360 Degree Feedback Templates

A collection of 360 evaluation templates when an employee can get confidential, anonymous feedback from the people who work around them. Mostly used as development tool or process, which gives an opportunity to recognize strengths and weaknesses. Helps define the right way to improve behaviours and professional skills that open new work opportunities.

Competence assessment 360 for managers Competence assessment of project manager Sales manager's succes factors/competentie assessment Project follow up evaluation Evaluation 360 degrees for managerial position General project evaluation for team members

example

Competence assessment 360 for managers

The purpose of this evaluation is to provide information on how others view manager's skills and behavior/actions. The evaluation should be used as an aid to further professional and personal development for the manager in his role of a leader. The questions highlight areas that are important for creating results and engagement accordingly to modern researches . When you give your feedback, think about what you actually saw/heard the manager do in his/her professional role.

How the manager leads the business for which he/she is responsible

5-degree scale: To what extent have you seen the following behaviors?

Acts strategically and can find the right balance between the overall goals and the daily work.

Ensures that employees understand the current and future business goals.

Regularly making follow ups on the results of the business in relation to set goals.

Looking at the whole picture and the best practices

Encourages learning and development among employees

How the manager leads to achieve results

5-degree scale: To what extent have you seen the following behaviors?

Make realistic estimates of budget, time and resources

Ensures that the company's commitments to customers/clients are fulfilled.

Provides obvious requirements and has high expectations of employee performance.

Creates a culture of obvious responsibility.

Clarifies the purpose, emphasizes the meaningfulness of the employee's work/tasks.

Is available to employees when needed.

Sales manager's succes factors/competentie assessment

Dit is een evaluatie van de competenties van een sales manager.
We geloven dat salesmedewerkers hun sales competenties continue moeten blijven ontwikkelen. Deze vragenlijst kan helpen om te kijken op welke gebieden er nog ontwikkelingen plaats moeten vinden.
In totaal zijn er 11 competentie onderdelen. Per onderdeel zijn er 5-10 vragen.

Success factors of sales work

The process of sales consists of several stages.
We believe that this questionnaire can help to explore all variety of sales competencies depending on those stages, and then decide which ones are zones for further development.

Manager/Employee grades the competence in the following 11 areas on a scale from 1 to 8. If you choose 1, it means that you do not agree at all, i.e. statement is not true in your eyes. And if you choose 8 it means that you fully agree and statement is true. Please be honest when you make the evaluation.

Enthusiasm/motivation

description

Passionate about the work

Has the motivation to do what is needed

Sends out joy and enthusiasm

Has a body language that radiates energy

Involves others because of own enthusiasm

Takes every opportunity to encourage others

Mental strength

description

Is mentally strong

Works daily with a positive own impact

Satisfied and happy with life

Aware about own expertise and areas for improvement

Competence assessment of project manager

This evaluation is the basis for assessing your skills in the project leader role and occurs once a year at the Company. The assessment is carried out by the project manager's supervisor and colleagues in the assignments. The project manager also makes his own self-assessment. The assessment criteria are based on the key competences that are important in the role of project manager.

Project manager competence assessment

Organization and delivery process

Organizes and prioritizes his/her tasks independently, focusing on reaching agreed goals as effectively as possible.

Always have good planning and develop realistic time plans

Follows Company's methodology and delivery process in achieving project's mission.

Communication (oral and written)

Adapts his/her language and explanations to the recipient on its own initiative, and supports various types of information with behaviors and body language. Writes information that is short, relevant and adapted to the recipient. Do not use more words than necessary to convey written information.

- Uses words that people understand, clarifies technical terminology or jargon

- Takes responsibility for regular communication about the status of the assignments and the projects. (both internally and externally)

- Takes responsibility in both - words and actions where some deviations have occurred during the project execution

- Communicates questions and answers both verbally and in writing in a structured manner.

- Leads the team and the customer in the different phases of the project through dialogue, transparency and feedback.

- Has very good ability to control the team on time and budget.

- Is confident and trustworthy in the steering committee.

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Start free trial to see this template! All of our templates have been created and approved by professional HR experts. They are being used by thousands of companies, who care about sustainable leadership, job-environment and employee engagement. You can work with our templates as is or customize them to fit your needs inside Heartpace. .

Want to use one of our templates?

One of the most challenging issues about 360-degree feedback is how to provide a clear and painless process for participants. 360 Degree Feedback Templates allow you save time and automate the process which usually is complex and expensive. You can use our 360 degree feedback questionnaire for inspiration and customize it to fit your needs. Inside Heartpace our 360 feedback tool gives you opportunities to conduct individual or group evaluation

How to conduct successful 360 Evaluation?

When you decide to launch 380 Evaluation inside your team you need to keep in mind what value you will get from this process. First of all this feedback from people allows evaluated persons to identify development opportunities for themselves. It should help them grow in the company.

Create a safe feedback culture

People need to feel safe when they give feedback, anyone need to know that they can`t be embarrassed, rejected or punished for their thoughts. Providing Feedback-Safe Environment means that everyone in ateam feels accepted and respected. Use your Emotional Intelligence and be respectful to people`s different levels of susceptibility to feedback

Provide post-360 feedback meeting

Important part of each 360 employee feedback is a follow-up 1:1 meeting after getting all results. It's time to interpret and discuss the review and set a right direction for team member. You must define strengths (and weaknesses) and communicate with employees about where they could focus their efforts.

Adopt transparent and easy flow

Start your work with shared 360-degree feedback example and adopt the well-structured process inside Heartpace. Our templates can be used by a manager who wants to initiate an evaluation of an employee. By selecting respondents on the same level, subordinates and managers, the evaluation will give an 360 view of the employee.. All results are stored in one place, easily accessible and manageable in your account.

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