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Sample 360 feedback Group Report
- 1. 1 360 Feedback –Sample Group Report August 2015 The contents of the Report are based on the analysis of the feedback received by participants as part of the online 360 degree feedback process conducted from May-July 2015 . The Report is intended to support further people development planning in the Organization and should be read from that perspective.
- 2. 2 Contents Group 360 Report– Client I. Introduction A. Structure of the Report B. Interpreting the Data provided II. Overview A. Responses Received B. Competency-wise Scores C. Top 3/ Bottom 3 Statements III. Detailed Scores – by Competency IV. Detailed Scores – by Relationship Levels V. Detailed Scores – by Statements
- 3. 3 Section I: Introduction Group360 Report – Client A. Structure of the Report This report has been prepared by aggregating feedback inputs received from more than 600 responses to the 360 feedback process conducted for 59 participants . The feedback was collected using a questionnaire customized to the business context and competency framework of the organization and the entire survey process was conducted online using the Think Talent Next 360 platform. In aggregating these inputs, the focus has been on providing organization level trends which can be further used by the HR and Learning teams in the Organization to bring greater focus into the development planning process for this group of employees. Section II provides, in addition to an analysis of the Respondent set, an overview of the group profile by capturing the overall score for each competency covered as well as the top three and bottom three ranked statements. By looking at the top and bottom rated competencies and statements, one can identify the general themes in terms of perceived strengths and development gaps of the group. Section III provides detailed aggregated scores for each competency covered in the Survey including distribution of participants across score ranges as well as overall statement-wise scores for each statement included under the competency in the Survey Questionnaire. Analysis of the data can provide further insights into how the employees in the participant group are distributed – are most of the employees perceived to be displaying average proficiency on the competency or is the distribution more spread-out? Also, analysis of the statement-wise data can also point out if there are behaviours within that competency which are indicating strength areas and gaps within the overall competency score. Section IV provides the cut of the data based on relationship level of the respondents to the Participant and provides into how Managers, Peers and Juniors rated the participants on various competencies.. Analysis of this data can help identify more detailed understanding of the perspective of respondents in different relationship groups i.e. differences between how managers of the participants, in general, view the proficiency of their direct reports on a particular competency or behaviour and how the direct reports of the participants view the same. Section V provides the statement-wise detailed scores for each statement in the Questionnaire as well as statement-wise data cut by relationship level. This can support more detailed behaviour-level analysis of the data to identify behaviour-level strengths and gaps areas. We hope that the detailed data inputs provided in this Report analysed in the context of the organization development planning process will provide actionable insights to focus and structure the learning agenda for the Organization.
