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 includes the feedback results gathered for you. It is designed to assist you in recognizing your strengths,
identifying areas for improvement, and understanding where your self-assessment may differ from the feedback providers'
perspectives.

We trust that you will recall from your experiences the challenge of offering such feedback, remain receptive to different
viewpoints, and be prepared to incorporate this feedback into your personal development.

Goals of the 360 Degree Feedback

Multi-Source Feedback offers a comprehensive view of an individual's behavior and performance by incorporating
diverse perspectives from the workplace. It provides recipients with valuable insights for their development and enriches
reviewers with additional feedback.

Receiving feedback from various sources can enhance your self-awareness, illuminate how others perceive you across
different roles, and contribute to your professional growth.

Receiving Feedback
Feedback is a valuable tool for self-reflection. It helps us understand how others perceive us, which can differ from our own
self-image. By reflecting on feedback, we can set specific goals for professional growth. It's important to view feedback
as a perspective on how we can improve our performance and relationships. Seeking and receiving feedback is the only
way to uncover our "blind spots" and learn about the unintended negative consequences of our actions.

What to Do with Your Feedback

Use feedback to better understand yourself and set goals for improvement. Consider feedback as different perspectives
on your strengths and weaknesses in specific areas where you want to be more effective.

Summary
In this feedback process, the questionnaire items prompted respondents to evaluate specific behaviors and competencies
recognized by COMPANY's present leaders. These behaviors and competencies are categorized into 10 principal
dimensions of leadership.

The summary scores for each dimension, displayed below, were derived by averaging the scores for all questions within
that dimension from all respondents. These summary scores are arranged in descending order, with the highest scores
at the top. The dimensions listed towards the bottom are the ones that may require the most development.
2022 2023 2024 2025 Change
Passion To Learn 3.44 3.40 3.24 3.17 3.44 6
Persuasion and Influence 3.36 3.35 3.16 3.20 3.36 6
Empowering Others 3.32 3.43 3.29 3.25 3.32 6
Self Management 3.31 3.41 3.32 3.29 3.31 6
Interpersonal Skills 3.30 3.23 3.15 3.41 3.30 7
Planning 3.29 3.28 3.45 3.20 3.29 6
Managing Risk 3.28 3.23 3.25 3.19 3.28 6
Adaptability 3.27 3.27 3.31 3.24 3.27 6
Client Focus 3.25 3.21 3.27 3.20 3.25 6
Achievement 3.17 3.29 3.35 3.23 3.17 7

Needs Could benefit Capable Role

Significant from and Model
Improvement Development Effective

[Link] 10/29/2025
Results for: 3

Gap Analysis
These charts graphically represent the "Gap" indicating the difference between your average self-assessment
on each competency and the average rating given by other respondents. This visualization aids in identifying blind
spots—areas where others rated you more favorably than you did yourself, indicated by varying shades of green. In
contrast, it also highlights areas for improvement—where you rated yourself higher than others, shown in shades of red. The
intensity of the color correlates with the size of the Gap. If a competency's Gap is not colored, it signifies consensus
between your self-assessment and others' feedback.

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

Self 2.60
Achievement 0.61
Other 3.21

Self 3.00
Passion To Learn 0.47
Other 3.47

Self 3.00
Self Management 0.33
Other 3.33

Self 3.00
Managing Risk 0.30
Other 3.30

Self 3.00
Adaptability 0.29
Other 3.29

Self 3.20
Planning 0.10
Other 3.30

Self 3.20
Client Focus 0.06
Other 3.26

Self 3.40
Persuasion and Influence 0.04
Other 3.36

Self 3.40
Empowering 0.09
Other 3.31
Others

Self 3.80
Interpersonal 0.54
Other 3.26
Skills
1 2 3 4
Needs Could benefit Capable Role
Significant from and Model
Improvement Development Effective

[Link] 10/29/2025
Results for: 4

Adaptability
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.

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
using a color from red (Needs Significant Improvement) to green (Role Model).

Needs Could benefit Capable

Significant from and Role
Item n Avg LOA Improvement Development Effective Model

1. Is flexible and open minded in dealing with others. 15 3.20 86.7 13% 53% 33%

2. Able to quickly learn new ways of performing 15 3.33 100.0 67% 33%
their job.
3. Willing to see things from others' perspectives. 15 3.33 93.3 7% 53% 40%

4. Changes direction of projects if needed to 15 3.27 93.3 7% 60% 33%

accommodate new criteria or constraints.
5. Adjusts priorities to changing business goals. 14 3.21 85.7 14% 50% 36%

Time Comparisons by Item

Previous administrations of the survey included similar items. For comparison purposes, the table below allows
you to see how your scores this year compared to your scores from the previous survey administration.
The direction of change is indicated by a colored triangle.

