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 7 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

Creativity 4.41
Cultural Awareness 4.27
Juggling Multiple Responsibilities 4.16
Entrepreneurship 4.16
Company 4.16
Objectives 4.15
Strategic Insight 3.91

1 2 3 4 5
Needs Fully Excels/
Improvement Proficient Role Model

[Link] 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 3.80
Juggling Multiple 0.39
Responsibilities Other 4.19

Self 3.80
Company 0.39
Other 4.19

Self 3.60
Strategic Insight 0.33
Other 3.93

Self 4.00
Cultural Awareness 0.29
Other 4.29

Self 4.20
Creativity 0.23
Other 4.43

Self 4.00
Objectives 0.16
Other 4.16

Self 4.20
Entrepreneurship 0.04
Other 4.16

1 2 3 4 5
Needs Fully Excels/
Improvement Proficient Role Model

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

Creativity
Summary Scores
Self 4.20
Supervisor 3.20
Peer 4.45
Direct Reports 4.64

1 2 3 4 5
Needs Fully Excels/
Improvement Proficient Role Model

1. Is creative and inspirational.

Self 4.00
Supervisor 3.00
Peer 4.38
Direct Reports 4.20

2. Facilitates creative exchange across organizational boundaries.

Self 5.00
Supervisor 4.00
Peer 4.88
Direct Reports 5.00

3. Designs environments that stimulate imaginative exploration.

Self 4.00
Supervisor 3.00
Peer 4.12
Direct Reports 4.80

4. Allocates resources to support the implementation of new solutions.

Self 4.00
Supervisor 3.00
Peer 4.50
Direct Reports 4.60

5. Invents novel approaches that challenge standard practices.

Self 4.00
Supervisor 3.00
Peer 4.38
Direct Reports 4.60

1 2 3 4 5

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

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 Improvement) to green (Excels/ Role Model).

Needs Fully Excels/

Item n Avg LOA Improvement Proficient Role Model

1. Is creative and inspirational. 15 4.20 93.3 7% 67% 27%

2. Facilitates creative exchange 15 4.87 100.0 13% 87%

across organizational boundaries.
3. Designs environments that stimulate 15 4.27 93.3 7% 60% 33%
imaginative exploration.
4. Allocates resources to support the 15 4.40 86.7 13% 33% 53%
implementation of new solutions.
5. Invents novel approaches that 15 4.33 93.3 7% 53% 40%
challenge standard practices.

Comments:
• ___ has done an amazing job in taking on this new role. She came into it with eyes wide open" and with a positive
intensity that demonstrates a competence and a commitment to this organization.
• ___ is extremely professional and has strong communication. She is always looking for process improvement
opportunities and engages her staff and other leaders in the process.
• ___ is a role model for development of professional relationships and respects the viewpoints of others demonstrated
by her open communication style and ability to tactfully move through difficult communications.
• ___'s one weakness (but improving) is making sure all the correct team members have input towards decisions.
Part of that may be due to a learning curve in her new position.
• ___ understands the nuances and complexities of managing a modern organization and is effective in articulating
these complexities to staff with lucidity and grace.
• I feel that ___ has skills that are underutilized because she is a content expert in one function of the organization;
however, her skills are far beyond human resources and should be used to help push the organization forward.

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

Cultural Awareness
Summary Scores
Self 4.00
Supervisor 3.40
Peer 4.17
Direct Reports 4.64

1 2 3 4 5
Needs Fully Excels/
Improvement Proficient Role Model

6. Avoids referring to stereotypes about others from different cultures.

Self 4.00
Supervisor 2.00
Peer 4.12
Direct Reports 4.20

7. Is responsive to individuals from other cultures.

Self 4.00
Supervisor 3.00
Peer 4.00
Direct Reports 4.40

8. Builds trust by acknowledging and valuing each employee's cultural identity.

Self 4.00
Supervisor 5.00
Peer 4.12
Direct Reports 4.60

9. Understands what customs and etiquette are important for individuals from other cultures.
Self 4.00
Supervisor 3.00
Peer 4.38
Direct Reports 5.00

10. Is aware of the similarities and differences among and between cultural groups.
Self 4.00
Supervisor 4.00
Peer 4.25
Direct Reports 5.00

1 2 3 4 5

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

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 Improvement) to green (Excels/ Role Model).