- 4. 4 Section I: Introduction Group360 Report – Client Given below are some inputs for you to interpret and analyze this Report more effectively. 1. Wherever statement-wise details have been provided, four sets of scores have been included to illustrate the distribution of individual scores for the statement. score of the participant with the lowest score on that statement. score of the participant with the highest score on that statement. The standard deviation represents the “spread” of the score around the mean – a lower standard deviation score implying individual scores were clustered more closely around the mean score while higher standard deviation score implying individual scores were more spread out around the mean score Average of all scores received by participants on that statement 2. Wherever competency-wise scores are provided (in Section III as well as Section IV), in addition to the Min, Max and mean scores for the Competency, a chart providing distribution of scores is included to illustrate further details of how scores of individual participants are distributed across the range. B. Interpreting the Data provided
- 5. 5 Section II: Overview A.Responses Received Given below are some key statistics regarding the responses received as part of the 360 degree feedback survey exercise Number of responses received 602 Number of Participants for whom Survey conducted 59 % of survey requests completed 72% 10.2 Average No. of responses received per participant No. of Responses received/ Participant * There were 14 employees who did not complete their Self feedback Survey Managers 50 Peers 311 Juniors 196 Self 45* No. of Responses by Relationship Level Group 360 Report – Client
- 6. 6 Section II: Overview B.Competency-wise Scores The Mean score for each competency provided below is the mean of the average score for that competency for each participant including self-score of the Participant. Group 360 Report – Client
- 7. 7 Section II -Overview Top 3 Statements Min Score Max Score Mean Score Std. Dev. Treats colleagues with respect 3.10 4.92 4.24 0.47 Considers commercial impact before deciding on a course of action 3.00 4.93 4.18 0.39 Puts organization above himself and his function / department 3.00 4.86 4.17 0.40 Bottom 3 Statements Min Score Max Score Mean Score Std. Dev. Puts him/her in the others' shoes and is able to see their viewpoint 2.45 4.77 3.57 0.47 Takes bold decisions in the larger organizational interest, even if these be unpopular 2.50 4.56 3.69 0.45 Implements decisions taken in meetings even though he may have disagreed with them 2.25 4.6 3.81 0.45 C. Top 3/ Bottom 3 Statements The top 3 & bottom 3 statements presented below are the statements with the highest and lowest mean scores respectively across all respondents to the Survey including participant themselves Min and Max Scores for any statement are respectively the minimum and maximum average score received by any participant for that statement across all relationship categories including self Group 360 Report – Client
- 8. 8 Section III –Detailed Scores by Competency People & Team 2.88 Mean Score for all participants 3.97 0.38 Standard Deviation Minimum Score for a Participant 4.61 Maximum Score for a Participant Bottom 3 Statements Min Score Max Score Mean Score Std. Dev. Attracts / inducts high quality talent 2.67 4.58 3.94 0.41 Sets clear stretch goals for team & demands high standards of performance 2.92 4.79 4.08 0.43 Gives constructive and regular feedback to team members 2.85 4.67 3.96 0.44 Shares relevant information with team timely 2.92 4.75 3.99 0.42 Encourages team members to give their views and suggestions openly 2.75 4.50 3.94 0.44 Is fair in evaluating team members' performance and in making people related decisions 2.77 4.67 3.94 0.39 Provides opportunities for team members to enhance their skills and capabilities 2.67 4.83 4.00 0.44 Acknowledges and recognises team members for their support and contribution 2.89 4.71 4.02 0.41 Delegates effectively and empowers team members 2.08 4.64 3.90 0.50 Fosters a collaborative culture in team 2.56 4.67 4.00 0.47 Group 360 Report – Client
