Feedback Results

Your CompanyName Here

2025

Sample Employee

Results Generated by HR-Survey

October 2025
Results for: 2

Introduction
What you will find in this report
This report contains the results of the feedback collected for you. These results are presented to help you identify your
strengths, areas for development, and areas where your ratings may diverge with individuals providing you feedback.

We hope that you remember from your own experience how difficult it can be to provide others with this type of feedback,
be open to considering their opinions, and be willing to use their feedback in your development.

Goals of the 360 Degree Feedback

Multi-Source Feedback presents a more complete picture of an individual's behavior and performance by drawing
information from different perspectives within the work environment. It gives recipients a resource to guide their
development, and reviewers' additional input.

Feedback from multiple sources helps you in several ways, including increasing awareness of your strengths, how you are
perceived by others in different roles, and providing input for your professional development.

Receiving Feedback
Receiving feedback is a tremendous opportunity to discover how you are perceived by others which may be similar or
dissimilar to how you perceive yourself. It is important to reflect on your feedback as a tool to help you set specific goals
for professional development. This can be done when you see the feedback as it is, a perspective on where you may
improve your performance and working relationships. It is important to realize that seeking and receiving constructive
feedback is the only way we can see our "blind spots." This feedback may help us to understand the negative impact
our actions may unintentionally have on others.

What to Do with Your Feedback

Use your feedback to help you develop awareness and set goals for developing your effectiveness. This can be done if you
see the feedback as multiple perspectives on where you are already strong or can improve in the defined areas of
effectiveness.

Summary
The questionnaire items used in this feedback process asked respondents to rate specific behaviors and competencies
identified by [Your Company Name] current leaders. These behaviors and competencies fall into 10 major dimensions
of leadership.

The summary scores for each dimension shown below were calculated by averaging all respondents’ scores for all of the
questions within that dimension. These dimension summary scores are sorted from high to low, with the highest shown
at the top. The dimensions toward the bottom may need the most development.

Average Performance Scores

Adaptability 2.37
Goals 2.33
Organizational Fluency 2.32
Managing Performance 2.29
Self Management 2.28
Emotional Intelligence 2.23
Technology Use/Management 2.21
Strategic Insight 2.21
Objectives 2.07
Coaching 2.05

1 2 3
Needs Development Meets Standards Definite Strength

HR-Survey.com 10/29/2025
Results for: 3

Gap Analysis
The following table graphically displays the "Gap," or difference between your average rating on each competency
(labeled "Self") and the average score of all other respondents (labeled "Others") who provided you with feedback. This can
help you identify blind spots, or areas where you were rated more favorably by other respondents than by yourself. The
Gaps for these competencies are colored in shades of green. Conversely, the graph can also help you identify your
opportunities for improvement, or areas where you rated yourself higher than others did. The Gaps for these dimensions
are colored in shades of red. The darker the shade of green or red, the larger the Gap. Finally, if a dimension's Gap is not
shaded with a specific color, it indicates an area of agreement between yourself and others.

Dimension How you see yourself and how others see you. Gap

Self 2.00
Managing Performance 0.31
Other 2.31

Self 2.00
Self Management 0.30
Other 2.30

Self 2.20
Adaptability 0.19
Other 2.39

Self 2.20
Organizational 0.13
Fluency Other 2.33

Self 2.00
Coaching 0.06
Other 2.06

Self 2.20
Emotional Intelligence 0.03
Other 2.23

Self 2.20
Technology 0.01
Use/Management Other 2.21

Self 2.20
Strategic Insight 0.01
Other 2.21

Self 2.40
Goals 0.07
Other 2.33

Self 2.20
Objectives 0.14
Other 2.06

1 2 3
Needs Development Meets Standards Definite Strength

HR-Survey.com 10/29/2025
Results for: 4

Adaptability

Definition:
Adaptability is the ability to adjust to new responsibilities, changing circumstances,
and uncertain environments while maintaining efficiency and effectiveness.
It involves embracing shifts in organizational structure, technology, and processes,
as well as modifying strategies, perspectives, and priorities to align with evolving
business needs. By continuously developing skills, assisting others through transitions,
and refining workflows, adaptability fosters resilience, innovation, and long-term
success in dynamic environments.

Why this is Important:

Summary Scores:
The summary scores shown here are an average of each of the items in this competency.