Needs Fully Excels/

Item n Avg LOA Improvement Proficient Role Model

6. Avoids referring to stereotypes 15 4.00 80.0 7% 13% 53% 27%

about others from different cultures.
7. Is responsive to individuals from other 15 4.07 80.0 20% 53% 27%
cultures.
8. Builds trust by acknowledging 15 4.33 93.3 7% 47% 47%
and valuing each employee's
cultural identity.
9. Understands what customs and 15 4.47 93.3 7% 40% 53%
etiquette are important for individuals
from other cultures.
10. Is aware of the similarities and 15 4.47 93.3 7% 40% 53%
differences among and between
cultural groups.

Comments:
• She cares deeply for what she does and it shows.
• ___ communicates well and frequently with staff both face to face as well as daily and weekly e-mails.
• Her view of what is right is a welcome asset to any team. Ensuring integrity in all it's forms helps the team to achieve
excellence.
• She was always looking for ways to improve the unit and continually went above and beyond for the customers
and staff.
• ___ continues to be a great boss. She is available to us and always has time to help with anything.
• She has some challenges ahead, but as far as I can tell, we ALL want her to keep plugging away; she has our support!

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

Juggling Multiple Responsibilities

Summary Scores
Self 3.80
Supervisor 3.60
Peer 4.21
Direct Reports 4.28

1 2 3 4 5
Needs Fully Excels/
Improvement Proficient Role Model

11. Ranks the importance of tasks to make sure critical tasks are completed first.
Self 4.00
Supervisor 5.00
Peer 4.38
Direct Reports 5.00

12. Assigns tasks based on skills of team members.

Self 4.00
Supervisor 4.00
Peer 4.25
Direct Reports 4.40

13. Organizes tasks for the most efficient order of completion.

Self 4.00
Supervisor 4.00
Peer 4.38
Direct Reports 4.40

14. Assesses current capabilities before committing to new requests from customers.
Self 4.00
Supervisor 3.00
Peer 4.12
Direct Reports 3.80

15. Plans and organizes continuously while performing all other responsibilities and activities.
Self 3.00
Supervisor 2.00
Peer 3.86
Direct Reports 3.80

1 2 3 4 5

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

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 Improvement) to green (Excels/ Role Model).

Needs Fully Excels/

Item n Avg LOA Improvement Proficient Role Model

11. Ranks the importance of tasks to make 15 4.60 100.0 40% 60%
sure critical tasks are completed
first.
12. Assigns tasks based on skills of team 15 4.27 100.0 73% 27%
members.
13. Organizes tasks for the most efficient 15 4.33 100.0 67% 33%
order of completion.
14. Assesses current capabilities 15 3.93 73.3 27% 53% 20%
before committing to new requests
from customers.
15. Plans and organizes continuously 14 3.64 57.1 14% 29% 36% 21%
while performing all other
responsibilities and activities.

Comments:
• ___'s number one priority is customer outcome - she is a team player and is a pleasure to work with.
• I look forward to learning and improving with her and the other members in the division.
• She could be more challenging at times with teammates and deliver critical feedback when necessary.
• ___ investigates any employee problem before she reacts and has dealt with each situation fairly. She collaborates
well with other departments and is always focused on the customer experience.
• ___ has improved with her follow-up assignments from meetings.
• This year ___ has completed her MBA degree and continues to be open to professional growth opportunities.
She is receptive to any feedback that I have given her.

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

Objectives
Summary Scores
Self 4.00
Supervisor 3.60
Peer 4.13
Direct Reports 4.32

1 2 3 4 5
Needs Fully Excels/
Improvement Proficient Role Model

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

Self 4.00
Supervisor 3.00
Peer 4.12
Direct Reports 5.00

17. Establishes goals and objectives.

Self 4.00
Supervisor 5.00
Peer 4.25
Direct Reports 4.20

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

Self 4.00
Supervisor 3.00
Peer 4.00
Direct Reports 4.20

19. Encourages me to take on greater responsibility.

Self 4.00
Supervisor 4.00
Peer 4.43
Direct Reports 3.80

20. Able to organize work.

Self 4.00
Supervisor 3.00
Peer 3.88
Direct Reports 4.40

1 2 3 4 5

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

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 Improvement) to green (Excels/ Role Model).

