| Company | Site |
| Survey | Standard 360 Atlas standard 360 survey |
| Individual reports | 10 |
| Date | 2012/05/21 |
Table of contents
- Parameter overview
A summary of parameters - Benchmark comparison
Key figures compared to previous surveys based on the same questions. - Parameters by role
Shows each parameter broken down by respondent role - Skill: Stress management
Can work constructively and fluidly in stressful or unpredictable situations without losing focus or direction. - Skill: Communication
Promotes dialog and understanding through communication. - Skill: Decision-making
Ability to make clear decisions based on a solid foundation and implement these decisions. - Skill: Leadership
Can guide, distribute work, and offer employees the opportunity to perform optimally. - Skill: Social and networking
Can obtain support/collaborative companionship through binding relationships and networks. - Skill: Teamwork
Can motivate employees/ team to achieve synergy through collaboration. - Subject comparison
Shows subject scores side-by-side, giving a comparison of different staff member skills. - Open-response questions
Text-based answers to open questions. The answers have been given with a promise of anonymity and it is not possible to see who have given the answer. - Question breakdown
Shows all numeric questions.
Benchmark comparison
Survey totals
Key figures compared to previous surveys based on the same questions.
Benchmark example 1 | Benchmark example 2 | Standard 360 | |
|---|---|---|---|
| Stress management | 3.9 | 3.9 | 3.9 |
| Communication | 4.0 | 4.0 | 4.3 |
| Decision-making | 3.9 | 3.8 | 4.1 |
| Leadership | 3.7 | 3.8 | 3.9 |
| Social and networking | 3.8 | 3.9 | 3.8 |
| Teamwork | 4.0 | 3.9 | 4.0 |
| Number of subjects | 10 | 10 | 10 |
| Number of respondents | 50 | 50 | 50 |
| Completed questionnaires | 50 | 50 | 50 |
Parameters by role
Shows each parameter broken down by respondent role
Stress management
- xx prioritizes assigned tasks under stress
- xx maintains a positive outlook at work
- xx reacts constructively to criticism
- xx uses his/her emotions constructively in difficult situations
- xx works productively in stressful environments
- xx maintains his/her focus in stressed situations
- xx is good at spotting new opportunities
Survey totals
Definition
Can work constructively and fluidly in stressful or unpredictable situations without losing focus or direction.
Interpretation
A high score usually indicates that the leader is capable of leading his/her employees through crises without stressing them unnecessarily.
|  |
| Spread: 0.3 | Gap to self: 0.3 |
| Low - Your respondents agree on this | Low - Your estimation is close to your respondents' |
Communication
- xx compromises when necessary
- xx expresses respect for the opinions and views of others
- xx brings clarity to communication when something is unclear
- xx makes presentations with confidence and gets his/her message across clearly
- xx expresses his/her opinions clearly
- xx listens to others to gain understanding
- xx clearly expresses his/her requirements and expectations of me
- xx is open and honest in his/her communication
Survey totals
Definition
Promotes dialog and understanding through communication.
Interpretation
A high score usually indicates that the leader encourages an open and safe work environment where knowledge-sharing and synergy thrive.
|  |
| Spread: 0.3 | Gap to self: 0.3 |
| Low - Your respondents agree on this | Low - Your estimation is close to your respondents' |
Decision-making
- xx allocates resources optimally
- xx is willing to modify his/her own decisions when appropriate
- xx respects the decisions of others
- xx considers alternative options
- xx makes necessary decisions, even if they are unpopular
- xx consults with relevant parties before making major decisions
- xx clearly communicates his/her decisions to relevant parties
- xx ensures that decisions are being executed
Survey totals
Definition
Ability to make clear decisions based on a solid foundation and implement these decisions.
Interpretation
A high score usually indicates that employees rarely find themselves unsure about what is expected of them, and thus find it easier to perform their tasks.
|  |
| Spread: 0.1 | Gap to self: 0.5 |
| Low - Your respondents agree on this | Low - Your estimation is close to your respondents' |
Leadership
- xx provides me with opportunities for growth and development
- xx motivates me if I have an uninteresting task
- xx provides me with tasks suitable to my professional level and experience
- xx tells me if the quality of my work is unsatisfactory
- xx continuously ensures that I know my goals
- xx delegates tasks to the appropriate resources
- xx allocates resources optimally
- xx provides me with tasks, I find challenging
- xx creates a motivating environment for goal-achievement
- xx recruits talented employees
- xx expresses his/her recognition when I do my work well
Survey totals
Definition
Can guide, distribute work, and offer employees the opportunity to perform optimally.
