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HR-Survey > 360-Degree Feedback > Competency Model > Customer Focus Skills

Customer Focus- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Customer 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:
Customer Focus, Performance, Achievement, Action, Leadership, Management, Co-worker Development, Entrepreneurship, Trustworthy
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
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Customer Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Tailors innovative products for each customer.
  1. ...friendliness and courtesy
  1. Is consistent in services provided to customers.
  1. Is committed to the customer's success.
  1. Adapts to changing customer needs.
  1. Maintains strong relationships with customers.
  1. Meets with customers on a regular basis.
  1. Helps customers feel they are receiving services tailored specifically to their needs.
  1. Consistently meets customer's needs.
If [Participant Name] were to make improvements in Customer Focus, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Has great overall performance
  1. Works well in this position.
  1. Listens and responds to issues and problems
  1. Works effectively in the department.
  1. Effective in performing his/her job.
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Motivated to exceed performance goals.
  1. Systematically works to improve the organization
  1. Makes use of talents of others to help achieve a high level of performance.
  1. Accepts setbacks and challenges as improvement opportunities
  1. Holds others to high standards of achievement.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Successfully makes progress despite repeated failures or setbacks at work.
  1. Determines the best person for a specific task within the team.
  1. Delegates tasks and assignments to subordinates as soon as a request has been made.
  1. Addresses safety issues immediately.
  1. Takes charge without being asked.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Motivates and challenges employees to attain a shared vision.
  1. Gives inspiring presentations or discussions.
  1. Leads team to set goals, solve problems, and accomplish tasks.
  1. Expresses clear goals and objectives.
  1. Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Makes you feel enthusiastic about your work
  1. Is ready to offer help
  1. Sets an example for others to follow
  1. Takes responsibility for things that go wrong
  1. Delegate tasks effectively
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Co-worker Development

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides ongoing feedback to co-workers on their development progress
  1. Works to identify root causes of performance problems
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Gives others development opportunities through project assignments and increased job responsibilities
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?

Entrepreneurship

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Has a strategic awareness on how to promote the organization.
  1. Exhibits determination and passion in completion of goals.
  1. Balances risks and rewards when making decisions.
  1. Encourages dynamic growth opportunities.
  1. Takes the initiative to complete tasks.
If [Participant Name] were to make improvements in Entrepreneurship, what are your suggestions for how he/she can improve this?

Trustworthy

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes care to maintain confidential information.
  1. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies.
  1. Demonstrates congruence between statements and actions.
  1. Works in a way that makes others want to work with her/him.
  1. Builds and maintains the trust of others.
If [Participant Name] were to make improvements in Trustworthy, 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.