hr-survey.com
HR-Survey > 360-Degree Feedback > Competency Model > Client Focus Skills

Client Focus - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Client Focus:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Instructions:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

In responding to the questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as 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.

Competencies Included:
Client Focus, Communication Skills, Integrity, Punctuality, Delegation, Problem Solving, Juggling Multiple Responsibilities, Coaching, Recognition, Entrepreneurship, Organizational Fluency
Sample Result Document:
Sample Results
Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact 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 . 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
Edit this Survey
Would you like to edit this survey? Click here to begin.


Client Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides training to others on how to improve client service.
  1. Gets feedback from the client on a weekly basis.
  1. Identifies the most pressing needs of each client.
  1. Treats clients with courtesy and respect.
  1. Responds to the needs of the client.
If [Participant Name] were to make improvements in Client Focus, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands and adjusts delivery of communications to maximize impact.
  1. Tailors the language, style, and medium of communication to meet the needs of the recipient.
  1. Communicates Corporate initiatives in a relevant and actionable manner to employees within his/her organization.
  1. Provides feedback in a helpful and respectful way, focusing on improvement.
  1. Provides straightforward and brief directions.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Integrity

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Demonstrates unwavering honesty and transparency, serving as a role model for their team.
  1. Maintains strong relationships with others.
  1. Promotes a culture of honesty and integrity, encouraging individuals to report questionable activities without fear of reprisal.
  1. Demonstrates honesty and truthfulness at all times.
  1. Handles difficult interactions with grace to set a positive example for others, promoting a culture of respect and professionalism.
If [Participant Name] were to make improvements in Integrity, what are your suggestions for how he/she can improve this?

Punctuality

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Arrives to meetings on time.
  1. Avoids making personal phone calls during working hours.
  1. Maintains an efficient schedule of activities.
  1. Starts meetings on time.
  1. Invoices clients on a timely basis.
If [Participant Name] were to make improvements in Punctuality, what are your suggestions for how he/she can improve this?

Delegation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Assesses both technical skills and soft skills to ensure effective delegation.
  1. Connects delegated tasks to long-term career paths and organizational opportunities.
  1. Encourages employee buy-in for the delegated task.
  1. Establishes milestone reviews to assess progress and recalibrate expectations if needed.
  1. Tells subordinates what to do, not how to do it.
If [Participant Name] were to make improvements in Delegation, what are your suggestions for how he/she can improve this?

Problem Solving

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Implements actions as planned to address the problems.
  1. Ensures that critical aspects of the solution to the problem are well-supported and less likely to encounter issues.
  1. Identifies and analyzes potential risks in advance.
  1. Clearly communicates the action plan to all employees, including team members, management, and other affected parties.
  1. Assigns the right people with the right skills to the right tasks taking into account experience, expertise, and availability.
If [Participant Name] were to make improvements in Problem Solving, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Prioritizes tasks for efficiency.
  1. Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
  1. Begins tasks as soon as possible.
  1. Builds in extra time in the schedule for unplanned events/occurrences.
  1. Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Coaching

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Ensures that employees have the time to participate in coaching.
  1. Coaches employees on a daily basis.
  1. Asks open-ended questions to create inspiration and innovation.
  1. Uses positive reinforcements to help employees see coaching as an opportunity rather than an obligation.
  1. Provides guidance and feedback to help accomplish a task or solve a problem.
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Uses recognition programs to help advance a specific training initiative.
  1. Understands the power of recognition as a motivator of job performance.
  1. Gives genuine and sincere recognition.
  1. Links recognition to the employee's professional development and growth.
  1. Recognizes employees immediately when they go above and beyond the expected level of performance.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?

Entrepreneurship

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Excellent at managing relationships with stakeholders.
  1. Finds unique ways to go around barriers to success.
  1. Encourages risk taking for developing potential business opportunities.
  1. Understands the processes and various stages of business development.
  1. Maintains a high level of energy to respond to demands of the job.
If [Participant Name] were to make improvements in Entrepreneurship, what are your suggestions for how he/she can improve this?

Organizational Fluency

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands the current organizational culture.
  1. Effective in communicating with others within the organization.
  1. Adept at navigating within the culture of the department.
  1. Gets things done through the department.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?

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


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


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