Self 2.20
Supervisor 2.20
Peer 2.42
Direct Reports 2.36

1 2 3
Needs Development Meets Standards Definite Strength

Scores on Each Item:

The scores for each of the items in this competency are shown below.

1. Is aware of changes to the policies and procedures.

Self 2.00
Supervisor 3.00
Peer 2.25
Direct Reports 2.20

2. Changes direction of projects if needed to accommodate new criteria or constraints.

Self 3.00
Supervisor 1.00
Peer 2.88
Direct Reports 2.20

1 2 3

HR-Survey.com 10/29/2025
Results for: 5

3. Successfully adapts working style as directed by new management.

Self 2.00
Supervisor 3.00
Peer 2.00
Direct Reports 2.80

4. Works well in periods of rapid change.

Self 2.00
Supervisor 1.00
Peer 2.75
Direct Reports 2.40

5. Works effectively with various personalities of team members.

Self 2.00
Supervisor 3.00
Peer 2.25
Direct Reports 2.20

1 2 3

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
Needs Meets Definite
using a color from red (Needs Development) to green (Definite Strength). Development Standards Strength
1 2 3
Item n Avg LOA 1 2 3

1. Is aware of changes to the policies and procedures. 15 2.27 33.3 7% 60% 33%

2. Changes direction of projects if needed to accommodate 15 2.53 73.3 20% 7% 73%

new criteria or constraints.
3. Successfully adapts working style as directed by new 15 2.33 40.0 7% 53% 40%
management.
4. Works well in periods of rapid change. 15 2.47 53.3 7% 40% 53%

5. Works effectively with various personalities of team 15 2.27 40.0 13% 47% 40%
members.

Comments:
• She is very effective.
• ___ is a very clear communicator is always prepared for meetings and projects. She works with other team members
throughout the organization to reach goals whether it is her department or someone elses department, she is willing
to help in any capacity she can to help reach goals.
• She has confidence in leading and making decisions improving rapidly.
• She is confident in decision making, thoughtful in response to difficult questions and direct when the conversation
requires.
• Her goals are firm and realistic- her expectations for excellence do not change based upon current climate, but rather
she challenges herself and her team members to operate more effectively, with Core Competency resources in times
of change. She allows for innovation and autonomy and encourages the professional development and pursuit of career
advancement for the members of her team.
•

HR-Survey.com 10/29/2025
Results for: 6

She is a transformational leader and has been instrumental in the maintenance of our best-in-class status.

HR-Survey.com 10/29/2025
Results for: 7

Self Management

Definition:
Manages own responses to feelings and actions. Uses introspection and
self-evaluation to improve their own performance.

Why this is Important:

This is a critical skill set for achieving success in business by allowing you to provide
solutions that are tailored to their specific challenges. This proactive approach can lead
to increased customer and employee satisfaction and loyalty. This fosters a positive
work environment allowing employees to feel more secure and valued in the
organization.

Summary Scores:
The summary scores shown here are an average of each of the items in this competency.

Self 2.00
Supervisor 2.40
Peer 2.23
Direct Reports 2.40

1 2 3
Needs Development Meets Standards Definite Strength

Scores on Each Item:

The scores for each of the items in this competency are shown below.

6. Does not allow own emotions to interfere with the performance of others.
Self 2.00
Supervisor 2.00
Peer 2.12
Direct Reports 2.20

7. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
Self 2.00
Supervisor 3.00
Peer 2.12
Direct Reports 1.80

1 2 3

HR-Survey.com 10/29/2025
Results for: 8

8. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
Self 2.00
Supervisor 3.00
Peer 2.25
Direct Reports 2.40

9. Steps away from a situation to process appropriate response.

Self 2.00
Supervisor 3.00
Peer 2.25
Direct Reports 2.60

10. Analyzes interpersonal problems instead of reacting to them.

Self 2.00
Supervisor 1.00
Peer 2.38
Direct Reports 3.00

1 2 3

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
Needs Meets Definite
using a color from red (Needs Development) to green (Definite Strength). Development Standards Strength
1 2 3
Item n Avg LOA 1 2 3

6. Does not allow own emotions to interfere with the 15 2.13 33.3 20% 47% 33%
performance of others.
7. Deals with conflict by controlling own emotions by listening, 15 2.07 26.7 20% 53% 27%
being flexible, and sincere in responding.
8. Sets an example for associates during stressful periods 15 2.33 40.0 7% 53% 40%
by maintaining a positive, can-do attitude.
9. Steps away from a situation to process appropriate 15 2.40 53.3 13% 33% 53%
response.
10. Analyzes interpersonal problems instead of reacting 15 2.47 60.0 13% 27% 60%
to them.

