Companies can use a 360-degree feedback survey to get a comprehensive picture of how effectively a manager is performing. The goal is to get feedback from many people who work with the manager: supervisors, direct reports, and peers. When you ask for survey input from a manager’s direct reports and peers, make sure to communicate that their feedback will be anonymous. Supervisors’ feedback does not need to be anonymous. Participants should also be allowed to provide specific comments or examples (when appropriate) in such a way that their manager will not be able to trace the comments back to an individual. Assure survey participants that the Manager Performance Assessment report will be describing the overall patterns (composite scores) of the Manager’s performance. It is usually helpful to have the manager complete the survey (Self Rating) to see how they perceive their own effectiveness and performance. Research shows that competent managers listen well, motivate others, and consistently make good decisions. They are passionate about their work and compassionate toward others. The kinds of questions asked in the survey should relate to the skills and competencies you want your managers to possess. Here are a few competencies and skills you may want to consider when developing questions for your 360 Degree Manager Performance Assessment.

Leadership skills

Communication Skills

Delegates responsibility to others

Listens to others

Ownership of business outcomes and mistakes

Gives and receives feedback effectively

Mentors or develops others effectively

Displays precise verbal communication

Makes good decisions consistently

Shows effective written communications

Plans ahead

Negotiates persuasively

Organizes people and resources effectively

Asks probing questions

Proactive in problem solving

Builds consensus

Relationship skills

Task Management Skills

Builds relationships with others

Prioritizes tasks, objectives and goals

Resolves conflicts between co-workers

Displays good time management

Fosters collaboration

Delegates tasks effectively

Shows emotional intelligence

Pays attention to details

Deals with others fairly and objectively

Sets appropriate timelines and deadlines

Displays honesty and integrity consistently

Oversees and manages quality

Sets clear expectations

Identifies and removes obstacles

Adaptability skills

Teambuilding Skills

Displays open-mindedness and flexibility

Increases team member trust

Adjusts quickly to new situations

Clarifies team goals

Develops innovative approaches

Motivates team performance

Learns new skills quickly

Proactively assists team members

Embraces change and challenges

Identifies and rewards team achievements and successes

Manages multiple projects easily

Encourages frank and open discussions

Adjusts management style for individuals and groups

Resolves team member conflicts quickly

Values Input of Others

Values Diversity

Seeks inputs from others

Seeks inputs from diverse individuals and groups

Shows genuine concern for others

Treats everyone with respect and fairness

Focuses on fixing problems, not assigning blame

Displays efforts toward inclusion

Protects confidentiality when requested

Understands individual and cultural differences

Recognizes and rewards inputs from others

Empowers diverse individuals

Encourages brainstorming

Celebrates individual differences

Fosters ownership and expression of ideas

Shows awareness of unconscious bias or prejudice

Action Focused

Solution Focused

Takes action quickly

Displays critical and analytical thinking

Leads by example

Makes decisions quickly, does not procrastinate

Makes the message “actionable”

Looks beyond the problem toward solutions

Gets things done through people

Analyzes “root causes” of problems

Holds others accountable

Creates new perspectives on problems

Follows through consistently

Develops alternative solutions

Confronts problems directly

Selects and implements the best solutions

Effective Managers Can Be Developed

Do they take charge and get things done? Are they taking organized actions? Do they use their authority objectively and fairly? Do they motivate and inspire others using optimism and self-confidence? The first step in developing an effective manager is completing a Manager Performance Assessment.  You can administer and score this 360 Degree Manager Effectiveness Performance Survey in your company for no cost.   Once their strengths and growth opportunities are clear, the manager can work with a coach to develop action plans to improve their performance. When managers perform effectively, teams and organizations thrive. But when they don’t, businesses fail. You can also complete a Manager Performance Assessment by using the CheckPoint 360 Survey. This survey evaluates the effectiveness of your managers and it identifies areas for growth, resulting in an individual development plan. The CheckPoint 360 encourages effectiveness and performance that drives results from the top down. Contact us to get started today.

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