Middle Manager 360 Feedback Questionnaire

Middle Manager 360 Feedback Questionnaire

When conducting a review for a Middle Manager, it’s essential to use a 360-degree survey tailored specifically to their role. Opting for the 360 Instant, Middle Manager review ensures that the behavioural competencies assessed accurately mirror their work and the tasks they undertake

For us, we see middle managers are those likely to:

  • Has clearly defined limits on their freedom to act or take decisions, and will be expected to report regularly on their performance to a senior manager
  • Is likely to be a technical specialist in a role which is primarily focused on managing the work and performance of others
  • Is responsible for establishing, maintaining and improving systems and processes to agreed quality standards and efficiency levels
  • Is accountable for the performance of a team who they manage directly or indirectly through first line managers or team leaders
  • Is a budget holder responsible for allocating resources within defined boundaries
  • Is responsible for recruiting, developing, promoting and disciplining team members
  • Negotiates terms directly with internal and external customers and suppliers within prescribed boundaries
  • Undertakes change project management which is sponsored or approved by a more senior manager

The competencies assessed

The Middle Manager 360 feedback questionnaire covers the 12 competencies of our Progress International Competency Framework and includes statements (or behavioural indicators) which are relevant for use with middle managers.

Managed 360 Degree Review Service - 360 Instant

With your credit card to hand click on the Get Started button, you can be up and running almost immediately - and don't forget to add professional feedback!

Explore our Middle Managers 360 Feedback Questionnaire

People Focus

Works with others to deliver results; empowering, motivating and encouraging high quality performance. Creates a climate of support and accountability. Adapts own working style to take account of the needs of others. Team working, support, welfare and wellbeing issues.

Scored questions

  1. Encourages and recognises the contributions of all employees
  2. Invites views and suggestions and involves team members in appropriate decision making
  3. Identifies and builds opportunities for collaborative working
  4. Allocates work fairly taking account of the skills, knowledge, experience and workloads of partners
  5. Identifies and acts on development opportunities for individuals and the team
  6. Models high standards of managerial behaviour

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Results Focus

Understands what results are important, and focuses resources to achieve them. Delivers financial targets and achieves agreed performance indicators, contributes to success of the business. Actively seeks ways to improve results.

Scored questions

  1. Sets challenging and achievable performance targets for self and team
  2. Inspires a ‘can do culture’ in others providing regular feedback and support
  3. Focuses on improving performance
  4. Takes corrective action when performance is slipping
  5. Recognises good performance and offers praise and recognition
  6. Holds people to account for what they have agreed to deliver

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Leadership Focus

Sets clear goals and objectives linked to the business’s vision.  Encourages, supports and inspires others to develop confidence, capability and to realise their full potential. Makes timely decisions that deliver the desired outcomes. Demonstrates positive characteristics and behaviours such as resilience, ethics and integrity, creativity and innovation.

Scored questions

  1. Communicates clearly defined vision and objectives to their team
  2. Is a credible and visible leader, accessible to those they lead
  3. Works with the whole organisation in mind and not just their own department
  4. Resolves challenging or difficult issues early
  5. Gives credit where credit is due
  6. Creates an environment that encourages people to state their honest opinions

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Communication Focus

Demonstrates the ability to communicate clearly and effectively with a diverse range of people and takes account of their views. Uses well reasoned arguments to convince and persuade where necessary to achieve desired outcome

Scored questions

  1. Communicates clear objectives and expectations to team members and others
  2. Creates opportunities for regular performance feedback and two way dialogue
  3. Produces clear, persuasive and logical arguments to support decision making
  4. Adapts own communication style to suit the needs of others
  5. Engages regularly with individuals and groups across the whole organisation
  6. State your own position and views clearly and confidently in conflict situations

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Customer Focus

Meets customer’s needs; is committed to putting customers first; takes responsibility for delivering customer satisfaction; develops productive customer relationships and customer loyalty; delivers a consistently high quality service to external and internal customers

Scored questions

  1. Demonstrates a personal commitment to providing high standards of customer service
  2. Interacts regularly with customers to gain feedback and identify ways to improve services
  3. Communicates to staff the importance of developing and sustaining high levels of customer service
  4. Analyses customers short and long term requirements and develop appropriate solutions.
  5. Regularly measures and evaluates customers satisfaction and feedback
  6. Manages customer complaints promptly and effectively, sharing learning with team members to improve customer service standards

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Professional Development Focus

Evidences a high level of technical and professional skills/knowledge in job-related areas; keeping abreast of current developments and trends in area of expertise. Demonstrates commitment to personal and professional development.