Comments:
• Sometimes a problem or issue can halt your progress. Strive to tackle these head on instead of hoping they resolve
on their own.
• I like ___, she's fun and when she's focused the wealth of knowledge she has to share is invaluable. But we need a
leader/manager to take us further in job responsibility, job enrichment, and job satisfaction.
• She is a great mentor and coach. I look forward to working with ___ as our division moves forward with helping the
organization develop strategies around improving customer service and experience.
• ___ is very good at reading people which enables her to respond quickly and appropriately.
• I was impressed with the time she spent both working on the issue and with the individual. I believe these efforts will
pay off.
•

HR-Survey.com 10/29/2025
Results for: 9

While she remains considerate of the impact each roll out has on front line staff, she also ensures we stay focused
and on track.

HR-Survey.com 10/29/2025
Results for: 10

Emotional Intelligence

Definition:
Ability to perceive, interpret, and understand the emotions of others.

Why this is Important:

This is a critical skill set for achieving success in business by allowing you to provide
solutions that are tailored to their specific challenges. This proactive approach can lead
to increased customer and employee satisfaction and loyalty. This fosters a positive
work environment allowing employees to feel more secure and valued in the
organization.

Summary Scores:
The summary scores shown here are an average of each of the items in this competency.

Self 2.20
Supervisor 2.20
Peer 2.18
Direct Reports 2.32

1 2 3
Needs Development Meets Standards Definite Strength

Scores on Each Item:

The scores for each of the items in this competency are shown below.

11. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Self 2.00
Supervisor 3.00
Peer 2.12
Direct Reports 2.60

12. Is attentive to emotional cues and interprets others' feelings correctly.

Self 2.00
Supervisor 2.00
Peer 2.25
Direct Reports 1.80

1 2 3

HR-Survey.com 10/29/2025
Results for: 11

13. Is able to manage their own emotions.

Self 2.00
Supervisor 1.00
Peer 2.25
Direct Reports 2.00

14. Accurately perceives the emotional reactions of others.

Self 2.00
Supervisor 3.00
Peer 2.00
Direct Reports 2.60

15. Is able to control their own emotions.

Self 3.00
Supervisor 2.00
Peer 2.29
Direct Reports 2.60

1 2 3

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
Needs Meets Definite
using a color from red (Needs Development) to green (Definite Strength). Development Standards Strength
1 2 3
Item n Avg LOA 1 2 3

11. Helps employees to resolve conflicts, communicate 15 2.33 40.0 7% 53% 40%
clearly, and work together to solve problems.
12. Is attentive to emotional cues and interprets others' feelings 15 2.07 20.0 13% 67% 20%
correctly.
13. Is able to manage their own emotions. 15 2.07 26.7 20% 53% 27%

14. Accurately perceives the emotional reactions of others. 15 2.27 40.0 13% 47% 40%

15. Is able to control their own emotions. 14 2.43 50.0 7% 43% 50%

Comments:
• ___ is decisive, protective, engaged and is excellent at providing direction without micro-managing.
• She is a firm believer that all decisions and important discussion is filtered through her direct report and committees
with front line staff representation and solicits input and involves front line staff in her everyday work.
• ___ maintains a high level of integrity in all her interactions, and inspires the same in all her paid and volunteer staff.
• I know she is busy, but the information requests or answers to emailed questions can slow things down. Communicate
more directly and more often.
• ___ fully updates the unit and staff on needed information. Her direction and focus are well explained.
• ___ makes a conscious effort to hire for talent while taking into consideration the candidate's educational preparation
to best meet our current and future needs. When taking on a project, initiative or educational need, she always ensures
there is a purpose behind the work that's being accomplished.

HR-Survey.com 10/29/2025
Results for: 12

Managing Performance

Definition:
Manages the performance of subordinates. Plans and sets goals and performance
expectations for work outcomes; determines measures of performance and
communicates those expectations to the employee. Measures and monitors
performance and conducts regular performance reviews using standardized
performance measures. Recognizes and rewards performance that exceeds
expectations and implements remedial actions if necessary.

