Survey

Annual employee self-assessments are a fundamental component of the overall performance review model. They offer core benefits to the organization like an increase in employee engagement levels, they highlight differences in perception between employer and employee, and they promote conversations about employee tasks, priorities, roles, and performance.

  • List your top expectations set for the past year below – Clear employee expectations benefit both the employee and the organization. It is essential to take stock of employee expectations at the end of the year. This process helps both the employer and employee evaluate which expectations were realistic, which were achieved, and which are valid for the coming year.
  • List your key accomplishments for the past year – It is important to list your achievements for the last 12 months in a thoughtful, relevant manner. Next up is to describe ways you have improved existing skills or develop new skills, and how they have helped you achieve your performance objectives.

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  • List your areas of improvement – Introspection is a great way to look to the future. Realistic thought about what areas need improvement will help plan and implement goals for the next year. It is necessary to list the areas in which you feel you improved and those that you believe you still need to improve.
  • List your career development plan – A career development plan is an essential element of a successful career. You can improve on your strengths and take responsibility for your weaknesses. A career development plan describes your short-term, medium-term, and long-term goals, new areas of interests, and areas for further study and development.

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Annual Employee Self-Evaluation – Qualitative Review

Qualitative reviews, as opposed to quantitative reviews, are long-form and descriptive. They provide the employee with the opportunity to describe the abstract elements of their annual self-assessment performance review rather than just adding a figure as a representative value of employee performance.

  • What aspects of your job do you find the most enjoyable? – An employer’s goal is to ensure that all employees are satisfied and happy in their job roles. Satisfaction and happiness translate into motivation, engagement, and productivity. If an employee is unhappy, their engagement will be low. Consequently, it is important to list what aspects your role are the most enjoyable.
  • Do you feel that you and your team work well together? – Teamwork is an important aspect of the business environment. And, while all employees are expected to work together in diverse teams, employees do not always work well with others. Answering this question will help management place you in a team where you fit and are happy.

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  • What aspects of your job do you find the most difficult? – No employee and no job is perfect. There will be aspects of your job that you enjoy and that you find challenging. It is essential to note these challenges or difficulties so that management can implement training programs to help you overcome the challenges in your daily tasks.
  • What types of recognition are most meaningful to you? – Employee recognition is a critical component of the human psyche in the workplace. Employees react positively and favorably when their efforts are recognized. However, different employees appreciate different forms of recognition. It is important to answer this question so that management can recognize the achievements that are meaningful to you.
  • List three strengths – It is vital to note your job-related strengths, including job skills, capabilities, and pertinent characteristics. When employee strengths are identified, management can recognize these strengths, and employees can improve on them. This recognition translates into increased motivation, engagement, and productivity.
  • List three areas you can improve in – Every employee has strengths and weaknesses. It is essential not to perceive weaknesses as negatives. It is important to list your top three weaknesses or areas where you need personal growth and development. This is to alert management so that they can implement measures to help you grow and develop.
  • How do you feel you performed in the last twelve months? Make a list of the things that you believe impacted your annual performance positively and negatively – It is important to answer this question honestly. If you have underperformed in the last year, write it down. And if you have performed well in specific areas, write it down. Stating that you have performed well when you have underperformed and vice versa is not good for your career.
  • List your top three goals that you accomplished in the last year – A vital part of the employee performance appraisal process is to set achievable goals for the year. It’s important to take stock of what you have achieved at the end of the year so that you can focus on a new set of goals for the following year.
  • List three goals that you would like to achieve in the next 12-month period, before the next annual review – As part of your skills development program, it is important to list the three goals that you would like to achieve during the next year. This will help your employer determine, in consultation with you, what goals you should work on as part of your career roadmap.
  • List any tasks or job roles that you would like to become more involved in – Being a satisfied, happy, and productive employee is imperative for your employer. And you might feel that you are ready to take on new challenges and additional roles in the company. This is a good time to list any tasks and roles that you would like to take on.

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General 360 Degree Feedback Survey

  • Attendance – On-time and in attendance according to management expectations.
  • Dependability – Can be counted on or relied upon to do their job well.

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  • Job Knowledge – Complete understanding of his/her role and the ability to execute those responsibilities.
  • Productivity – High level of meaningful output based on their job responsibilities.
  • Quality of Work – Employees’ ability to perform work at a high standard and error-free.
  • Relationships – Ability to work well with co-workers. Able to foster good relationships and willing to help others.
  • Supervisory – Ability to effectively lead and manage others either on a project or in a team.
  • Team-work – Ability to collaborate with others to complete the tasks.

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360 Feedback for Behavioral Competencies

  • Customer Champion – Demonstrates an understanding of internal and external customers’ values and requirements in all activities. Anticipates needs and places value on customers’ feedback for continuous improvement.
  • Detail Oriented – Establishes courses of action for self and others to accomplish goals on time, clearly communicating the requirements and direction(s). Anticipates and adjusts for problems and roadblocks.

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  • Effective Problem Solver – Accurately identifies, understands, and resolves issues. Uses innovative and creative approaches to solve problems.
  • Out of the Box Thinker – Takes calculated risks based on technical expertise, ability, skills, and knowledge. Generates/identifies and recognizes imaginative solutions for work-related situations.
  • Quality Driven – Strives for error-free results. Demonstrates self-reliance in the setting and attainment of goals and/or high standards of performance that support organizational objectives.
  • Relentless Communicator – Effectively expresses ideas, concepts, and theories through oral and written communication. Actively listens to seek understanding.
  • Self Driven – Displays self-motivation, energy, and resourcefulness in approaching tasks with a positive attitude. Initiates actions and actively achieves goals on time.

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360 Degree feedback surveys are fundamental to understanding the internal dynamics between employees, employees and subordinates, as well as employees and supervisors.

These surveys are useful because they focus on the elements attributable to the employee’s behavior, including their skills, attitude, and impact on the rest of the team.

99% of organizations work hard at ensuring employee satisfaction for a happy employee equals a productive employee. And a productive employee translates into a successful, profitable company.

Management is often unaware of the specific interpersonal dynamics that affect employee interaction and their ability to work together as a successful team. The 360 degree feedback survey highlights the potential pain points between employees to ensure that a solution is found before the issues spiral out of control and cause untold harm to the company.

Benefits of AssessTEAM cloud-based employee evaluation form for your 360 degree feedback team.

  • Use on all smart devices
  • Include custom KPIs
  • Keep historic trends
  • Include eSignatures
  • 360-degree feedback
  • Unlimited customization