Item 2022 2023 2024 2025 Change

1. Is flexible and open minded in dealing with others. 3.20 3.20 3.00 3.20 +0.20 6

2. Able to quickly learn new ways of performing their job. 3.27 3.40 3.40 3.33 -0.07 7

3. Willing to see things from others' perspectives. 3.40 3.40 3.27 3.33 +0.07 6

4. Changes direction of projects if needed to accommodate 3.47 3.33 3.40 3.27 -0.13 7
new criteria or constraints.
5. Adjusts priorities to changing business goals. 3.00 3.20 3.13 3.21 +0.08 6

[Link] 10/29/2025
Results for: 5

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

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
using a color from red (Needs Significant Improvement) to green (Role Model).

Needs Could benefit Capable

Significant from and Role
Item n Avg LOA Improvement Development Effective Model

6. Steps away from a situation to process appropriate 15 3.47 100.0 53% 47%
response.
7. Does not allow own emotions to interfere with the 15 3.40 93.3 7% 47% 47%
performance of others.
8. Uses patience and self-control in working with 15 3.20 86.7 13% 53% 33%
customers and associates.
9. Sets an example for associates during stressful 15 3.27 86.7 13% 47% 40%
periods by maintaining a positive, can-do attitude.
10. Analyzes interpersonal problems instead of reacting 15 3.20 93.3 7% 67% 27%
to them.

Time Comparisons by Item

Previous administrations of the survey included similar items. For comparison purposes, the table below allows
you to see how your scores this year compared to your scores from the previous survey administration.
The direction of change is indicated by a colored triangle.

Item 2022 2023 2024 2025 Change

6. Steps away from a situation to process appropriate response. 3.40 3.13 3.07 3.47 +0.40 6

7. Does not allow own emotions to interfere with the performance 3.40 3.20 3.33 3.40 +0.07 6
of others.
8. Uses patience and self-control in working with customers 3.40 3.40 3.20 3.20
and associates.
9. Sets an example for associates during stressful periods by 3.53 3.40 3.60 3.27 -0.33 7
maintaining a positive, can-do attitude.
10. Analyzes interpersonal problems instead of reacting to them. 3.33 3.47 3.27 3.20 -0.07 7

[Link] 10/29/2025
Results for: 6

Passion To Learn
High level of curiosity and committed to their professional development.

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
using a color from red (Needs Significant Improvement) to green (Role Model).

Needs Could benefit Capable

Significant from and Role
Item n Avg LOA Improvement Development Effective Model

11. Takes advantage of training opportunities 15 3.67 100.0 33% 67%

when they arise.
12. Recognizes own areas for development 15 3.40 93.3 7% 47% 47%
and consciously seeks assignments that will
provide practice in areas of developmental
need.
13. Exhibits willingness to upgrade skills through 15 3.13 86.7 13% 60% 27%
additional training and education.
14. Takes initiative for own learning and development. 15 3.47 100.0 53% 47%

15. Constantly enhances product knowledge 15 3.53 100.0 47% 53%

through experimentation and play.

Time Comparisons by Item

Previous administrations of the survey included similar items. For comparison purposes, the table below allows
you to see how your scores this year compared to your scores from the previous survey administration.
The direction of change is indicated by a colored triangle.

Item 2022 2023 2024 2025 Change

11. Takes advantage of training opportunities when they arise. 3.40 3.40 3.27 3.67 +0.40 6

12. Recognizes own areas for development and consciously 3.53 3.20 3.00 3.40 +0.40 6
seeks assignments that will provide practice in areas of
developmental need.
13. Exhibits willingness to upgrade skills through additional 3.20 3.21 3.40 3.13 -0.27 7
training and education.
14. Takes initiative for own learning and development. 3.20 3.13 3.00 3.47 +0.47 6

15. Constantly enhances product knowledge through 3.67 3.27 3.20 3.53 +0.33 6
experimentation and play.

[Link] 10/29/2025
Results for: 7

Persuasion and Influence

Persuasion and Influence is the ability to strategically inspire action, shape perspectives,
and drive alignment by communicating compelling messages rooted in vision, expertise,
and integrity. It involves influencing attitudes and behaviors through deep audience
understanding, emotional connection, and fact-based arguments while adapting
communication styles and negotiation tactics to shifting dynamics. Strong persuasion
and influence foster trust, broaden thinking, and build coalitions that support innovative
change and long-term organizational goals.