Why this is Important:

Performance Management is an important supervisory skill that impacts business
operations by setting expectations for achieving superior performance. It provides
a framework for measuring work and motivating employees to achieve goals consistent
with the organization's mission and values.

Summary Scores:
The summary scores shown here are an average of each of the items in this competency.

Self 2.00
Supervisor 2.20
Peer 2.29
Direct Reports 2.36

1 2 3
Needs Development Meets Standards Definite Strength

Scores on Each Item:

The scores for each of the items in this competency are shown below.

16. Addresses performance issues as soon as possible.

Self 2.00
Supervisor 1.00
Peer 2.25
Direct Reports 2.80

17. Sets the Objectives and Key Results (OKRs) required for the position.
Self 2.00
Supervisor 3.00
Peer 2.50
Direct Reports 2.00

1 2 3

HR-Survey.com 10/29/2025
Results for: 13

18. Holds employees accountable for meeting performance expectations.

Self 2.00
Supervisor 3.00
Peer 1.71
Direct Reports 2.20

19. Establishes measures of performance.

Self 2.00
Supervisor 1.00
Peer 2.29
Direct Reports 2.40

20. Encourages employees to take additional training in areas where they had low performance scores.
Self 2.00
Supervisor 3.00
Peer 2.62
Direct Reports 2.40

1 2 3

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
Needs Meets Definite
using a color from red (Needs Development) to green (Definite Strength). Development Standards Strength
1 2 3
Item n Avg LOA 1 2 3

16. Addresses performance issues as soon as possible. 15 2.33 46.7 13% 40% 47%

17. Sets the Objectives and Key Results (OKRs) required 15 2.33 40.0 7% 53% 40%
for the position.
18. Holds employees accountable for meeting performance 14 2.00 14.3 14% 71% 14%
expectations.
19. Establishes measures of performance. 14 2.21 42.9 21% 36% 43%

20. Encourages employees to take additional training in areas 15 2.53 60.0 7% 33% 60%
where they had low performance scores.

Comments:
• Each member feels they are a part of the team and knows their contribution is valued.
• She does not settle- but will continue a search until the right fit is found.
• ___ has a great sense of leadership, constantly keeping the goal in sight and striving toward success not only for her role
but for the entire department and staff.
• We have made improvements in our documentation and have decreased duplicate reporting.
• ___ needs no improvement
• ___ is very involved with her team and any process change which I think helps the team change their process more
effectively. I keep trying to copy her style.

HR-Survey.com 10/29/2025
Results for: 14

Goals

Definition:
Goal setting involves the ability to establish and define aspirational, stretch, and
strategic goals. It encompasses prioritizing, optimizing, and aligning these goals to
ensure coherence and focus. Additionally, it requires understanding, creating, and
utilizing performance metrics to track progress and success. Effective goal setting
also includes setting and adhering to timelines while minimizing distractions.
It involves coordinating multiple goals simultaneously and providing the necessary
support, resources, and feedback to others to help them achieve their objectives.

Why this is Important:

The goal setting competency is important in that it establishes focus and direction
for a business helping to align the efforts of employees. These goals can motivate
and engage employees by giving them a clear purpose and a sense of accomplishment.
Goals also provide a framework (or benchmark) for measuring performance.
Performance metrics help evaluate the effectiveness of different strategies. Goals also
help to determine where resources should be allocated. Goals also establish lines
of accountability and responsibility. Goals are also used in strategic planning.

Summary Scores:
The summary scores shown here are an average of each of the items in this competency.

Self 2.40
Supervisor 2.60
Peer 2.25
Direct Reports 2.40

1 2 3
Needs Development Meets Standards Definite Strength

Scores on Each Item:

The scores for each of the items in this competency are shown below.

