HCM GROUP

HCM Group 

HCM Group 

Przycisk

person using laptop
05 May 2025

360° Feedback Survey Template

Customizable by competency domain – for use with peers, direct reports, managers, and self-review.

 

Instructions for the respondent:
For each statement below, please indicate how often the person demonstrates the behavior using the following scale:
 

1 – Rarely | 2 – Sometimes | 3 – Often | 4 – Consistently | N/A – Not Applicable / Haven’t Observed

 

CORE LEADERSHIP COMPETENCIES

1. Strategic Thinking

  • Demonstrates understanding of the broader business strategy
  • Anticipates future challenges and proactively plans for them
  • Makes decisions that balance short-term needs with long-term goals

 

2. Execution & Accountability

  • Drives results through clear priorities and timely action
  • Holds self and others accountable to commitments
  • Demonstrates follow-through and consistency in execution

 

3. Decision-Making & Judgment

  • Gathers relevant data before making decisions
  • Makes well-informed and timely decisions under pressure
  • Balances facts with intuition and values input from others

 

PEOPLE & TEAM EFFECTIVENESS

 

4. Collaboration & Teamwork

  • Works effectively across teams and departments
  • Encourages knowledge sharing and collective problem-solving
  • Demonstrates respect and openness to others' perspectives

 

5. Communication

  • Communicates clearly and concisely
  • Actively listens and checks for understanding
  • Tailors communication to the audience and context

 

6. Feedback & Coaching

  • Provides timely, constructive feedback
  • Encourages others’ development through coaching or mentoring
  • Is open to receiving feedback from others

 

PERSONAL EFFECTIVENESS

 

7. Emotional Intelligence

  • Remains composed in difficult situations
  • Demonstrates empathy and awareness of others’ emotions
  • Manages own emotions and adapts behavior appropriately

 

8. Growth Mindset

  • Seeks feedback for self-improvement
  • Embraces challenges and new learning opportunities
  • Adapts well to change and uncertainty

 

ROLE-SPECIFIC COMPETENCIES (optional section – customize by function/level)

 

For Sales Roles:

  • Builds trusted customer relationships
  • Demonstrates commercial acumen
  • Negotiates effectively to close deals

 

For Frontline Managers:

  • Manages staffing and scheduling efficiently
  • Ensures operational procedures are followed
  • Addresses performance issues promptly and fairly

 

For Project Leaders:

  • Aligns project goals with organizational priorities
  • Manages stakeholder expectations effectively
  • Delivers projects on time and within scope

 

OVERALL ASSESSMENT

 

9. Strengths

(Open Text)
What are this person’s key strengths or contributions?

 

10. Opportunities for Growth

(Open Text)
What areas of development would help this person become more effective in their role?

 

11. Additional Comments

(Optional – Open Text)
Please share any feedback not covered above.

 

Customization Tips for HR Leaders

  • Competency Alignment: Map items to your internal competency model or leadership framework.
  • Survey Variants: Use shorter forms (e.g., top 4–6 competencies) for broader populations.
  • Rater Segmentation: Customize questions for peers, direct reports, managers, and self-assessment where relevant.
  • Rating Scale: Consider replacing frequency with effectiveness or impact-based scales if aligned with culture.
  • Platform Integration: Ensure anonymity and role-tagging when used via HR platforms (e.g., Culture Amp, Lattice, SurveyMonkey).

kontakt@hcm-group.pl

883-373-766

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