Scored questions

  1. Demonstrates commitment to own personal and professional development
  2. Ensures that development needs of partners are identified and delivered in line with strategic and operational objectives
  3. Demonstrates high levels of professional expertise
  4. Shares learning and good practice with colleagues and partners
  5. Identify appropriate development opportunities for individuals and team members
  6. Uses the appraisal system as a key tool in reviewing performance and identifying development needs and follows through on agreed actions

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Resource Focus

Manages resource to deliver organisational objectives. Evidences value for money through resource procurement and utilisation. Plans resource development considering environmental impact and green issues.

Scored questions

  1. Uses the agreed budget to actively monitor and control performance for their team or department
  2. Ensures that systems are in place for effective monitoring, measuring and reporting of health and safety performance in their area of responsibility
  3. Identifies and communicates trends and developments that may affect future demand for resources in their area of responsibility
  4. Encourages their team to identify opportunities for, and contribute to, improving environmental performance
  5. Assesses and manages risk
  6. Delegates some resource responsibility to direct reports where appropriate

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Personal Management Focus

The reflective leader, emotionally aware, displays resilience in a range of situations, is open and honest, develops relationships and networks, uses own time effectively

Scored questions

  1. Confronts challenging or difficult issues early
  2. Works with the whole organisation in mind and not just their own area
  3. Manages their own time effectively
  4. Clarifies their own and other’s expectations of relationships
  5. Develops a wide network of productive relationships around the business
  6. Remains measured and controlled in highly stressful and pressured situations

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Creativity Focus

Is able to consider new approaches, challenge existing practice, encourage others to explore future vision. Creative thinking involves re-examining traditional strategies and practices, and proactively looking for new ideas and ways to improve products, services, and work processes.

Scored questions

  1. Is able to come up with new ways of doing things that get people thinking
  2. Challenges current thinking to foster innovation
  3. Finds creative solutions to problems
  4. Is able to make progress by looking at things in a new light
  5. Thinks outside existing ways of working to come up with new ideas
  6. Tries things out to seek new and better ways of doing things

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Analytical Thinking Focus

Challenges established practice and process in order to achieve better results. Analyses data and information to determine root cause of problems and makes recommendations for solutions. Communicates the implications and risks associated with  problems and opportunities to make them accessible to others.

Scored questions

  1. Challenges established thinking, processes, or protocols with company success in mind.
  2. Quickly and systematically analyses the root cause of work-related problems before taking corrective action
  3. Recognises and communicates the implications of data/information.
  4. Is able to clearly frame a problem, identify and collect the necessary data, and make recommendations for solving the problem.
  5. Takes complex issues or problems and breaks them down into manageable components.
  6. Understands how data and recommendations may impact other functions and departments

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Planning and Decision Making Focus

Establishing a course of action for self and/or others to accomplish specific goals; gathering relevant information and data and analysing issues. Making systematic and rational judgements based on relevant information and identifying cause and effect relationships to resolve issues and solve problems.

Scored questions

  1. Constructively questions/challenges senior people on issues they see as important
  2. Uses a range of data/information to inform decisions and proposals
  3. Accepts responsibility for own mistakes/errors of judgement
  4. Clearly communicates the reason for decisions which impact on others
  5. Develops and delivers plans to achieve organisational priorities
  6. Makes confident and timely business decisions

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Innovation and Change Focus

This competency is about creating new and imaginative approaches to work, demonstrating a willingness to question the way things are done, planning and delivering change. The ability to respond & adapt to changing circumstances and to manage, solve problems and provide solutions in a climate of ambiguity.

Scored questions

  1. Is enthusiastic and positively communicates change and new initiatives
  2. Shows willingness to ‘work around’ difficulties and constraints
  3. Displays that they are open and honest about what needs to change and the implications of change
  4. Demonstrates openness and receptiveness to a wide range of diverse views and perspectives
  5. Provides opportunities and support for their team to express what change means for them and be sensitive to their fears and concerns
  6. Clearly identifies the steps needed to deliver change

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Qualitative Questions

Free text question

  1. In your view what are this persons key strengths?
  2. In your view what would this person need to stop doing to be a more effective in their role?
  3. What do you believe are this persons 3 key development needs?
  4. What other constructive feedback would you like to provide to this individual?