Interpretation
A high score usually leads to enterprising, independent and high-performing employees.
|  |
| Spread: 0.2 | Gap to self: 0.0 |
| Low - Your respondents agree on this | Low - Your estimation is close to your respondents' |
Social and networking
- xx asks for help when it is needed
- xx gets along well with most people
- xx respects and maintains deadlines, and other agreements
- xx is able to negotiate acceptable solutions for all parties involved
- xx openly and honestly offers knowledge and skills to help others
- xx relates well to all people, regardless of their position within the organization
- xx promotes new ways of collaboration through his/her network
- xx actively seeks new contacts
- xx introduces people to one another
- xx establishes useful networks within the organization
- xx is credible
Survey totals
Definition
Can obtain support/collaborative companionship through binding relationships and networks.
Interpretation
A high score indicates that the manager can easily create essential conditions to ensure flow and quality in work execution.
|  |
| Spread: 0.2 | Gap to self: 0.2 |
| Low - Your respondents agree on this | Low - Your estimation is close to your respondents' |
Teamwork
- xx gets along well with most people
- xx engages me in dialogue
- xx is helpful
- xx promotes new ways of collaboration through his/her network
- xx supports others on the team
- xx is credible
- xx respects and maintains deadlines, and other agreements
- xx listens to others to gain understanding
- xx expresses respect for the opinions and views of others
- xx understands and respects the role of other players on the team
- xx knows and respects his/her role in team-based situations
- xx brings valuable knowledge and skills to the team
Survey totals
Definition
Can motivate employees/ team to achieve synergy through collaboration.
Interpretation
A high score usually indicates that the leader is able to create a stimulating work environment for high-performing employees.
|  |
| Spread: 0.1 | Gap to self: 0.2 |
| Low - Your respondents agree on this | Low - Your estimation is close to your respondents' |
Subject comparison
Shows subject scores side-by-side, giving a comparison of different staff member skills.
Click the column headers to sort the table
Subject comparison (1/2)
| Subject | Average | Stress management | Communication | Decision-making |
|---|---|---|---|---|
| Bryan Andersen | 4.4 | 4.6 | 4.9 | 4.8 |
| Adrienne Whitcomb | 4.2 | 4.3 | 4.2 | 4.1 |
| Ida Roeder | 4.1 | 3.3 | 4.8 | 4.5 |
| Gregory Nilsen | 4.1 | 3.9 | 4.2 | 4.0 |
| Laura Cruz | 4.1 | 3.8 | 4.3 | 4.3 |
| Laura Boatwright | 4.1 | 4.0 | 4.7 | 4.1 |
| Survey average | 4.0 | 3.9 | 4.3 | 4.1 |
| Adrienne Andersen | 3.9 | 3.3 | 4.8 | 4.0 |
| Gregory Boatwright | 3.8 | 4.3 | 3.5 | 4.0 |
| Bryan Eshelman | 3.8 | 4.3 | 3.5 | 4.0 |
| Danielle Lerma | 3.7 | 3.5 | 4.0 | 3.3 |
Subject comparison (2/2)
| Subject | Average | Leadership | Social and networking | Teamwork |
|---|---|---|---|---|
| Bryan Andersen | 4.4 | 4.7 | 3.4 | 3.8 |
| Adrienne Whitcomb | 4.2 | 4.3 | 4.3 | 4.2 |
| Ida Roeder | 4.1 | 4.1 | 3.4 | 4.3 |
| Gregory Nilsen | 4.1 | 4.0 | 4.2 | 4.2 |
| Laura Cruz | 4.1 | 3.7 | 4.2 | 4.2 |
| Laura Boatwright | 4.1 | 3.9 | 3.5 | 4.1 |
| Survey average | 4.0 | 3.9 | 3.8 | 4.0 |
| Adrienne Andersen | 3.9 | 3.6 | 3.4 | 4.0 |
| Gregory Boatwright | 3.8 | 3.5 | 3.6 | 4.0 |
| Bryan Eshelman | 3.8 | 3.9 | 3.4 | 3.8 |
| Danielle Lerma | 3.7 | 3.4 | 4.2 | 3.8 |
Open-response questions
Survey totals
Text-based answers to open questions. The answers have been given with a promise of anonymity and it is not possible to see who have given the answer.