Needs Fully Excels/

Item n Avg LOA Improvement Proficient Role Model

16. Sets long-term and short-term 15 4.33 86.7 13% 40% 47%
goals.
17. Establishes goals and objectives. 15 4.27 93.3 7% 60% 33%

18. Consistently provides me with timely 14 4.00 92.9 7% 86% 7%

feedback for improving my
performance.
19. Encourages me to take on greater 14 4.14 85.7 7% 7% 50% 36%
responsibility.
20. Able to organize work. 15 4.00 66.7 7% 27% 27% 40%

Comments:
• I look to her for guidance and support. It seems her responsibilities and work load are not at a managerial level but
Director. If she had the additional support of experienced employees this would help lighten her load.
• Great year of growth!
• I have never known ___ to not hire for talent.
• Isn't afraid to ask the tough questions to get people to think outside of their box.
• She tends to have self doubt at times, as we all do. But she is working on her confidence, and absolutely growing
as a person.
• Would like to see ___ more engaged in collaboration with other departments, specifically research, in designing
training objectives.

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

Strategic Insight
Summary Scores
Self 3.60
Supervisor 3.80
Peer 3.77
Direct Reports 4.20

1 2 3 4 5
Needs Fully Excels/
Improvement Proficient Role Model

21. Observes employees at work to get better insight into the issues they are dealing with.
Self 4.00
Supervisor 5.00
Peer 3.50
Direct Reports 4.60

22. Creates values statement to ensure all employees are working under the same guiding principles.
Self 3.00
Supervisor 3.00
Peer 3.75
Direct Reports 3.20

23. Meets with customers to gain insight into their core needs and how best to serve them.
Self 3.00
Supervisor 3.00
Peer 3.38
Direct Reports 4.20

24. Implements long-term solutions to problems.

Self 4.00
Supervisor 5.00
Peer 4.25
Direct Reports 4.20

25. Understands how to strategically grow the business and increase customers.
Self 4.00
Supervisor 3.00
Peer 4.00
Direct Reports 4.80

1 2 3 4 5

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

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 Improvement) to green (Excels/ Role Model).

Needs Fully Excels/

Item n Avg LOA Improvement Proficient Role Model

21. Observes employees at work to get 15 4.00 66.7 13% 20% 20% 47%
better insight into the issues they are
dealing with.
22. Creates values statement to ensure 15 3.47 53.3 13% 33% 47% 7%
all employees are working under the
same guiding principles.
23. Meets with customers to gain insight 15 3.60 66.7 13% 20% 60% 7%
into their core needs and how best
to serve them.
24. Implements long-term solutions 15 4.27 86.7 7% 7% 40% 47%
to problems.
25. Understands how to strategically 15 4.20 80.0 7% 13% 33% 47%
grow the business and increase
customers.

Comments:
• She interacts effectively with our most difficult customers.
• Whenever ___ has assigned one of her staff to a project the quality and commitment of that staff person has been of a
high caliber (as if ___ was there). She also participated in interviews within my department ans was a valuable member.
• ___ has been involved in many interviews and offers great input and insight. Involves the team in decisions, which
gives those involved a sense of ownership.
• When ___ delegated work, she remained accountable for the final result. She always make herself available for
questions and help along the way.
• She identified the information needed to solve the problem and was able to obtain key information, even if it involved
looking outside her immediate resources.
• Our department is growing and the manager is embracing this growth and consistently reviewing the processes
to promote best quality service.

