360 Degree Manager Effectiveness Evaluation

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360 Degree Manager Effectiveness Evaluation

Introduction

We are asking for your candid feedback on the performance of your manager/supervisor this past year. A summary of all feedback received will be prepared for each individual manager so that they can use the feedback to learn and develop as a manager. Your individual feedback will be averaged into all the responses received in order to protect your anonymity and ensure that the results each manager receives are completely confidential. HR will also prepare an overall summary to assess areas for additional company-provided management/supervisory training.

Thank you for your contribution to this very important process.

Name of Manager/Supervisor

Completed by (optional)

Date

Rating scale

1 = Needs improvement
2 = Meets expectations
3 = Exceeds Expectations
4 = Have not experienced or observed

Valuing Behaviors

	1	2	3	4
Seeks input from all team members
Measures results instead of individual styles
Maintains a balance between "people" issues and "business" issues
Shows genuine concern for team members
Keeps the focus on fixing problems rather than finding someone to blame
Treats people fairly, without showing favoritism
Cares about me
Protects confidentiality
Recognizes and rewards my individual contributions in a manner meaningful to me

Interdependent Behaviors

	1	2	3	4
Supports a team environment by recognizing and rewarding collaboration, cooperation and activities contributing to others' success
Recognizes and rewards team-supportive actions and behaviors
Doesn't criticize those who are not present

Communication Behaviors

	1	2	3	4
Encourages others to express different ideas and perspectives
Is open to other perspectives and is willing to change their position when presented with compelling information
Is open to negative and/or constructive feedback
Keeps me informed on the status of my work and updates in the organization
Gives open and constructive feedback
Effectively deals with conflict
Lets me know how I am doing
Involves me in decision-making when appropriate
Sets a clear direction for our department

Valuing JEDI Behaviors

	1	2	3	4
Ensures that department activities are inclusive by verifying scheduling needs
Seeks input/feedback from diverse individuals and groups, including internal and external customers
Treats everyone with respect and fairness

Leadership Behaviors

	1	2	3	4
Encourages and embraces change by challenging the status quo
Provides cross-functional development opportunities for team members
Encourages and supports my involvement in training and development activities and events
Uses actions and behaviors that are consistent with their words
Is trustworthy
Is a role model for continuous improvement
Uses a coaching management style, rather than an authoritarian boss management style
Supports me and helps me achieve results
Deals with issues that need to be addressed
Provides a clear sense of purpose and direction, roles and responsibilities, for me individually and for our group team members

General Feedback

Optional: Type or print your answers; add additional pages if needed. Please be as specific as possible by including examples.

1. What activities, behavior, feedback or coaching would you like your manager/supervisor to stop doing? Please explain.

2. List and briefly describe examples of the behavior, activities, feedback or coaching your manager/supervisor has provided that makes your job and work environment more enjoyable and meaningful to you.

3. Please provide comments that you feel will be meaningful for your manager/supervisor to sustain or improve their effectiveness.

4. How do you like to be recognized or acknowledged by your supervisor/manager, the organization, and partners?

Contact Information

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