Areas of strength (23)
| # | Subject | Respondent | Comments |
|---|---|---|---|
| 1 | Danielle Lerma | Subordinate | Lorem ipsum dolor sit amet. |
| 2 | Ida Roeder | Self | Duis aute irure dolor in reprehenderit... Ut enim ad minim veniam. |
| 3 | Gregory Nilsen | Customer | Duis aute irure dolor in reprehenderit... |
| 4 | Gregory Nilsen | Supplier | Ut enim ad minim veniam. |
| 5 | Adrienne Andersen | Self | Excepteur sint occaecat cupidatat non proident. Ut enim ad minim veniam. |
| 6 | Adrienne Andersen | Customer | Lorem ipsum dolor sit amet. Lorem ipsum dolor sit amet. |
| 7 | Adrienne Andersen | Customer | Lorem ipsum dolor sit amet. |
| 8 | Adrienne Andersen | Customer | Ut enim ad minim veniam. Ut enim ad minim veniam. |
| 9 | Laura Cruz | Subordinate | Excepteur sint occaecat cupidatat non proident. Ut enim ad minim veniam. |
| 10 | Gregory Boatwright | Manager | Excepteur sint occaecat cupidatat non proident. Duis aute irure dolor in reprehenderit... |
| 11 | Bryan Andersen | Self | Excepteur sint occaecat cupidatat non proident. Excepteur sint occaecat cupidatat non proident. |
| 12 | Bryan Andersen | Peer | Lorem ipsum dolor sit amet. Duis aute irure dolor in reprehenderit... |
| 13 | Bryan Andersen | Customer | Excepteur sint occaecat cupidatat non proident. Ut enim ad minim veniam. |
| 14 | Bryan Andersen | Customer | Duis aute irure dolor in reprehenderit... |
| 15 | Laura Boatwright | Self | Duis aute irure dolor in reprehenderit... Lorem ipsum dolor sit amet. |
| 16 | Laura Boatwright | Supplier | Excepteur sint occaecat cupidatat non proident. Lorem ipsum dolor sit amet. |
| 17 | Bryan Eshelman | Self | Ut enim ad minim veniam. Excepteur sint occaecat cupidatat non proident. |
| 18 | Bryan Eshelman | Manager | Ut enim ad minim veniam. |
| 19 | Bryan Eshelman | Subordinate | Excepteur sint occaecat cupidatat non proident. |
| 20 | Adrienne Whitcomb | Other | Duis aute irure dolor in reprehenderit... |
| 21 | Adrienne Whitcomb | Supplier | Lorem ipsum dolor sit amet. Duis aute irure dolor in reprehenderit... |
| 22 | Adrienne Whitcomb | Subordinate | Excepteur sint occaecat cupidatat non proident. Excepteur sint occaecat cupidatat non proident. |
| 23 | Adrienne Whitcomb | Subordinate | Lorem ipsum dolor sit amet. Ut enim ad minim veniam. |
Areas of improvement (18)
| # | Subject | Respondent | Comments |
|---|---|---|---|
| 1 | Danielle Lerma | Self | Ut enim ad minim veniam. |
| 2 | Danielle Lerma | Manager | Ut enim ad minim veniam. Lorem ipsum dolor sit amet. |
| 3 | Ida Roeder | Other | Excepteur sint occaecat cupidatat non proident. |
| 4 | Gregory Nilsen | Self | Duis aute irure dolor in reprehenderit... |
| 5 | Adrienne Andersen | Self | Excepteur sint occaecat cupidatat non proident. Lorem ipsum dolor sit amet. |
| 6 | Adrienne Andersen | Customer | Duis aute irure dolor in reprehenderit... |
| 7 | Adrienne Andersen | Customer | Ut enim ad minim veniam. |
| 8 | Laura Cruz | Supplier | Excepteur sint occaecat cupidatat non proident. |
| 9 | Laura Cruz | Customer | Excepteur sint occaecat cupidatat non proident. Lorem ipsum dolor sit amet. |
| 10 | Gregory Boatwright | Manager | Duis aute irure dolor in reprehenderit... |
| 11 | Gregory Boatwright | Other | Excepteur sint occaecat cupidatat non proident. |
| 12 | Bryan Andersen | Peer | Lorem ipsum dolor sit amet. |
| 13 | Bryan Andersen | Supplier | Ut enim ad minim veniam. |
| 14 | Laura Boatwright | Self | Duis aute irure dolor in reprehenderit... Ut enim ad minim veniam. |
| 15 | Laura Boatwright | Peer | Excepteur sint occaecat cupidatat non proident. Ut enim ad minim veniam. |
| 16 | Bryan Eshelman | Manager | Excepteur sint occaecat cupidatat non proident. Excepteur sint occaecat cupidatat non proident. |
| 17 | Bryan Eshelman | Manager | Excepteur sint occaecat cupidatat non proident. |
| 18 | Adrienne Whitcomb | Supplier | Lorem ipsum dolor sit amet. |
Question breakdown
Shows all numeric questions.