21. Consistently stays on course and avoids distractions.

Self 2.00
Supervisor 3.00
Peer 2.38
Direct Reports 3.00

1 2 3

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Results for: 15

22. Helps to set goals for the organization.

Self 3.00
Supervisor 3.00
Peer 2.25
Direct Reports 2.20

23. Provides feedback to employees letting them know of their status in the completion of their goals.
Self 3.00
Supervisor 3.00
Peer 2.00
Direct Reports 1.80

24. Encourages and assists employees in achieving their goals.

Self 2.00
Supervisor 3.00
Peer 2.38
Direct Reports 2.40

25. Envisions the optimal future state and maps out the steps required to achieve it.
Self 2.00
Supervisor 1.00
Peer 2.25
Direct Reports 2.60

1 2 3

HR-Survey.com 10/29/2025
Results for: 16

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
Needs Meets Definite
using a color from red (Needs Development) to green (Definite Strength). Development Standards Strength
1 2 3
Item n Avg LOA 1 2 3

21. Consistently stays on course and avoids distractions. 15 2.60 66.7 7% 27% 67%

22. Helps to set goals for the organization. 15 2.33 40.0 7% 53% 40%

23. Provides feedback to employees letting them know of their 15 2.07 20.0 13% 67% 20%
status in the completion of their goals.
24. Encourages and assists employees in achieving their goals. 15 2.40 53.3 13% 33% 53%

25. Envisions the optimal future state and maps out the steps 15 2.27 53.3 27% 20% 53%
required to achieve it.

Comments:
• ___ enjoys sharing knowledge and teaching her subordinates about their roles in the department. She regularly
would spend 30 minutes sharing her insights on a topic. She also facilitated numerous training sessions when I started
my job a year ago.
• ___ always has the customer at the center of focus.
• ___ is very sharp and plays a vital role in this organization
• Where do I even start to articulate how much I value about working with ___ ? I learn something every time I have the
opportunity to work with her and she is the picture of grace under pressure. She uses any frustration to drive [Pronoun:
himsher ] to a better level of performance and understanding and I never see her turn that on others. I feel so fortunate
to have a good relationship with such a gifted professional colleague as ___ is.
• Is viewed by many as a strong organizational resource.
• ___ clearly communicates expectations and verifies information to ensure shared understanding. A great example
was the recent coaching session at our visibility wall. This dialogue was a great opportunity to get some ideas and
feedback on processes and metrics that would be meaningful to track in my departments.

HR-Survey.com 10/29/2025
Results for: 17

Technology Use/Management

Definition:
Uses technology (computers/tablets/smart phones/scanners/printers)
to perform required tasks.

Why this is Important:

This is a critical skill set for achieving success in business by allowing you to provide
solutions that are tailored to their specific challenges. This proactive approach can lead
to increased customer and employee satisfaction and loyalty. This fosters a positive
work environment allowing employees to feel more secure and valued in the
organization.

Summary Scores:
The summary scores shown here are an average of each of the items in this competency.

Self 2.20
Supervisor 1.80
Peer 2.17
Direct Reports 2.36

1 2 3
Needs Development Meets Standards Definite Strength

Scores on Each Item:

The scores for each of the items in this competency are shown below.

26. Uses technology in decision making and problem solving.

Self 2.00
Supervisor 1.00
Peer 2.00
Direct Reports 2.80

27. Proficient in the use of technical systems and processes.

Self 2.00
Supervisor 2.00
Peer 2.25
Direct Reports 1.60

1 2 3

HR-Survey.com 10/29/2025
Results for: 18

28. Supports employee training and development initiatives regarding implementation of technology.
Self 2.00
Supervisor 2.00
Peer 2.38
Direct Reports 2.80

29. Understands and is committed to implementing new technologies.

Self 3.00
Supervisor 2.00
Peer 2.38
Direct Reports 3.00

30. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
Self 2.00
Supervisor 2.00
Peer 1.88
Direct Reports 1.60

1 2 3

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
Needs Meets Definite
using a color from red (Needs Development) to green (Definite Strength). Development Standards Strength
1 2 3
Item n Avg LOA 1 2 3

26. Uses technology in decision making and problem solving. 15 2.20 33.3 13% 53% 33%

27. Proficient in the use of technical systems and processes. 15 2.00 26.7 27% 47% 27%

28. Supports employee training and development initiatives 15 2.47 53.3 7% 40% 53%
regarding implementation of technology.
29. Understands and is committed to implementing 15 2.60 60.0 40% 60%
new technologies.
30. Identifies gaps between actual and needed technical 15 1.80 13.3 33% 53% 13%
competencies and provides recommendations
for required training.