[Link] 10/29/2025
Results for: 14

Entrepreneurship
Summary Scores
Self 4.20
Supervisor 3.20
Peer 4.15
Direct Reports 4.36

1 2 3 4 5
Needs Fully Excels/
Improvement Proficient Role Model

26. Encourages risk taking for developing potential business opportunities.

Self 4.00
Supervisor 2.00
Peer 3.88
Direct Reports 3.60

27. Has a strategic awareness on how to promote the organization.

Self 4.00
Supervisor 2.00
Peer 3.88
Direct Reports 4.00

28. Finds unique ways to go around barriers to success.

Self 4.00
Supervisor 4.00
Peer 4.25
Direct Reports 4.60

29. Understands the processes and various stages of business development.

Self 5.00
Supervisor 4.00
Peer 4.50
Direct Reports 5.00

30. Maintains a high level of energy to respond to demands of the job.

Self 4.00
Supervisor 4.00
Peer 4.25
Direct Reports 4.60

1 2 3 4 5

[Link] 10/29/2025
Results for: 15

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 Improvement) to green (Excels/ Role Model).

Needs Fully Excels/

Item n Avg LOA Improvement Proficient Role Model

26. Encourages risk taking for developing 15 3.67 66.7 20% 13% 47% 20%
potential business opportunities.
27. Has a strategic awareness on how 15 3.80 73.3 20% 7% 47% 27%
to promote the organization.
28. Finds unique ways to go around 15 4.33 86.7 13% 40% 47%
barriers to success.
29. Understands the processes and 15 4.67 100.0 33% 67%
various stages of business
development.
30. Maintains a high level of energy 15 4.33 100.0 67% 33%
to respond to demands of the job.

Comments:
• Has a very good attitude which makes it a pleasure working environment. Stays organized and on top of most all issues
that arise.
• I may not know all that is going on behind the scenes, however there are times when she may need to take more action
with some employees to help provide a more positive environment overall for the entire team.
• ___ is not always open to new ideas or troubleshooting issue and workflows. She does end up willing to review
situations, it just sometimes takes some time.
• Her inspiration, her strong message could move mountains if she gets more opportunities to lead more broadly and
deeply. she should have more authority in ALL levels (including managers) to lead to those important cultural changes.
• I am having a hard time evaluating the last four. ___ produces excellent materials and strategy for marketing and
business development. I think there may not be adequate consideration of unintended consequences to one area of our
business or service line as a result of efforts supporting another area or service line.
• ___ works very well with other departments.

[Link] 10/29/2025
Results for: 16

Company
Summary Scores
Self 3.80
Supervisor 3.60
Peer 4.12
Direct Reports 4.40

1 2 3 4 5
Needs Fully Excels/
Improvement Proficient Role Model

31. Promotes CompanyName as a high quality company.

Self 4.00
Supervisor 3.00
Peer 4.25
Direct Reports 4.00

32. Helps employees understand how their work contributes to broader organizational success.
Self 4.00
Supervisor 5.00
Peer 4.25
Direct Reports 4.80

33. Allocates resources strategically to minimize downtime and maximize productivity.

Self 3.00
Supervisor 3.00
Peer 4.12
Direct Reports 4.60

34. Implements tools and workflows that streamline communication and project tracking.
Self 4.00
Supervisor 4.00
Peer 4.00
Direct Reports 4.40

35. Maintains the cleanliness and accessibility of break areas and wellness resources.
Self 4.00
Supervisor 3.00
Peer 4.00
Direct Reports 4.20

1 2 3 4 5

[Link] 10/29/2025
Results for: 17

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 Improvement) to green (Excels/ Role Model).

Needs Fully Excels/

Item n Avg LOA Improvement Proficient Role Model

31. Promotes CompanyName 15 4.07 80.0 20% 53% 27%

as a high quality company.
32. Helps employees understand 15 4.47 100.0 53% 47%
how their work contributes to broader
organizational success.
33. Allocates resources strategically 15 4.13 80.0 20% 47% 33%
to minimize downtime and maximize
productivity.
34. Implements tools and workflows 15 4.13 86.7 13% 60% 27%
that streamline communication
and project tracking.
35. Maintains the cleanliness and 15 4.00 80.0 20% 60% 20%
accessibility of break areas and
wellness resources.

Comments:
• She makes me feel like an important and valued team member.
• She is an excellent problem solver.
• I may not know all that is going on behind the scenes, however there are times when she may need to take more action
with some employees to help provide a more positive environment overall for the entire team.
• She couldn't be more engaged if she tried.
• Timeliness and accountability of projects.
• ___ is an extremely effective leader.