Breakdown by question (Agree 1-5)
5-point classic Likert scale
Survey totals
Click the column headers to sort the table
| # | Question | Self | Manager | Peer | Subordinate | Customer | Supplier | Other | All |
|---|---|---|---|---|---|---|---|---|---|
| 4 | xx motivates me if I have an uninteresting task | 3.8 | 3.5 | 4.3 | 3.4 | 4.4 | 4.0 | 3.4 | 3.8 |
| 5 | xx delegates tasks to the appropriate resources | 3.9 | 3.8 | 4.0 | 3.7 | 4.2 | 4.3 | 4.0 | 4.0 |
| 6 | xx makes necessary decisions, even if they are unpopular | 4.0 | 4.1 | 4.3 | 3.9 | 4.5 | 4.1 | 4.0 | 4.1 |
| 7 | xx recruits talented employees | 3.8 | 3.4 | 3.3 | 4.0 | 3.9 | 4.1 | 4.8 | 3.9 |
| 8 | xx uses his/her emotions constructively in difficult situations | 3.9 | 4.1 | 4.3 | 4.0 | 3.8 | 4.0 | 3.6 | 3.9 |
| 9 | xx understands and respects the role of other players on the team | 3.7 | 4.8 | 3.0 | 3.7 | 4.4 | 3.9 | 4.0 | 4.0 |
| 10 | xx provides me with tasks, I find challenging | 4.2 | 3.9 | 4.3 | 3.9 | 4.1 | 3.7 | 3.8 | 4.0 |
| 11 | xx makes presentations with confidence and gets his/her message across clearly | 4.4 | 3.4 | 4.7 | 4.3 | 4.8 | 4.6 | 4.0 | 4.3 |
| 12 | xx allocates resources optimally | 3.9 | 4.3 | 4.3 | 4.0 | 4.2 | 4.1 | 4.4 | 4.1 |
| 13 | xx promotes new ways of collaboration through his/her network | 3.9 | 3.9 | 3.3 | 4.1 | 3.6 | 4.3 | 3.8 | 3.9 |
| 14 | xx maintains a positive outlook at work | 3.3 | 4.5 | 4.3 | 3.4 | 4.0 | 4.3 | 3.4 | 3.9 |
| 15 | xx supports others on the team | 3.8 | 4.6 | 3.7 | 3.7 | 4.2 | 3.9 | 4.0 | 4.0 |
| 16 | xx expresses his/her opinions clearly | 4.1 | 4.4 | 4.3 | 4.3 | 4.9 | 4.4 | 4.0 | 4.4 |
| 17 | xx provides me with tasks suitable to my professional level and experience | 3.9 | 3.5 | 4.3 | 3.9 | 3.8 | 3.9 | 4.0 | 3.8 |
| 18 | xx considers alternative options | 3.4 | 4.3 | 4.0 | 4.0 | 4.4 | 4.0 | 4.0 | 4.0 |
| 19 | xx prioritizes assigned tasks under stress | 3.9 | 4.0 | 4.3 | 3.9 | 4.0 | 4.4 | 3.6 | 4.0 |
| 20 | xx reacts constructively to criticism | 3.5 | 4.1 | 4.3 | 4.1 | 3.8 | 3.9 | 3.6 | 3.9 |
| 21 | xx provides me with opportunities for growth and development | 3.8 | 4.0 | 4.0 | 3.3 | 4.3 | 4.1 | 3.6 | 3.9 |
| 22 | xx actively seeks new contacts | 3.9 | 4.0 | 3.3 | 4.0 | 3.6 | 3.9 | 4.0 | 3.8 |