Comments:
• I am glad ___ was chosen to step in and take lead of [CompanyName]. She uses good judgment and makes the right
decisions, even when they are difficult.
• I would encourage ___ to have a more hands on approach during process improvement (although with that being said
there has been a lot of change and it is not reasonable to expect her to have hands on with everything).
• I appreciate her commitment in this area.
• One of the things I appreciate about ___ as a leader is her willingness and enthusiasm to adopt new strategies that help
the department continue to move forward and improve. An example this past year has been her involvement
with Competencies and helping our staff think about how we can apply these concepts to our work.
• You can count on ___ to give you the most honest feedback even if it is information you may not want to hear.
• She works very hard to keep the department running smoothly and I appreciate all that she does for [CompanyName].

HR-Survey.com 10/29/2025
Results for: 19

Objectives

Definition:
Establishes and completes objectives.

Why this is Important:

This is a critical skill set for achieving success in business by allowing you to provide
solutions that are tailored to their specific challenges. This proactive approach can lead
to increased customer and employee satisfaction and loyalty. This fosters a positive
work environment allowing employees to feel more secure and valued in the
organization.

Summary Scores:
The summary scores shown here are an average of each of the items in this competency.

Self 2.20
Supervisor 2.80
Peer 1.77
Direct Reports 2.36

1 2 3
Needs Development Meets Standards Definite Strength

Scores on Each Item:

The scores for each of the items in this competency are shown below.

31. Communicates goals and objectives to employees.

Self 2.00
Supervisor 3.00
Peer 1.75
Direct Reports 2.60

32. Establishes goals and objectives.

Self 2.00
Supervisor 3.00
Peer 1.88
Direct Reports 2.40

1 2 3

HR-Survey.com 10/29/2025
Results for: 20

33. Sets long-term and short-term goals.

Self 3.00
Supervisor 3.00
Peer 1.62
Direct Reports 2.40

34. Encourages me to take on greater responsibility.

Self 2.00
Supervisor 2.00
Peer 1.88
Direct Reports 2.60

35. Consistently provides me with timely feedback for improving my performance.

Self 2.00
Supervisor 3.00
Peer 1.75
Direct Reports 1.80

1 2 3

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
Needs Meets Definite
using a color from red (Needs Development) to green (Definite Strength). Development Standards Strength
1 2 3
Item n Avg LOA 1 2 3

31. Communicates goals and objectives to employees. 15 2.13 33.3 20% 47% 33%

32. Establishes goals and objectives. 15 2.13 33.3 20% 47% 33%

33. Sets long-term and short-term goals. 15 2.07 33.3 27% 40% 33%

34. Encourages me to take on greater responsibility. 15 2.13 26.7 13% 60% 27%

35. Consistently provides me with timely feedback for improving 15 1.87 20.0 33% 47% 20%
my performance.

Comments:
• Do not hesitate to lean into the hard conversations and give hard feedback. The hard often produces growth.
• ___ is a great resource for the organization. She is very approachable and has many years of experience to offer the
many [CompanyName] departments she works with. I am on a committee that she runs and she is an excellent
meeting facilitator.
• Ask questions to understand what is being asked. Confidence can be a double edged sword so be careful in making
conclusions when unclear.
• Norm made an excellent choice by selecting ___ to lead [CompanyName].
• ___ has been an effective leader for me. She encourages me to develop and knows what my strengths are. She
assists me in identifying how to best utilize those strengths in my work to achieve job satisfaction.
• When ___ delegated work, she remained accountable for the final result. She always make herself available for
questions and help along the way.

HR-Survey.com 10/29/2025
Results for: 21

Coaching

Definition:
Coaching is an essential leadership skill that enhances performance by fostering
dialogue and active listening, asking open-ended questions, challenging assumptions,
and tailoring approaches to individual needs. It involves reframing challenges
as opportunities, broadening perspectives, providing constructive feedback,
empowering employees, and emphasizing future potential. Effective coaching supports
growth and development by creating a receptive environment, encouraging
introspection and self-reflection, demonstrating empathy, investing time, and driving
meaningful impact.

Why this is Important:

Coaching is essential for businesses because it enhances employee performance,
fosters innovation, and strengthens engagement by encouraging dialogue,
introspection, and tailored guidance. It empowers employees to solve challenges,
embrace growth, and align personal goals with organizational objectives, creating
a culture of trust and development. By focusing on long-term potential and adaptability,
coaching equips businesses to thrive in an evolving landscape while cultivating
a motivated and capable workforce.

Summary Scores:
The summary scores shown here are an average of each of the items in this competency.

Self 2.00
Supervisor 2.80
Peer 1.85
Direct Reports 2.24

1 2 3
Needs Development Meets Standards Definite Strength

Scores on Each Item:

The scores for each of the items in this competency are shown below.

