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Client Focus - 360 Degree Feedback Survey Sample #1

360-Degree Feedback Survey October 2025

Instructions:
Questionnaires Measuring Client Focus:
[Company] is conducting a 360-Degree Feedback Assessment Survey 1 (4-point scale; Competency Comments)
developed by HR-Survey for selected managers. Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
You have been selected to provide feedback on the employee listed Survey 4 (5-point scale; radio buttons)
above. Your feedback is an important part of our company's Survey 5 (4-point scale; words)
leadership development process and this survey is intended to Survey 6 (4-point scale; words)
gather broad feedback in the core competencies and role Survey 7 (5-point scale; competency comments; N/A)
responsibilities that are important for the on-going success of our Survey 8 (3-point scale; Agree/Disagree words; N/A)
organization. Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
In responding to the questions below, think about your experiences Survey 11 (Single rating per competency)
working with this employee over the last twelve months. The Survey 12 (Slide-bar scale)
effectiveness of this development tool is dependent on your honest, Survey 13 (4-point scale; numbers; floating anchors)
forthright and constructive responses so please bear this in mind as Survey 14 (4-point scale; N/A)
you answer each question. Your responses will be aggregated with
the responses received from others and discussed with the employee
to foster growth and on-going development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a
later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are
certain that you have completed your responses, and will be not making any changes, click the Complete button.

Sample Result Document: Competencies Included:

Sample Results Client Focus, Communication Skills, Integrity, Punctuality,
Delegation, Problem Solving, Juggling Multiple
Your feedback is valuable in helping the individual to understand Responsibilities, Coaching, Recognition, Entrepreneurship,
how they are perceived and experienced by others and the impact Organizational Fluency
their behavior has on people in the organization with whom they
interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final
feedback.

Please ensure that your submission is made between November 1 and November 14. The survey will only be available during
these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for
100% participation.

Management Team

Client Focus Meets

Needs Minimum Is Role
Improvement Standards Proficient Model

1. Uses client feedback to help improve products and services.

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 2. Is above average in addressing the needs of the clients.

3. Helps others in responding to client needs.

4. Has excellent communication with clients.

5. Helps clients feel they are receiving services tailored specifically to

their needs.

If [Participant Name] were to make improvements in Client Focus, what are your suggestions for how he/she can improve this?

Communication Skills Meets

Needs Minimum Is Role
Improvement Standards Proficient Model

6. Willing to communicate issues and concerns to colleagues.

7. Eliminates unnecessary details when giving instructions.

8. Keeps open and regular communication with others.

9. Is someone I can go to when I have a problem or issue.

10. Communicates with clarity and brevity.

If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can
improve this?

Integrity Meets
Needs Minimum Is Role
Improvement Standards Proficient Model

11. Does not withhold important information needed by others.

12. Always responds with courtesy demonstrating a fundamental respect

for others.

13. Leads by example, demonstrating a strong work ethic and

commitment to excellence.

14. Makes tough choices that prioritize long-term trust and credibility
over short-term gains.

15. Demonstrates unwavering honesty and transparency, serving as a

role model for their team.

If [Participant Name] were to make improvements in Integrity, what are your suggestions for how he/she can improve this?

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 Punctuality Meets
Needs Minimum Is Role
Improvement Standards Proficient Model

16. Starts the workday when scheduled.

17. Invoices clients on a timely basis.

18. Starts meetings on time.

19. Arrives to meetings on time.

20. Avoids making personal phone calls during working hours.

If [Participant Name] were to make improvements in Punctuality, what are your suggestions for how he/she can improve this?

Delegation Meets
Needs Minimum Is Role
Improvement Standards Proficient Model

21. Understands the strengths and development areas of employees to

assign responsibilities effectively.

22. Clarifies decision-making boundaries and levels of autonomy for

each delegated task.

23. Avoids always giving complex or high-visibility tasks to the same

employees.

24. Sets deadlines and defines success criteria for delegated tasks.

25. Learns and understands tasks completely before delegating them to

subordinates.

If [Participant Name] were to make improvements in Delegation, what are your suggestions for how he/she can improve this?

Problem Solving Meets

Needs Minimum Is Role
Improvement Standards Proficient Model

26. Selects operating indicators to track organizational performance

over time and communicates current status to the organization

27. Brings together individuals with different backgrounds, skills, and

viewpoints, brainstorming harnesses a wide range of insights.

28. Leverages available resources efficiently and is quick to find

alternative solutions when obstacles occur.

29. Clearly articulates expected outcomes and the current situation to

foster a shared understanding of the problem among stakeholders.

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 30. Analyzes the potential success of proposed solutions.

If [Participant Name] were to make improvements in Problem Solving, what are your suggestions for how he/she can improve
this?

Juggling Multiple Responsibilities Meets

Needs Minimum Is Role
Improvement Standards Proficient Model

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

32. Ensures that assignments are prioritized according to the needs of

the department/company.

33. Prioritizes tasks for efficiency.

34. Switches attention to more urgent tasks when necessary.

35. Assesses current capabilities before committing to new requests

from customers.

If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how
he/she can improve this?

Coaching Meets
Needs Minimum Is Role
Improvement Standards Proficient Model

36. Shows employees where they need to develop

37. Values the employee's perspective and individuality, which builds

trust and rapport.

38. Structures learning activities to ensure employees are able to

develop the knowledge and skills needed to succeed.

39. Provides clear, motivating, and constructive feedback.

40. Encourages the employee to see things from different perspectives.

If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?

Recognition Meets
Needs Minimum Is Role
Improvement Standards Proficient Model

41. Views recognition of employees as an important part of being a

manager.

42. Leverages the use of recognition to obtain maximum impact.

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 43. Gives recognition that reflects the values of the
department/organization.

44. Develops high impact recognition events and celebrations.

45. Is well aware of employee performance to know when recognition is

needed/deserved.

If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?

Entrepreneurship Meets
Needs Minimum Is Role
Improvement Standards Proficient Model

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

47. Encourages risk taking for developing potential business

opportunities.

48. Understands the processes and various stages of business

development.

49. Devotes a certain amount of time and effort to developing new

business opportunities.

50. Balances risks and rewards when making decisions.

If [Participant Name] were to make improvements in Entrepreneurship, what are your suggestions for how he/she can improve
this?

Organizational Fluency Meets

Needs Minimum Is Role
Improvement Standards Proficient Model

51. Is aware of other organizational cultures to compare/contrast with

the current organizational culture.

52. Understands the current organizational culture.

53. Able to explain departmental policies and procedures to others.

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

55. Adept at navigating within the culture of the department.

If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can
improve this?

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 56. What are [Participant Name Here]'s greatest strengths demonstrated this year?

57. What are [Participant Name Here]'s areas for development?

58. Please give any final comments or suggestions for [Participant Name Here]'s assessment.

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