- 9. 9 Section III –Detailed Scores by Competency Teamwork & Collaboration 3.06 Mean Score for all participants 3.95 0.36 Standard Deviation Minimum Score for a Participant 4.69 Maximum Score for a Participant Bottom 3 Statements Min Score Max Score Mean Score Std. Dev. Shares relevant information with peers and colleagues timely 2.90 4.69 4.00 0.43 Implements decisions taken in meetings even though he may have disagreed with them 2.25 4.60 3.81 0.45 Puts him/her in the others' shoes and is able to see their viewpoint 2.45 4.77 3.57 0.47 Dissents constructively, openly and respectfully 2.89 4.64 3.89 0.40 Proactively reaches out to colleagues for support and advice 2.92 4.75 3.94 0.43 Puts organisation above himself and his function / department 3.00 4.86 4.17 0.40 Treats colleagues with respect 3.10 4.92 4.24 0.47 Group 360 Report – Client
- 10. 10 Section III –Detailed Scores by Competency Leadership 2.76 Mean Score for all participants 3.91 0.40 Standard Deviation Minimum Score for a Participant 4.71 Maximum Score for a Participant Bottom 3 Statements Min Score Max Score Mean Score Std. Dev. Communicates organisational / departmental vision and objectives clearly and consistently 2.85 4.79 4.08 0.42 Inspires team to achieve organisational objectives 2.60 4.86 4.02 0.48 Encourages and challenges team to try innovative approaches at work 2.70 4.73 3.92 0.47 Takes bold decisions in the larger organisational interest, even if these be unpopular 2.50 4.56 3.69 0.45 Remains composed and calm under pressure 2.58 4.79 3.87 0.45 Is a role model in complying with company policies and processes 2.50 4.79 3.84 0.51 Communicates organizational / departmental vision and objectives clearly and consistently 2.85 4.79 4.08 0.42 Group 360 Report – Client
- 11. 11 Section III –Detailed Scores by Competency Execution Excellence 2.99 Mean Score for all participants 4.03 0.35 Standard Deviation Minimum Score for a Participant 4.74 Maximum Score for a Participant Bottom 3 Statements Min Score Max Score Mean Score Std. Dev. Converts decisions and ideas into effective plans to achieve outcomes 3.08 4.62 4.04 0.36 Executes projects / tasks to time, cost, safety and quality standards 2.91 4.77 4.12 0.42 Strives to deliver on commitments despite time pressure or difficulties 3.08 4.79 4.10 0.38 Holds him/herself accountable for results 2.63 4.79 3.89 0.46 Seeks constantly to improve ways of doings things 2.91 4.79 4.00 0.40 Communicates progress and highlights issues in time to enable corrective actions 3.00 4.64 4.08 0.36 Anticipates challenges and risks and takes proactive measures to deal with them 2.77 4.79 3.97 0.40 Group 360 Report – Client
- 12. 12 Section III –Detailed Scores by Competency Commercial Acumen 2.95 Mean Score for all participants 4.07 0.34 Standard Deviation Minimum Score for a Participant 4.65 Maximum Score for a Participant Bottom 3 Statements Min Score Max Score Mean Score Std. Dev. Takes decisions which are cost-effective, while not compromising on quality or time 3.08 4.75 4.04 0.34 Keeps himself updated on competitor actions and strategies 2.50 4.67 4.03 0.42 Calibrates company's actions to respond to competitor moves 2.30 4.58 3.96 0.41 Seeks ways to use resources efficiently and optimally 3.00 4.71 4.07 0.41 Takes advantage of opportunities to improve company's competitive position 3.00 4.64 4.11 0.38 Considers commercial impact before deciding on a course of action 3.00 4.93 4.18 0.39 Group 360 Report – Client
- 13. 13 Section III –Detailed Scores by Competency Relationships 2.90 Mean Score for all participants 4.16 0.39 Standard Deviation Minimum Score for a Participant 4.93 Maximum Score for a Participant Bottom 3 Statements Min Score Max Score Mean Score Std. Dev. Sustains relationships with internal and external stakeholders 3.00 4.88 4.17 0.41 Leverages relationships with external stakeholders, in compliance with company's processes and policies, to achieve business outcomes 2.90 4.75 4.13 0.40 Group 360 Report – Client