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
using a color from red (Needs Significant Improvement) to green (Role Model).

Needs Could benefit Capable

Significant from and Role
Item n Avg LOA Improvement Development Effective Model

16. Persuades others to perform tasks that are viewed 15 3.47 93.3 7% 40% 53%
as difficult or undesirable.
17. Engages in constructive debate to clarify 15 2.93 73.3 27% 53% 20%
assumptions, challenge ideas, and co-create
stronger solutions.
18. Makes effective arguments. 15 3.40 93.3 7% 47% 47%

19. Builds trust by framing negotiations around shared 15 3.53 100.0 47% 53%
goals and mutual value, not just positional
wins.
20. Forges a consensus among individuals who have 15 3.47 100.0 53% 47%
a diversity of opinions and interests.

Time Comparisons by Item

Previous administrations of the survey included similar items. For comparison purposes, the table below allows
you to see how your scores this year compared to your scores from the previous survey administration.
The direction of change is indicated by a colored triangle.

Item 2022 2023 2024 2025 Change

16. Persuades others to perform tasks that are viewed as difficult 3.33 3.00 3.07 3.47 +0.40 6
or undesirable.
17. Engages in constructive debate to clarify assumptions, 3.40 3.20 3.33 2.93 -0.40 7
challenge ideas, and co-create stronger solutions.
18. Makes effective arguments. 3.47 3.53 3.20 3.40 +0.20 6

19. Builds trust by framing negotiations around shared goals and 3.13 2.87 3.53 3.53
mutual value, not just positional wins.
20. Forges a consensus among individuals who have a diversity 3.40 3.20 2.87 3.47 +0.60 6
of opinions and interests.

[Link] 10/29/2025
Results for: 8

Achievement
Achievement: a consistent drive to set and attain challenging goals, a strong desire to
improve performance, and a commitment to excellence. It involves accomplishing
tasks efficiently, responding to setbacks as opportunities for growth, maintaining a strong
pace, and demonstrating strategic risk-taking to improve outcomes and the bottom line.
Through resource allocation, adherence to best practices, and goal completion, achievement
drives success by fostering continuous improvement, optimizing performance, and ensuring
impactful contributions to an organization's progress.

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
using a color from red (Needs Significant Improvement) to green (Role Model).

Needs Could benefit Capable

Significant from and Role
Item n Avg LOA Improvement Development Effective Model

21. Takes calculated risks to achieve difficult goals. 15 3.00 80.0 20% 60% 20%

22. Leverages the strengths and expertise of 15 3.53 100.0 47% 53%
colleagues to maximize productivity and impact.
23. Embraces bold, well-considered decisions 15 3.13 86.7 13% 60% 27%
to unlock new opportunities and growth.
24. Prioritizes time management and coordination, 15 3.13 80.0 7% 13% 40% 40%
ensuring high-value tasks are addressed efficiently.
25. Systematically works to improve the organization 15 3.07 86.7 13% 67% 20%

Time Comparisons by Item

Previous administrations of the survey included similar items. For comparison purposes, the table below allows
you to see how your scores this year compared to your scores from the previous survey administration.
The direction of change is indicated by a colored triangle.

Item 2022 2023 2024 2025 Change

21. Takes calculated risks to achieve difficult goals. 3.47 3.13 3.20 3.00 -0.20 7

22. Leverages the strengths and expertise of colleagues to 3.20 3.33 3.07 3.53 +0.47 6
maximize productivity and impact.
23. Embraces bold, well-considered decisions to unlock new 3.20 3.47 3.27 3.13 -0.13 7
opportunities and growth.
24. Prioritizes time management and coordination, ensuring 3.33 3.47 3.33 3.13 -0.20 7
high-value tasks are addressed efficiently.
25. Systematically works to improve the organization 3.27 3.33 3.27 3.07 -0.20 7

[Link] 10/29/2025
Results for: 9

Managing Risk
Risk represents an uncertainty that can either positively or negatively impact the achievement
of business goals. Risk Management is the process of recognizing, evaluating, and analyzing
those risks to reduce the occurrence of, or minimize the impact of, adverse events or to
identify potential opportunities. Effective risk management can improve responsiveness
to critical events and the information gathered can help improve strategic decision making.

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
using a color from red (Needs Significant Improvement) to green (Role Model).

