Questionnaires Measuring Organizational Fluency:
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:
Organizational Fluency, Entrepreneurship, Bias for Action, Feedback, Decision Making, Time Management, Regulatory/Compliance, Customer Focus

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 22.

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.

Use our Artificial Intelligence tool to find or build your next 360-Degree Feedback survey.

Employee Surveys

Training Needs

Survey Guide

Performance

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You can view more information on 75 competencies by visiting our Competency Model page.
Please know that at HR-Survey, we will assist you in constructing your next survey questionnaire (assessment) process.

Organizational Fluency	Agree	Unsure	Disagree	N/A
Able to deal with sensitive issues with tact and professionalism.	Agree	Unsure	Disagree	N/A
Adept at navigating within the culture of the department.	Agree	Unsure	Disagree	N/A
Able to use corporate politics to advance department objectives.	Agree	Unsure	Disagree	N/A
Gets things done through the department.	Agree	Unsure	Disagree	N/A
Effective in communicating with others within the organization.	Agree	Unsure	Disagree	N/A

Entrepreneurship	Agree	Unsure	Disagree	N/A
Finds unique ways to go around barriers to success.	Agree	Unsure	Disagree	N/A
Is comfortable operating in an environment of uncertainty.	Agree	Unsure	Disagree	N/A
Can work effectively in an environment of uncertainty.	Agree	Unsure	Disagree	N/A
Understands the processes and various stages of business development.	Agree	Unsure	Disagree	N/A
Able to adapt the department to changing business demands and climate.	Agree	Unsure	Disagree	N/A

Bias for Action	Agree	Unsure	Disagree	N/A
Coach others to foster an environment which can adapt quickly and willingly to rapid change.	Agree	Unsure	Disagree	N/A
Seeks and utilizes opportunities for continuous learning and self-development.	Agree	Unsure	Disagree	N/A
Completes a large volume of work.	Agree	Unsure	Disagree	N/A
Encourages risk taking and experimentation to improve performance	Agree	Unsure	Disagree	N/A
Identifies ways to simplify work processes and reduce cycle times	Agree	Unsure	Disagree	N/A

Feedback	Agree	Unsure	Disagree	N/A
Asks others for their ideas and opinions.	Agree	Unsure	Disagree	N/A
Is easy to approach with ideas and opinions.	Agree	Unsure	Disagree	N/A
Accepts the views of others.	Agree	Unsure	Disagree	N/A
Seeks feedback to enhance performance.	Agree	Unsure	Disagree	N/A
Actively seeks feedback from others.	Agree	Unsure	Disagree	N/A

Decision Making	Agree	Unsure	Disagree	N/A
Weighs the pros and cons of decisions.	Agree	Unsure	Disagree	N/A
Takes into account the impact decisions will have on others.	Agree	Unsure	Disagree	N/A
Recognizes and generates innovative solutions.	Agree	Unsure	Disagree	N/A
Determines the costs and potential benefits of decisions.	Agree	Unsure	Disagree	N/A
Makes decisions independently (without having to be told what or how).	Agree	Unsure	Disagree	N/A

Time Management	Agree	Unsure	Disagree	N/A
Delegates as many repetitive tasks as possible to maximize the amount of work being done.	Agree	Unsure	Disagree	N/A
Achieves more through effective time management.	Agree	Unsure	Disagree	N/A
Able to get the important jobs done on time.	Agree	Unsure	Disagree	N/A
Works on critical tasks as quickly as possible.	Agree	Unsure	Disagree	N/A
Completes high-priority work within required timelines.	Agree	Unsure	Disagree	N/A

Regulatory/Compliance	Agree	Unsure	Disagree	N/A
Conducts necessary risk assessments.	Agree	Unsure	Disagree	N/A
Periodically assesses the effectiveness of regulatory/compliance programs.	Agree	Unsure	Disagree	N/A
Ensures the company is in compliance with industry specifications, standards, and applicable laws.	Agree	Unsure	Disagree	N/A
Implements regulatory changes in a timely manner.	Agree	Unsure	Disagree	N/A
Appoints a supervisory committee to ensure effective oversight of the organization.	Agree	Unsure	Disagree	N/A

Customer Focus	Agree	Unsure	Disagree	N/A
Anticipates customer needs.	Agree	Unsure	Disagree	N/A
Promotes, implements, maintains and enhances relationships with customers.	Agree	Unsure	Disagree	N/A
Delivers high quality products to the customer.	Agree	Unsure	Disagree	N/A
Adapts to changing customer needs.	Agree	Unsure	Disagree	N/A
Meets with customers on a regular basis.	Agree	Unsure	Disagree	N/A