Describe the project, reviewers, and behaviors to assess. Makeform turns your brief into a focused evaluation with consistent scales and constructive comment prompts.
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Sample prompts for the builder
Choose a starting point, adapt the prompt, and send it to the editable Makeform builder.
Audience
Cross-functional team members after a completed project
Format
Behavior-based ratings with comments
Prompt size
271 chars
Example form structure
Behavior-based ratings with comments
Project and working relationship
Planning, scope, and risk management
Communication and decision-making
What helped the team succeed?
What should change next time?
Suggested routing tags
Strong performance
Follow-up needed
Insufficient exposure
Include a Not observed choice beside every rating scale so reviewers are not forced to guess about work they did not see.
Step 1
Frame
name the project, period, and reviewer groups
Step 2
Rate
score behaviors the reviewer actually observed
Step 3
Explain
add examples behind high and low ratings
Step 4
Act
turn themes into a focused development conversation
Better evaluation design
A useful evaluation anchors ratings to observable project-management behaviors, captures reviewer context, and asks for evidence that a manager can understand and apply.
Define what each scale measures: plans stayed current, decisions had owners, risks surfaced early, and changes reached affected teams.
Record working relationship, project phase, and contact frequency so occasional observers are not weighed like day-to-day teammates.
Follow ratings with prompts for a situation, the manager's action, and its effect on delivery or collaboration.
Useful across review moments
Keep core competencies stable for comparison, then change the context and follow-ups for project close, quarterly development, sponsor review, or team health.
Review planning, delivery, risk handling, and stakeholder communication while examples are still recent.
Gather distinct views from direct reports, peers, sponsors, and partners with relevant conditional questions.
Repeat a compact set of questions each quarter and focus the conversation on one or two behavior changes.
Ask whether risks can be raised, priorities are clear, and decisions are explained without requesting sensitive personal details.
Build the evaluation
Define the purpose, tune scales and routing, then share one consistent review sequence.
Specify respondents, the project or period, and whether the review supports closeout, coaching, or performance management.
Keep one scale direction, add Not observed, and remove questions reviewers cannot answer directly.
Route forecasting and escalation to sponsors; route facilitation, workload, and coaching to team members.
Share after a milestone and route results to the people synthesizing themes and planning follow-up.
Choose the right approach
The method determines whether feedback can be compared and interpreted in context.
Field guide
Use six compact sections to establish context, score observable work, and collect feedback that is specific enough to discuss.
Review context
Capture the project, period, relationship, and collaboration frequency before asking about performance.
Planning and control
Ask about visible plans, scope decisions, ownership, dependencies, and updated forecasts.
Communication
Separate team communication, sponsor updates, and difficult conversations so each can be assessed fairly.
Leadership and collaboration
Evaluate facilitation, conflict handling, and blocker removal through behavior, not personality labels.
Ratings and evidence
Use one labeled scale, include Not observed, and pair competency scores with example prompts.
Development priorities
Ask what should continue and what one change would matter most.
Related tools
Pair the review with multi-rater feedback, self-reflection, retrospectives, and performance conversations.
Collect perspectives from people who work above, beside, and with the person being reviewed.
Open toolAssess people-management behaviors such as direction, support, delegation, and coaching.
Open toolInvite managers to reflect on outcomes, challenges, and development priorities before the review.
Open toolCreate a broader role-based review for responsibilities beyond project delivery.
Open toolGather a wider pulse on collaboration, team practices, and shared improvement opportunities.
Open toolRun a project or sprint retrospective focused on practices rather than one person's performance.
Open toolFAQ
Practical answers for HR leads, executives, and team leaders designing a fair review.
It helps team members, peers, sponsors, or direct reports assess observable project leadership. Typical topics include planning, scope, communication, risk, stakeholder alignment, delivery, examples, and development priorities.
Invite core team members, partners, sponsors, and relevant direct reports with recent exposure. Capture relationship and contact frequency, with Not observed for work outside their view.
Use a consistent five-point scale with clear meanings tied to frequency or effectiveness. Label endpoints, include Not observed, and never treat missing observations as a low score.
Anonymity may encourage candor; identified responses simplify follow-up. Before collecting feedback, explain who will see responses, how themes will be summarized, and whether comments may be quoted.
Ask about recent behaviors, capture context, keep core questions consistent, include Not observed, and request examples. Reviewers should rate direct experience, not guessed intent or personality.
Yes. Route forecasting and escalation to sponsors, coordination and tradeoffs to peers, and clarity, coaching, and workload to direct reports. Retain shared competencies for cross-group themes.
Look for repeated themes, preserve project context, recognize effective practices, and agree on one or two observable goals. Review comments and exposure instead of relying only on a total score.
Yes. Makeform supports unlimited free forms and responses, so you can generate, edit, publish, and reuse the evaluation without a response cap. The paid tier removes the Makeform badge.
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