36. Understands the individual differences in each employee including unique working style, stress threshold, and capacity for
growth.
Self 2.00
Supervisor 3.00
Peer 1.62
Direct Reports 2.00

1 2 3

HR-Survey.com 10/29/2025
Results for: 22

37. Challenges the employee to grow and reflect on their capabilities and opportunities.
Self 2.00
Supervisor 3.00
Peer 1.75
Direct Reports 2.00

38. Conducts regular formal and informal performance appraisals and feedback.
Self 2.00
Supervisor 3.00
Peer 1.88
Direct Reports 2.20

39. Encourages the employee to use brainstorming sessions to generate creative ideas, emphasizing that there are always multiple
paths forward.
Self 2.00
Supervisor 3.00
Peer 2.25
Direct Reports 2.40

40. Poses open-ended questions that promote exploration, self-reflection, and problem-solving.
Self 2.00
Supervisor 2.00
Peer 1.75
Direct Reports 2.60

1 2 3

HR-Survey.com 10/29/2025
Results for: 23

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
Needs Meets Definite
using a color from red (Needs Development) to green (Definite Strength). Development Standards Strength
1 2 3
Item n Avg LOA 1 2 3

36. Understands the individual differences in each employee 15 1.87 20.0 33% 47% 20%
including unique working style, stress threshold, and
capacity for growth.
37. Challenges the employee to grow and reflect on their 15 1.93 13.3 20% 67% 13%
capabilities and opportunities.
38. Conducts regular formal and informal performance 15 2.07 33.3 27% 40% 33%
appraisals and feedback.
39. Encourages the employee to use brainstorming 15 2.33 33.3 67% 33%
sessions to generate creative ideas, emphasizing
that there are always multiple paths forward.
40. Poses open-ended questions that promote exploration, 15 2.07 33.3 27% 40% 33%
self-reflection, and problem-solving.

Comments:
• I think ___ has shown willingness to attend, listen and learn with high profile opportunities such as magnet etc... now I
would encourage her to sit down with her staff and peers for the learning and growth opportunities that are available
within our unit.
• ___ is a great leader. She provides guidance and sets expectations to ensure desired outcomes.
• ___ handles every situation in a professional manner and she responds promptly to requests.
• ___ has improved in all of the areas identified as needing improvement. However staff report that she can still be
difficult at times.
• Do not hesitate to lean into the hard conversations and give hard feedback. The hard often produces growth.
• ___ has a strong knowledge base and willingly shares information.

HR-Survey.com 10/29/2025
Results for: 24

Strategic Insight

Definition:
Strategic Insight is the ability to synthesize observations, data, and interactions
into forward-looking decisions that align organizational goals with evolving market
and stakeholder needs. It requires a deep understanding of business cycles, customer
expectations, and internal dynamics--supported by analytical rigor, clear
communication, and collaborative engagement across diverse groups. Managers
with strategic insight anticipate challenges, adjust plans responsively, and foster
innovation through creative problem solving and informed planning.

Why this is Important:

Summary Scores:
The summary scores shown here are an average of each of the items in this competency.

Self 2.20
Supervisor 2.60
Peer 2.08
Direct Reports 2.36

1 2 3
Needs Development Meets Standards Definite Strength

Scores on Each Item:

The scores for each of the items in this competency are shown below.

41. Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
Self 2.00
Supervisor 3.00
Peer 2.00
Direct Reports 1.80

42. Demonstrates knowledge of organizational history, values, and long-term goals when making strategic recommendations.
Self 2.00
Supervisor 3.00
Peer 1.75
Direct Reports 2.60

1 2 3

HR-Survey.com 10/29/2025
Results for: 25

43. Implements long-term solutions to problems.

Self 2.00
Supervisor 3.00
Peer 2.12
Direct Reports 2.20

44. Inspires employees to adopt the strategic plan.

Self 2.00
Supervisor 2.00
Peer 2.00
Direct Reports 2.60

45. Works with others to develop insights into the resources and actions required to produce desired results.
Self 3.00
Supervisor 2.00
Peer 2.50
Direct Reports 2.60

1 2 3

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
Needs Meets Definite
using a color from red (Needs Development) to green (Definite Strength). Development Standards Strength
1 2 3
Item n Avg LOA 1 2 3

41. Allocates proper resources for employee training to meet 15 2.00 26.7 27% 47% 27%
future needs based on insight into employee skill levels.
42. Demonstrates knowledge of organizational history, values, 15 2.13 33.3 20% 47% 33%
and long-term goals when making strategic
recommendations.
43. Implements long-term solutions to problems. 15 2.20 40.0 20% 40% 40%

44. Inspires employees to adopt the strategic plan. 15 2.20 26.7 7% 67% 27%

45. Works with others to develop insights into the resources 15 2.53 60.0 7% 33% 60%
and actions required to produce desired results.