Needs Could benefit Capable

Significant from and Role
Item n Avg LOA Improvement Development Effective Model

26. Adopts a risk-based approach to establishing 15 3.20 93.3 7% 60% 33%

systems of internal controls.
27. Prioritizes risks to act on critical issues first. 15 3.40 93.3 7% 47% 47%

28. Determines the impact of specific risks on 15 3.60 93.3 7% 27% 67%
infrastructure.
29. Takes steps to contain the costs of responding 15 3.20 86.7 13% 53% 33%
to such events.
30. Understands how to meet regulatory compliance. 14 3.00 92.9 7% 79% 14%

Time Comparisons by Item

Previous administrations of the survey included similar items. For comparison purposes, the table below allows
you to see how your scores this year compared to your scores from the previous survey administration.
The direction of change is indicated by a colored triangle.

Item 2022 2023 2024 2025 Change

26. Adopts a risk-based approach to establishing systems of internal 3.53 3.33 3.33 3.20 -0.13 7
controls.
27. Prioritizes risks to act on critical issues first. 3.20 3.33 2.93 3.40 +0.47 6

28. Determines the impact of specific risks on infrastructure. 3.33 3.13 3.40 3.60 +0.20 6

29. Takes steps to contain the costs of responding to such events. 3.21 3.20 3.20 3.20

30. Understands how to meet regulatory compliance. 2.87 3.27 3.07 3.00 -0.07 7

[Link] 10/29/2025
Results for: 10

Interpersonal Skills
Interpersonal skills encompass the ability to communicate effectively, actively listen, and
foster meaningful relationships built on trust, respect, and empathy. Strong interpersonal
skills allow individuals to mediate conflicts, provide constructive feedback, and adapt
leadership styles to meet diverse team needs while appreciating the efforts of colleagues.
By demonstrating honesty, responsiveness, and inclusivity, individuals become role models
who contribute to a collaborative, ethical, and high-performing workplace culture.

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
using a color from red (Needs Significant Improvement) to green (Role Model).

Needs Could benefit Capable

Significant from and Role
Item n Avg LOA Improvement Development Effective Model

31. Is thoughtful and honest about the feedback 15 3.33 93.3 7% 53% 40%
they give others.
32. Maintains open and regular communication 14 3.29 100.0 71% 29%
with others.
33. Applies appropriate communication techniques 15 3.27 100.0 73% 27%
to the situation.
34. Follows up on inquiries in a timely manner. 15 3.47 93.3 7% 40% 53%

35. Creates diverse teams of individuals with different 15 3.13 86.7 13% 60% 27%
backgrounds, skills, and abilities.

Time Comparisons by Item

Previous administrations of the survey included similar items. For comparison purposes, the table below allows
you to see how your scores this year compared to your scores from the previous survey administration.
The direction of change is indicated by a colored triangle.

Item 2022 2023 2024 2025 Change

31. Is thoughtful and honest about the feedback they give others. 3.13 3.07 3.47 3.33 -0.13 7

32. Maintains open and regular communication with others. 3.40 3.07 3.60 3.29 -0.31 7

33. Applies appropriate communication techniques to the situation. 3.07 3.33 3.33 3.27 -0.07 7

34. Follows up on inquiries in a timely manner. 3.33 3.00 3.53 3.47 -0.07 7

35. Creates diverse teams of individuals with different backgrounds, 3.20 3.27 3.13 3.13
skills, and abilities.

[Link] 10/29/2025
Results for: 11

Client Focus
Client focus is the ability to understand, anticipate, and address client needs while
maintaining responsiveness and accountability to ensure satisfaction. It involves delivering
innovative and customized solutions, fostering strong relationships through active
communication, and continuously improving services to enhance the client experience.
A client-focused approach builds trust, ensures positive interactions, and demonstrates
long-term commitment by consistently adapting to evolving expectations and providing
high-quality service.

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
using a color from red (Needs Significant Improvement) to green (Role Model).

Needs Could benefit Capable

Significant from and Role
Item n Avg LOA Improvement Development Effective Model

36. Creates an environment that enables clients to 15 3.20 93.3 7% 67% 27%
receive excellent service.
37. Responsive to client needs. 15 3.33 93.3 7% 53% 40%

38. Creates customized solutions for the client. 15 3.07 86.7 13% 67% 20%

39. Is available to respond to client needs. 15 3.33 100.0 67% 33%

40. Consistently meets client's needs. 15 3.33 100.0 67% 33%

Time Comparisons by Item

Previous administrations of the survey included similar items. For comparison purposes, the table below allows
you to see how your scores this year compared to your scores from the previous survey administration.
The direction of change is indicated by a colored triangle.