- 14. 14 Section IV –Detailed Scores by Relationship Level Managers Competency-based Scores Min Score Max Score Mean Score Std. Dev. Leadership 1.20 4.83 3.68 0.80 Execution Excellence 1.43 5.00 3.67 0.80 Commercial Acumen 1.67 4.83 3.71 0.73 Relationships 1.00 5.00 3.84 0.83 People & Team 1.50 4.90 3.67 0.78 Teamwork & Collaboration 1.00 4.86 3.78 0.79 Leadership Execution Excellence Commercial Acumen Relationships People & Team Teamwork & Collaboration Group 360 Report – Client
- 15. 15 Section IV –Detailed Scores by Relationship Level Peers Competency-based Scores Min Score Max Score Mean Score Std. Dev. Leadership 2.17 4.87 3.68 0.53 Execution Excellence 2.43 4.89 3.80 0.50 Commercial Acumen 2.28 4.77 3.87 0.49 Relationships 2.10 5.00 3.99 0.59 People & Team 2.43 4.74 3.76 0.48 Teamwork & Collaboration 2.50 4.84 3.78 0.48 Leadership Execution Excellence Commercial Acumen Relationships People & Team Teamwork & Collaboration Group 360 Report – Client
- 16. 16 Section IV –Detailed Scores by Relationship Level Juniors Competency-based Scores Min Score Max Score Mean Score Std. Dev. Leadership 2.12 5.00 4.21 0.64 Execution Excellence 2.74 5.00 4.40 0.53 Commercial Acumen 2.55 5.00 4.40 0.51 Relationships 1.50 5.00 4.30 0.79 People & Team 2.30 5.00 4.22 0.66 Teamwork & Collaboration 2.52 4.90 4.14 0.63 Leadership Execution Excellence Commercial Acumen Relationships People & Team Teamwork & Collaboration Group 360 Report – Client
- 17. 17 Section V –Detailed Scores by Statements Statement-wise Scores - Overall Statement Min Score Max Score Mean Score Std. Dev. People and Team Attracts / inducts high quality talent 2.67 4.58 3.94 0.41 Sets clear stretch goals for team & demands high standards of performance 2.92 4.79 4.08 0.43 Gives constructive and regular feedback to team members 2.85 4.67 3.96 0.44 Shares relevant information with team timely 2.92 4.75 3.99 0.42 Encourages team members to give their views and suggestions openly 2.75 4.50 3.94 0.44 Is fair in evaluating team members' performance and in making people related decisions 2.77 4.67 3.94 0.39 Provides opportunities for team members to enhance their skills and capabilities 2.67 4.83 4.00 0.44 Acknowledges and recognizes team members for their support and contribution 2.89 4.71 4.02 0.41 Delegates effectively and empowers team members 2.08 4.64 3.90 0.50 Fosters a collaborative culture in team 2.56 4.67 4.00 0.47 Team Work and Collaboration Shares relevant information with peers and colleagues timely 2.90 4.69 4.00 0.43 Implements decisions taken in meetings even though he may have disagreed with them 2.25 4.60 3.81 0.45 Puts him/her in the others' shoes and is able to see their viewpoint 2.45 4.77 3.57 0.47 Dissents constructively, openly and respectfully 2.89 4.64 3.89 0.40 Proactively reaches out to colleagues for support and advice 2.92 4.75 3.94 0.43 Puts organization above himself and his function / department 3.00 4.86 4.17 0.40 Treats colleagues with respect 3.10 4.92 4.24 0.47 Execution Excellence Converts decisions and ideas into effective plans to achieve outcomes 3.08 4.62 4.04 0.36 Executes projects / tasks to time, cost, safety and quality standards 2.91 4.77 4.12 0.42 Strives to deliver on commitments despite time pressure or difficulties 3.08 4.79 4.10 0.38 Group 360 Report – Client
- 18. 18 Section V –Detailed Scores by Statements Statement-wise Scores - Overall Statement Min Score Max Score Mean Score Std. Dev. Execution Excellence Holds him/herself accountable for results 2.63 4.79 3.89 0.46 Seeks constantly to improve ways of doings things 2.91 4.79 4.00 0.40 Communicates progress and highlights issues in time to enable corrective actions 3.00 4.64 4.08 0.36 Anticipates challenges and risks and takes proactive measures to deal with them 2.77 4.79 3.97 0.40 Commercial Acumen Takes decisions which are cost-effective, while not compromising on quality or time 3.08 4.75 4.04 0.34 Keeps himself updated on competitor actions and strategies 2.50 4.67 4.03 0.42 Calibrates company's actions to respond to competitor moves 2.30 4.58 3.96 0.41 Seeks ways to use resources efficiently and optimally 3.00 4.71 4.07 0.41 Takes advantage of opportunities to improve company's competitive position 3.00 4.64 4.11 