HR-Survey > 360-Degree Feedback > Competency Model > Interpersonal Skills

Interpersonal Skills - 360 Degree Feedback Survey Sample #8

Name: Interpersonal Skills - 360 Degree Feedback Survey Sample #8
Brand: HR-Survey.com
Price: 180.00 USD
Availability: InStock

Questionnaires Measuring Interpersonal Skills:
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

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of [Participant Name Here]'s leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Competencies Included:
Interpersonal Skills, Passion To Learn, Cultural Awareness, Quality, Innovation, Achievement, Managing Risk, Responsible, Coaching, Others, Global Perspective

Sample Result Document:
Sample Results

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.

When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.

Please complete your response by April 17.

Edit this Survey

Would you like to edit this survey? Click here to begin.

Overall, please rate the effectiveness of [Participant Name Here].

5- Very Effective

4- Effective

3- Neither

2- Ineffective

1- Very Ineffective
Strengths
Areas for Development
Please give any final comments or suggestions for [Participant Name Here]'s assessment.

Interpersonal Skills	Agree	Unsure	Disagree	N/A
Addresses critical customer issues in a timely manner.	Agree	Unsure	Disagree	N/A
Keeps commitments made with coworkers.	Agree	Unsure	Disagree	N/A
Attends to both the content and the context of what was being said.	Agree	Unsure	Disagree	N/A
Comes across as credible, knowledgeable and sincere	Agree	Unsure	Disagree	N/A
Is willing to lend a hand to those in the department who need help.	Agree	Unsure	Disagree	N/A

Passion To Learn	Agree	Unsure	Disagree	N/A
Will participate in training classes even if offered outside of normal working hours.	Agree	Unsure	Disagree	N/A
Exhibits willingness to upgrade skills through additional training and education.	Agree	Unsure	Disagree	N/A
Enhances value to the company through additional training and development.	Agree	Unsure	Disagree	N/A
Constantly enhances product knowledge through experimentation and play.	Agree	Unsure	Disagree	N/A
Is open minded and curious about learning new skills.	Agree	Unsure	Disagree	N/A

Cultural Awareness	Agree	Unsure	Disagree	N/A
Seeks knowledge and information about other cultures.	Agree	Unsure	Disagree	N/A
Helps other employees to become more culturally sensitive.	Agree	Unsure	Disagree	N/A
Understands how implicit biases can affect decisions, communication and productivity.	Agree	Unsure	Disagree	N/A
Seeks out different viewpoints and benefits from different perspectives.	Agree	Unsure	Disagree	N/A
Hires individuals with different cultural backgrounds for the department.	Agree	Unsure	Disagree	N/A

Quality	Agree	Unsure	Disagree	N/A
Successfully implements quality controls within the department.	Agree	Unsure	Disagree	N/A
Assists quality control inspectors.	Agree	Unsure	Disagree	N/A
Develops processes to enhance quality standards.	Agree	Unsure	Disagree	N/A
Promotes an environment that fosters quality and safety.	Agree	Unsure	Disagree	N/A
Is a role model for quality practices and standards.	Agree	Unsure	Disagree	N/A

Innovation	Agree	Unsure	Disagree	N/A
Develops new products and services.	Agree	Unsure	Disagree	N/A
Establishes measurable innovation goals and regularly track progress to maintain focus and momentum.	Agree	Unsure	Disagree	N/A
Fine-tunes innovative strategies to maximize resource utilization and achieve desired outcomes.	Agree	Unsure	Disagree	N/A
Effective in bringing up new ideas.	Agree	Unsure	Disagree	N/A
Empowers employees to create innovative solutions to problems.	Agree	Unsure	Disagree	N/A

Achievement	Agree	Unsure	Disagree	N/A
Uses established goals and performance measures to keep track of performance.	Agree	Unsure	Disagree	N/A
Takes calculated risks to achieve difficult goals.	Agree	Unsure	Disagree	N/A
Strives to exceed standards of performance.	Agree	Unsure	Disagree	N/A
Completes work to a high technical standard	Agree	Unsure	Disagree	N/A
Sets performance metrics to measure achievement or attainment of goals.	Agree	Unsure	Disagree	N/A

Managing Risk	Agree	Unsure	Disagree	N/A
Minimizes the increase in costs due to global events or supply chain issues.	Agree	Unsure	Disagree	N/A
Seeks to increase safety in the workplace.	Agree	Unsure	Disagree	N/A
Determines the impact of specific risks on reputation.	Agree	Unsure	Disagree	N/A
Accepts risk as needed.	Agree	Unsure	Disagree	N/A
Effectively manages risk for the department.	Agree	Unsure	Disagree	N/A

Responsible	Agree	Unsure	Disagree	N/A
Sets high personal standards of performance.	Agree	Unsure	Disagree	N/A
Is a person you can trust.	Agree	Unsure	Disagree	N/A
Behavior is ethical and honest.	Agree	Unsure	Disagree	N/A
Holds herself / himself accountable to goals / objectives	Agree	Unsure	Disagree	N/A
Acts as a resource without removing individual responsibility.	Agree	Unsure	Disagree	N/A

Coaching	Agree	Unsure	Disagree	N/A
Meets regularly with employees to coach them on areas that will enhance their performance	Agree	Unsure	Disagree	N/A
Develops the skills and capabilities of others.	Agree	Unsure	Disagree	N/A
Addresses employee behavior problems effectively.	Agree	Unsure	Disagree	N/A
Helps employees to maintain high personal standards.	Agree	Unsure	Disagree	N/A
Coaches employees in how to strengthen knowledge and skills to improve work performance.	Agree	Unsure	Disagree	N/A

Others	Agree	Unsure	Disagree	N/A
Respects the opinions of other employees.	Agree	Unsure	Disagree	N/A
Works effectively with people from other departments.	Agree	Unsure	Disagree	N/A
Includes others in the decision making processes.	Agree	Unsure	Disagree	N/A
Able to see issues from others' perspectives.	Agree	Unsure	Disagree	N/A
Helpful	Agree	Unsure	Disagree	N/A

Global Perspective	Agree	Unsure	Disagree	N/A
Forms strong client relationships with international partners.	Agree	Unsure	Disagree	N/A
Sets the example for team on importance of cultural awareness.	Agree	Unsure	Disagree	N/A
Excellent communication skills to conduct effective business with individuals from different cultures and/or countries.	Agree	Unsure	Disagree	N/A
Comfortable using teleconferencing equipment to facilitate meetings with others abroad.	Agree	Unsure	Disagree	N/A
Engages in problem solving with individuals outside of the country.	Agree	Unsure	Disagree	N/A