360 Degree Manager Effectiveness Evaluation

360 Degree Manager Effectiveness Evaluation
Introduction
In keeping with [Company Name]’s goal to continuously improve, we are asking for your candid
feedback on the performance of your manager this past year. A summary of all feedback
received will be prepared for each individual manager so that he or she 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 training.
Thank you for your contribution to this very important process.
Name of Manager:_________________________________________________
Completed by (optional):____________________________________________
Date: __________________
Instructions
Using the following rating scale, please circle the number that best reflects your rating of your
manager’s performance during the past year.
Rating Scale
1 Unacceptable
2 Needs improvement
3 Meets standard
4 Exceeds standard
5 Outstanding
6 Have not experienced or observed
Valuing Behaviors
Seeks input from all team members 1 2 3 4 5 6

Measures results instead of individual styles 1 2 3 4 5 6
Maintains a balance between "people" issues and "business" issues 1 2 3 4 5 6
Shows genuine concern for team members 1 2 3 4 5 6
Keeps the focus on fixing problems rather than finding someone to 1 2 3 4 5 6

blame
Treats people fairly, without showing favoritism 1 2 3 4 5 6
Cares about me 1 2 3 4 5 6
Protects confidentiality 1 2 3 4 5 6
Recognizes and rewards my individual contributions in a manner 1 2 3 4 5 6

meaningful to me
Interdependent Behaviors
Supports a team environment by recognizing and rewarding 1 2 3 4 5 6

collaboration, cooperation and activities contributing to others'
success
Recognizes and rewards team-supportive actions and behaviors 1 2 3 4 5 6
Doesn't criticize those who are not present 1 2 3 4 5 6
Considers the impact of actions and decisions on other 1 2 3 4 5 6

departments before implementing
Recognizes and supports the work of other departments 1 2 3 4 5 6
Communication Behaviors
Encourages others to express different ideas and perspectives 1 2 3 4 5 6
Is open to other perspectives and is willing to change his or her 1 2 3 4 5 6

position when presented with compelling information
Is open to negative and/or constructive feedback 1 2 3 4 5 6
Keeps me informed on the status of my work and updates in the 1 2 3 4 5 6

organization
Gives open and constructive feedback 1 2 3 4 5 6
Effectively deals with conflict 1 2 3 4 5 6
Lets me know how I am doing 1 2 3 4 5 6
Involves me in decision-making when appropriate 1 2 3 4 5 6
Sets a clear direction for our department 1 2 3 4 5 6
Valuing Diversity Behaviors
Ensures that department activities are inclusive by verifying 1 2 3 4 5 6

scheduling needs
Seeks input/feedback from diverse individuals and groups, including 1 2 3 4 5 6

internal and external customers
Treats everyone with respect and fairness 1 2 3 4 5 6
Leadership Behaviors
Encourages and embraces change by challenging the status quo 1 2 3 4 5 6
Provides cross-functional development opportunities for team 1 2 3 4 5 6

members
Encourages and supports my involvement in training and 1 2 3 4 5 6

development activities and events
Encourages and supports my involvement in community activities 1 2 3 4 5 6
and events
Encourages and supports my involvement in company activities and 1 2 3 4 5 6

events
Uses actions and behaviors that are consistent with his or her words 1 2 3 4 5 6
Is trustworthy 1 2 3 4 5 6
Is a role model for continuous improvement 1 2 3 4 5 6
Uses a coaching management style, rather than an authoritarian 1 2 3 4 5 6

boss management style
Supports me and helps me achieve results 1 2 3 4 5 6
Supports a customer service approach for both internal and external 1 2 3 4 5 6
customers
Deals with issues that need to be addressed 1 2 3 4 5 6
Provides a clear sense of purpose and direction, roles and 1 2 3 4 5 6

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 to stop doing?
Please explain.
2. List and briefly describe examples of the behavior, activities, feedback or coaching your
manager 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 to sustain or
improve his or her effectiveness.

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360 Degree Manager Effectiveness Evaluation

6 Have not experienced or observed

Seeks input from all team members 1 2 3 4 5 6

Maintains a balance between "people" issues and "business" issues 1 2 3 4 5 6

Shows genuine concern for team members 1 2 3 4 5 6

Keeps the focus on fixing problems rather than finding someone to 1 2 3 4 5 6

Treats people fairly, without showing favoritism 1 2 3 4 5 6

Recognizes and rewards my individual contributions in a manner 1 2 3 4 5 6

Supports a team environment by recognizing and rewarding 1 2 3 4 5 6

Recognizes and rewards team-supportive actions and behaviors 1 2 3 4 5 6

Doesn't criticize those who are not present 1 2 3 4 5 6

Considers the impact of actions and decisions on other 1 2 3 4 5 6

Recognizes and supports the work of other departments 1 2 3 4 5 6

Encourages others to express different ideas and perspectives 1 2 3 4 5 6

Is open to other perspectives and is willing to change his or her 1 2 3 4 5 6

Is open to negative and/or constructive feedback 1 2 3 4 5 6

Keeps me informed on the status of my work and updates in the 1 2 3 4 5 6

Gives open and constructive feedback 1 2 3 4 5 6

Effectively deals with conflict 1 2 3 4 5 6

Lets me know how I am doing 1 2 3 4 5 6

Involves me in decision-making when appropriate 1 2 3 4 5 6

Sets a clear direction for our department 1 2 3 4 5 6

Valuing Diversity Behaviors

Ensures that department activities are inclusive by verifying 1 2 3 4 5 6

Seeks input/feedback from diverse individuals and groups, including 1 2 3 4 5 6

Treats everyone with respect and fairness 1 2 3 4 5 6

Encourages and embraces change by challenging the status quo 1 2 3 4 5 6

Provides cross-functional development opportunities for team 1 2 3 4 5 6

Encourages and supports my involvement in training and 1 2 3 4 5 6

Encourages and supports my involvement in company activities and 1 2 3 4 5 6

Is a role model for continuous improvement 1 2 3 4 5 6

Uses a coaching management style, rather than an authoritarian 1 2 3 4 5 6

Supports me and helps me achieve results 1 2 3 4 5 6

Deals with issues that need to be addressed 1 2 3 4 5 6

Provides a clear sense of purpose and direction, roles and 1 2 3 4 5 6

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