0.38 Considers commercial impact before deciding on a course of action 3.00 4.93 4.18 0.39 Relationships Sustains relationships with internal and external stakeholders 3.00 4.88 4.17 0.41 Leverages relationships with external stakeholders, in compliance with company's processes and policies, to achieve business outcomes 2.90 4.75 4.13 0.40 Leadership Communicates organisational / departmental vision and objectives clearly and consistently 2.85 4.79 4.08 0.42 Inspires team to achieve organisational objectives 2.60 4.86 4.02 0.48 Encourages and challenges team to try innovative approaches at work 2.70 4.73 3.92 0.47 Takes bold decisions in the larger organisational interest, even if these be unpopular 2.50 4.56 3.69 0.45 Remains composed and calm under pressure 2.58 4.79 3.87 0.45 Is a role model in complying with company policies and processes 2.50 4.79 3.84 0.51 Group 360 Report – Client
- 19. 19 Section V –Detailed Scores by Statements Statement-wise Scores - Managers Statement Min Score Max Score Mean Score Std. Dev. People and Team Attracts / inducts high quality talent 1.00 5.00 3.30 0.98 Sets clear stretch goals for team & demands high standards of performance 1.00 5.00 3.71 0.82 Gives constructive and regular feedback to team members 1.00 5.00 3.75 0.92 Shares relevant information with team timely 2.00 5.00 3.77 0.88 Encourages team members to give their views and suggestions openly 1.00 5.00 3.59 1.02 Is fair in evaluating team members' performance and in making people related decisions 1.00 5.00 3.73 0.95 Provides opportunities for team members to enhance their skills and capabilities 1.00 5.00 3.77 0.84 Acknowledges and recognizes team members for their support and contribution 2.00 5.00 3.92 0.79 Delegates effectively and empowers team members 1.00 5.00 3.61 0.98 Fosters a collaborative culture in team 1.00 5.00 4.00 0.98 Team Work and Collaboration Shares relevant information with peers and colleagues timely 1.00 5.00 3.78 0.91 Implements decisions taken in meetings even though he may have disagreed with them 1.00 5.00 3.80 1.02 Puts him/her in the others' shoes and is able to see their viewpoint 1.00 5.00 3.53 0.88 Dissents constructively, openly and respectfully 1.00 5.00 3.54 0.92 Proactively reaches out to colleagues for support and advice 1.00 5.00 3.70 0.99 Puts organization above himself and his function / department 1.00 5.00 4.09 0.94 Treats colleagues with respect 1.00 5.00 4.04 1.08 Execution Excellence Converts decisions and ideas into effective plans to achieve outcomes 2.00 5.00 3.68 0.79 Executes projects / tasks to time, cost, safety and quality standards 1.00 5.00 3.63 0.91 Strives to deliver on commitments despite time pressure or difficulties 1.00 5.00 3.74 0.98 Group 360 Report – Client
- 20. 20 Section V –Detailed Scores by Statements Statement-wise Scores - Managers Statement Min Score Max Score Mean Score Std. Dev. Execution Excellence Holds him/herself accountable for results 1.00 5.00 3.57 0.93 Seeks constantly to improve ways of doings things 1.00 5.00 3.62 0.98 Communicates progress and highlights issues in time to enable corrective actions 2.00 5.00 3.78 0.76 Anticipates challenges and risks and takes proactive measures to deal with them 1.00 5.00 3.69 0.93 Commercial Acumen Takes decisions which are cost-effective, while not compromising on quality or time 2.00 5.00 3.78 0.78 Keeps himself updated on competitor actions and strategies 1.00 5.00 3.67 0.88 Calibrates company's actions to respond to competitor moves 1.00 5.00 3.59 0.88 Seeks ways to use resources efficiently and optimally 2.00 5.00 3.71 0.77 Takes advantage of opportunities to improve company's competitive position 2.00 5.00 3.84 0.82 Considers commercial impact before deciding on a course of action 2.00 5.00 3.80 0.89 Relationships Sustains relationships with internal and external stakeholders 1.00 5.00 3.97 0.90 Leverages relationships with external stakeholders, in compliance with company's processes and policies, to achieve business outcomes 1.00 5.00 3.90 0.92 Leadership Communicates organisational / departmental vision and objectives clearly and consistently 2.00 5.00 3.97 0.77 Inspires team to achieve organisational objectives 1.00 5.00 3.84 0.98 Encourages and challenges team to try innovative approaches at work 1.00 5.00 3.60 0.95 Takes bold decisions in the larger organisational interest, even if these be unpopular 1.00 5.00 3.36 0.77 Remains composed and calm under pressure 1.00 5.00 3.55 1.05 Is a role model in complying with company policies and processes 1.00 5.00 3.75 1.07 Group 360 Report – Client