[Link] 10/29/2025
Results for: 18

Comments
Those who gave you feedback had the opportunity to provide additional written comments about perceived
strengths and possible development areas. This section provides a consolidated list of these comments.

What would help make you a more effective leader?

• ___ is a intricate part of the team. She is always available for the circulators in the rooms/trenches and there to
support/back-up the communication between staff and managers.
• She is the only manager in the department to help us when we are short.
• She identified the information needed to solve the problem and was able to obtain key information, even if it involved looking
outside her immediate resources.
• She is an exceptionally effective communicator which enables here visions to be more easily carried out.
• ___ is the right man for the job...there have been a couple of instances in which I feel that ___ has had tendency to lose staff
or participants in her communication. To her merit, ___ will stop the conversation and clarify expectations or needs prior to
moving forward.
• She has been tremendously helpful in facilitating new work flows in our area that we would have been unsuccessful
at without her leadership.

What do you like best about working with this individual?

• ___ is a rock amongst the management at [CompanyName].
• ___ is doing a great job balancing a difficult position with requirements from her role and those from her director that do not
always match.
• She has a vast storehouse of knowledge about the facility and our policies.
• I so appreciate that ___ is so on top of everything that we do in payroll.
• ___ has made some excellent hiring decisions this past year. I am extremely impressed with both ___ & ___ and look forward
to seeing what they will achieve together as a team in this next year.
• She is admired for her desire to engage in opportunities to challenge herself professionally and seek continuous learning
and growth opportunities.

What do you like least about working with this individual?

• ___ is professional in communication verbally, but misses hearing some important items that are verbalized to her.
• Communication is not always timely, I think she means well but lack of communication causes more stress on the department
than the actual information when finally received.
• I honestly cannot think of anything that she could improve on.
• She involves stakeholders in discussions and values input from others. I respect and value her as a peer.
• As a co-worker in [CompanyName] I recognize the challenges in being an effective leader.
• ___ has demonstrated organization, open mindedness, work toward team building, respect and appreciation in her new role.
I am unable to evaluate some questions as we have a limited period of working together.

What do you see as this person's most important leadership-related strengths?

• ___ routinely reminds you, as an employee, how important our role is, which supports our participation and sharing ideas for
improvement.
• It has been a pleasure working with ___. Her interactions with customers have improved over the last year.
• ___ is a solid asset to the human resources division and the [CompanyName] senior management team.
• ___ is able to manage an ever-changing work load. Her time management has improved over the last year, to promote
a work-life balance.
• Good Team Player! Good decision making skills. A hard worker.
• ___ has been an outstanding partner to collaborate with and drive department initiatives to improve standard work.

[Link] 10/29/2025
Results for: 19

What do you see as this person's most important leadership-related areas for improvement?
• Her open and upbeat attitude is refreshing and contagious. A real role model for professionalism.
• ___ is approachable and professional in her interaction with staff and with customers.
• She is approachable and easy to talk to. In every interaction she is honest, encouraging, a great listener, and very supportive.
• Having had minimal interaction with ___'s team I am unable to respond to some of these questions. The few that I have had
interaction with have been positive and have been good organizational fits.
• It makes my job that much more enjoyable knowing that I have a boss that has my back and would go to bat for me at anytime.
• ___ is a great leader. She provides guidance and sets expectations to ensure desired outcomes.

Any final comments?

• Large diverse group of staff that requires a lot of patience and communication. I believe that I do this very well. Exceeded
budget expectations during last fiscal year by approximately a large amount.
• ___ listens to employees ideas and concerns and address the issues right away.
• She also works to build and maintain community connections with local law enforcement and other emergency responders.
• Become more aware of the impact you have on teammates. Encourage the team to take ownership and lead instead of doing
everything for everyone.
• ___ seems to have good knowledge and awareness of the strengths and talents of her direct reports (as well as their
weaknesses). When in need, she picks the appropriate person to conquer a task or assignment. She is always good about
seeking advice before proceeding.
• Overall I think she does a great job and she is very approachable.

[Link] 10/29/2025