Item 2022 2023 2024 2025 Change

36. Creates an environment that enables clients to receive excellent 3.53 3.20 3.33 3.20 -0.13 7
service.
37. Responsive to client needs. 3.20 3.27 3.07 3.33 +0.26 6

38. Creates customized solutions for the client. 3.13 3.40 3.33 3.07 -0.27 7

39. Is available to respond to client needs. 3.20 3.27 3.00 3.33 +0.33 6

40. Consistently meets client's needs. 3.00 3.20 3.27 3.33 +0.07 6

[Link] 10/29/2025
Results for: 12

Empowering Others
Empowering individuals means granting them the freedom to make decisions and take
ownership of their work. Allowing for flexibility in work hours or remote work arrangements
empowers employees to manage their time effectively. Empowerment includes providing
growth opportunities and encouraging employees to share their ideas, perspectives,
and solutions.

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
using a color from red (Needs Significant Improvement) to green (Role Model).

Needs Could benefit Capable

Significant from and Role
Item n Avg LOA Improvement Development Effective Model

41. Delegates authority to employees and allows them 15 3.33 93.3 7% 53% 40%
to make their own decisions.
42. Is confident in the abilities of employees assigned 15 3.40 93.3 7% 47% 47%
important tasks.
43. Includes others in the decision making process. 15 3.13 86.7 13% 60% 27%

44. Empowers employees to structure their work hours 15 3.27 100.0 73% 27%
to maximize their productivity.
45. Creates a culture where employees are given the 15 3.47 100.0 53% 47%
opportunity to take the initiative and make impactful
decisions.

Time Comparisons by Item

Previous administrations of the survey included similar items. For comparison purposes, the table below allows
you to see how your scores this year compared to your scores from the previous survey administration.
The direction of change is indicated by a colored triangle.

Item 2022 2023 2024 2025 Change

41. Delegates authority to employees and allows them to make 3.47 3.20 2.93 3.33 +0.40 6
their own decisions.
42. Is confident in the abilities of employees assigned important 3.27 3.53 3.13 3.40 +0.27 6
tasks.
43. Includes others in the decision making process. 3.87 3.13 3.20 3.13 -0.07 7

44. Empowers employees to structure their work hours to maximize 3.33 3.27 3.87 3.27 -0.60 7
their productivity.
45. Creates a culture where employees are given the opportunity 3.20 3.33 3.13 3.47 +0.33 6
to take the initiative and make impactful decisions.

[Link] 10/29/2025
Results for: 13

Planning
Planning is a comprehensive process that integrates strategic foresight, organization,
and adaptability to ensure efficient execution and resource utilization. It involves forecasting
future needs, prioritizing tasks, managing logistics and time constraints, and adjusting
strategies in response to evolving circumstances. Effective planning aligns departmental
goals with stakeholder expectations while optimizing staffing, scheduling, and implementation
to drive sustained success.

Level of Skill
The table below shows the responses in a graphic form where the percentage of each kind of response is shown
using a color from red (Needs Significant Improvement) to green (Role Model).

Needs Could benefit Capable

Significant from and Role
Item n Avg LOA Improvement Development Effective Model

46. Accurately estimates the duration of tasks. 15 3.40 93.3 7% 47% 47%

47. Reduces uncertainty in the department through 15 3.20 93.3 7% 67% 27%
clear planning and schedules.
48. Prioritizes plans based on a cost/benefit 15 3.20 93.3 7% 60% 33%
analysis.
49. Involves relevant coworkers in the development 15 3.47 100.0 53% 47%
of the plan.
50. Develops plans used to accomplish urgent or 15 3.20 86.7 13% 53% 33%
critical tasks.

Time Comparisons by Item

Previous administrations of the survey included similar items. For comparison purposes, the table below allows
you to see how your scores this year compared to your scores from the previous survey administration.
The direction of change is indicated by a colored triangle.

Item 2022 2023 2024 2025 Change

46. Accurately estimates the duration of tasks. 3.27 3.40 3.20 3.40 +0.20 6

47. Reduces uncertainty in the department through clear planning 3.33 3.40 3.20 3.20
and schedules.
48. Prioritizes plans based on a cost/benefit analysis. 3.60 3.33 3.20 3.20

49. Involves relevant coworkers in the development of the plan. 3.00 3.47 3.13 3.47 +0.33 6

50. Develops plans used to accomplish urgent or critical tasks. 3.20 3.67 3.27 3.20 -0.07 7

[Link] 10/29/2025