- 21. 21 Section V –Detailed Scores by Statements Statement-wise Scores - Peers Statement Min Score Max Score Mean Score Std. Dev. People and Team Attracts / inducts high quality talent 1.75 4.60 3.65 0.59 Sets clear stretch goals for team & demands high standards of performance 2.29 4.80 3.89 0.55 Gives constructive and regular feedback to team members 2.43 5.00 3.71 0.58 Shares relevant information with team timely 2.33 4.80 3.74 0.54 Encourages team members to give their views and suggestions openly 2.00 4.67 3.73 0.53 Is fair in evaluating team members' performance and in making people related decisions 2.25 4.67 3.77 0.52 Provides opportunities for team members to enhance their skills and capabilities 2.33 5.00 3.75 0.56 Acknowledges and recognizes team members for their support and contribution 2.00 4.80 3.81 0.50 Delegates effectively and empowers team members 2.00 5.00 3.70 0.59 Fosters a collaborative culture in team 2.29 4.60 3.80 0.56 Team Work and Collaboration Shares relevant information with peers and colleagues timely 2.50 4.80 3.83 0.54 Implements decisions taken in meetings even though he may have disagreed with them 2.50 4.80 3.76 0.55 Puts him/her in the others' shoes and is able to see their viewpoint 2.00 5.00 3.41 0.55 Dissents constructively, openly and respectfully 2.00 4.67 3.77 0.57 Proactively reaches out to colleagues for support and advice 2.25 4.80 3.72 0.55 Puts organization above himself and his function / department 2.43 5.00 3.91 0.57 Treats colleagues with respect 2.50 5.00 4.04 0.60 Execution Excellence Converts decisions and ideas into effective plans to achieve outcomes 2.50 4.80 3.83 0.49 Executes projects / tasks to time, cost, safety and quality standards 2.50 5.00 3.90 0.54 Strives to deliver on commitments despite time pressure or difficulties 2.50 5.00 3.90 0.52 Group 360 Report – Client
- 22. 22 Section V –Detailed Scores by Statements Statement-wise Scores - Peers Statement Min Score Max Score Mean Score Std. Dev. Execution Excellence Holds him/herself accountable for results 1.50 5.00 3.63 0.69 Seeks constantly to improve ways of doings things 2.00 4.80 3.72 0.55 Communicates progress and highlights issues in time to enable corrective actions 2.75 4.80 3.86 0.49 Anticipates challenges and risks and takes proactive measures to deal with them 2.00 4.80 3.70 0.62 Commercial Acumen Takes decisions which are cost-effective, while not compromising on quality or time 2.29 4.80 3.83 0.50 Keeps himself updated on competitor actions and strategies 2.00 4.75 3.82 0.60 Calibrates company's actions to respond to competitor moves 2.17 4.80 3.81 0.58 Seeks ways to use resources efficiently and optimally 2.43 4.80 3.84 0.51 Takes advantage of opportunities to improve company's competitive position 2.25 5.00 3.86 0.58 Considers commercial impact before deciding on a course of action 2.43 5.00 4.00 0.54 Relationships Sustains relationships with internal and external stakeholders 2.33 5.00 3.97 0.57 Leverages relationships with external stakeholders, in compliance with company's processes and policies, to achieve business outcomes 2.50 5.00 3.98 0.54 Leadership Communicates organisational / departmental vision and objectives clearly and consistently 2.29 5.00 3.86 0.53 Inspires team to achieve organisational objectives 2.14 5.00 3.76 0.62 Encourages and challenges team to try innovative approaches at work 2.00 4.80 3.66 0.59 Takes bold decisions in the larger organisational interest, even if these be unpopular 1.50 4.75 3.46 0.61 Remains composed and calm under pressure 1.75 4.80 3.74 0.58 Is a role model in complying with company policies and processes 1.57 5.00 3.53 0.70 Group 360 Report – Client
