 360 Degree Feedback Survey

• 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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• 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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• 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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• 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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• 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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• 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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• 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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• Work Quality – Is the employee’s work consistently of high quality?
• Productivity – Does the employee meet or exceed productivity goals and deadlines?
• Adaptability – How well does the employee adapt to change and learn from new experiences?
• Customer Focus – How well does the employee understand and meet customer needs and expectations?
• Problem-Solving Skills – Is the employee effective in solving problems and making sound decisions?
• Initiative – Does the employee take initiative to improve processes and innovate?
• Teamwork Skills – Does the employee work with others as a team player?
• Feedback Receptivity – Does the employee accept feedback and use it to improve their performance?

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• Work Quality – Is the employee satisfied with their current role and the organization?
• Goal Alignment – Does the employee align their work with the organization’s goals and values?
• Time Management – Is the employee effective in managing their time and priorities?
• Conflict Resolution – Does the employee handle conflicts and interpersonal issues well?
• Work-Life Balance – Does the employee maintain a healthy work-life balance?
• Professional Development – Is the employee proactive in seeking professional development opportunities?
• Health and Wellness – Does the employee prioritize health and wellness in their daily life?
• Creativity and Innovation – Does the employee actively contribute to creative and innovative solutions in their role?
• Work Environment and Culture – Does the employee contribute positively to the work environment and organizational culture?
• Conflict of Interest – Does the employee actively address potential conflicts of interest and uphold ethical standards in their role?

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