Comments:
• ___ is the heart and soul of the pharmacy. She has great vision and she is always thinking of ways to improve our
department and the services we provide to the customers. We have hired some great new managers that will help us
move in a new direction in many areas.
• ___ was very involved in the project and was committed to ensuring that the changeover went well and that we had
thought through the process systematically.
• She cares deeply about the engagement of her staff and has concern for those in need.
• She is open about encouraging professional development and when a team member hasn't quite hit the mark. This is
important for a leader to be willing to step up and do!
• ___ is extremely supportive of her staff with their assigned directors/managers. Several times during the budget
process, questions arose from the director where they questioned how something had been budgeted or the process.
She supported me by making time to go to the meetings with myself and the director. I greatly appreciated this.

HR-Survey.com 10/29/2025
Results for: 26

• I feel ___ is really listening when you talk to her. She always repeats back what she thinks she's hearing, so there is no
misunderstanding.

HR-Survey.com 10/29/2025
Results for: 27

Organizational Fluency

Definition:
Able to work within the department/division/organization.
Understand how different parts of the business interact.

Why this is Important:

This is a critical skill set for achieving success in business by allowing you to provide
solutions that are tailored to their specific challenges. This proactive approach can lead
to increased customer and employee satisfaction and loyalty. This fosters a positive
work environment allowing employees to feel more secure and valued in the
organization.

Summary Scores:
The summary scores shown here are an average of each of the items in this competency.

Self 2.20
Supervisor 2.60
Peer 2.20
Direct Reports 2.48

1 2 3
Needs Development Meets Standards Definite Strength

Scores on Each Item:

The scores for each of the items in this competency are shown below.

46. Effective in communicating with others within the organization.

Self 2.00
Supervisor 3.00
Peer 2.25
Direct Reports 2.20

47. Able to use corporate politics to advance department objectives.

Self 2.00
Supervisor 2.00
Peer 1.88
Direct Reports 2.60

1 2 3

HR-Survey.com 10/29/2025
Results for: 28

48. Anticipates problems that may affect the department.

Self 2.00
Supervisor 3.00
Peer 2.38
Direct Reports 2.40

49. Understands the current organizational culture.

Self 2.00
Supervisor 3.00
Peer 2.50
Direct Reports 2.40

50. Understands departmental policies and procedures.

Self 3.00
Supervisor 2.00
Peer 2.00
Direct Reports 2.80

1 2 3

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
Needs Meets Definite
using a color from red (Needs Development) to green (Definite Strength). Development Standards Strength
1 2 3
Item n Avg LOA 1 2 3

46. Effective in communicating with others within the 15 2.27 26.7 73% 27%
organization.
47. Able to use corporate politics to advance department 15 2.13 26.7 13% 60% 27%
objectives.
48. Anticipates problems that may affect the department. 15 2.40 40.0 60% 40%

49. Understands the current organizational culture. 15 2.47 46.7 53% 47%

50. Understands departmental policies and procedures. 15 2.33 46.7 13% 40% 47%

Comments:
• ___ is very aware of this as a manager and continues to work with her team to have more awareness. I would encourage
her to also use the strengths of her peers to help her through this transition.
• ___ demonstrates a vast amount of knowledge and wisdom as a leader.
• When ___ was the manager of engineering she identified areas that needed improvement and implemented
the changes to improve the department. The impressive part. By working collaboratively with the team She was able
to raise the departments moral while implementing those changes. ___ is an engaged Leader.
• She asks opinions from others and promotes team work within [CompanyName]. Trust is an area this department
has lacked.
• She handles situations in a calm, collective manner, and researches a situation before making a decision.
• ___ has been the best manager by far we have had in this department. She encourages personal growth with making
sure we have time to attend classes offered to us.

HR-Survey.com 10/29/2025