- 23. 23 Section V –Detailed Scores by Statements Statement-wise Scores - Juniors Statement Min Score Max Score Mean Score Std. Dev. People and Team Attracts / inducts high quality talent 2.60 5.00 4.45 0.60 Sets clear stretch goals for team & demands high standards of performance 2.80 5.00 4.45 0.58 Gives constructive and regular feedback to team members 2.40 5.00 4.29 0.66 Shares relevant information with team timely 1.00 5.00 4.24 0.85 Encourages team members to give their views and suggestions openly 1.00 5.00 4.18 0.95 Is fair in evaluating team members' performance and in making people related decisions 1.00 5.00 4.05 0.83 Provides opportunities for team members to enhance their skills and capabilities 1.00 5.00 4.29 0.79 Acknowledges and recognizes team members for their support and contribution 1.50 5.00 4.16 0.84 Delegates effectively and empowers team members 1.50 5.00 4.15 0.81 Fosters a collaborative culture in team 1.67 5.00 4.08 0.83 Team Work & Collaboration Shares relevant information with peers and colleagues timely 1.00 5.00 4.21 0.82 Implements decisions taken in meetings even though he may have disagreed with them 1.00 5.00 3.74 0.98 Puts him/her in the others' shoes and is able to see their viewpoint 1.00 5.00 3.70 0.90 Dissents constructively, openly and respectfully 1.00 5.00 4.06 0.82 Proactively reaches out to colleagues for support and advice 2.00 5.00 4.19 0.81 Puts organization above himself and his function / department 2.40 5.00 4.52 0.61 Treats colleagues with respect 2.00 5.00 4.46 0.73 Execution Excellence Converts decisions and ideas into effective plans to achieve outcomes 2.80 5.00 4.46 0.55 Executes projects / tasks to time, cost, safety and quality standards 2.60 5.00 4.53 0.57 Strives to deliver on commitments despite time pressure or difficulties 3.00 5.00 4.45 0.57 Group 360 Report – Client
- 24. 24 Section V –Detailed Scores by Statements Statement-wise Scores - Juniors Statement Min Score Max Score Mean Score Std. Dev. Execution Excellence Holds him/herself accountable for results 2.00 5.00 4.17 0.75 Seeks constantly to improve ways of doings things 2.50 5.00 4.39 0.66 Communicates progress and highlights issues in time to enable corrective actions 2.80 5.00 4.42 0.61 Anticipates challenges and risks and takes proactive measures to deal with them 2.40 5.00 4.39 0.56 Commercial Acumen Takes decisions which are cost-effective, while not compromising on quality or time 2.50 5.00 4.36 0.60 Keeps himself updated on competitor actions and strategies 2.20 5.00 4.41 0.60 Calibrates company's actions to respond to competitor moves 1.50 5.00 4.17 0.68 Seeks ways to use resources efficiently and optimally 2.33 5.00 4.46 0.62 Takes advantage of opportunities to improve company's competitive position 2.80 5.00 4.47 0.58 Considers commercial impact before deciding on a course of action 2.80 5.00 4.52 0.48 Relationships Sustains relationships with internal and external stakeholders 2.00 5.00 4.36 0.78 Leverages relationships with external stakeholders, in compliance with company's processes and policies, to achieve business outcomes 1.00 5.00 4.25 0.83 Leadership Communicates organisational / departmental vision and objectives clearly and consistently 2.00 5.00 4.34 0.69 Inspires team to achieve organisational objectives 2.00 5.00 4.31 0.76 Encourages and challenges team to try innovative approaches at work 1.00 5.00 4.26 0.80 Takes bold decisions in the larger organisational interest, even if these be unpopular 2.80 5.00 4.08 0.63 Remains composed and calm under pressure 1.00 5.00 4.05 0.77 Is a role model in complying with company policies and processes 1.50 5.00 4.20 0.76 Group 360 Report – Client
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