| 23 | xx establishes useful networks within the organization | 3.7 | 3.5 | 2.7 | 3.7 | 3.6 | 3.9 | 4.0 | 3.6 |
| 24 | xx creates a motivating environment for goal-achievement | 4.0 | 3.5 | 4.0 | 4.1 | 4.5 | 4.0 | 4.4 | 4.1 |
| 25 | xx introduces people to one another | 4.3 | 3.6 | 3.3 | 3.7 | 3.6 | 4.0 | 3.4 | 3.8 |
| 26 | xx works productively in stressful environments | 3.7 | 4.3 | 4.3 | 3.9 | 3.8 | 4.4 | 3.2 | 3.9 |
| 27 | xx gets along well with most people | 4.2 | 3.6 | 4.7 | 3.7 | 3.7 | 4.6 | 4.2 | 4.0 |
| 28 | xx knows and respects his/her role in team-based situations | 3.5 | 5.0 | 3.3 | 4.4 | 4.3 | 4.4 | 4.4 | 4.2 |
| 29 | xx relates well to all people, regardless of their position within the organization | 3.9 | 4.1 | 4.0 | 3.6 | 3.3 | 3.7 | 3.0 | 3.7 |
| 30 | xx maintains his/her focus in stressed situations | 3.7 | 4.4 | 4.3 | 4.0 | 3.9 | 4.1 | 3.4 | 4.0 |
| 31 | xx is good at spotting new opportunities | 3.7 | 4.3 | 4.0 | 3.6 | 3.9 | 4.3 | 4.2 | 4.0 |
| 32 | xx expresses respect for the opinions and views of others | 3.9 | 3.5 | 5.0 | 4.0 | 4.8 | 4.4 | 4.2 | 4.2 |
| 33 | xx listens to others to gain understanding | 4.0 | 3.5 | 4.3 | 4.0 | 4.7 | 4.6 | 4.2 | 4.2 |
| 34 | xx is willing to modify his/her own decisions when appropriate | 3.6 | 4.3 | 4.0 | 4.0 | 4.4 | 4.4 | 4.6 | 4.2 |
| 35 | xx respects the decisions of others | 3.8 | 3.8 | 4.3 | 3.4 | 4.5 | 4.1 | 4.4 | 4.0 |
| 36 | xx consults with relevant parties before making major decisions | 4.0 | 4.4 | 4.3 | 4.0 | 4.4 | 4.3 | 4.0 | 4.2 |
| 37 | xx continuously ensures that I know my goals | 3.9 | 3.5 | 4.3 | 3.7 | 3.8 | 4.0 | 3.8 | 3.8 |
| 38 | xx tells me if the quality of my work is unsatisfactory | 3.9 | 3.6 | 4.7 | 3.7 | 4.0 | 4.0 | 3.6 | 3.9 |
| 39 | xx expresses his/her recognition when I do my work well | 3.4 | 3.5 | 3.7 | 3.1 | 3.8 | 3.9 | 3.6 | 3.6 |
| 40 | xx is helpful | 3.9 | 4.8 | 4.0 | 4.1 | 4.1 | 3.7 | 4.4 | 4.1 |
| 41 | xx clearly expresses his/her requirements and expectations of me | 4.1 | 3.6 | 4.3 | 3.9 | 4.6 | 4.9 | 4.2 | 4.2 |
| 42 | xx compromises when necessary | 4.0 | 3.5 | 5.0 | 4.1 | 4.6 | 4.6 | 4.2 | 4.2 |
| 43 | xx brings clarity to communication when something is unclear | 4.0 | 4.1 | 5.0 | 4.1 | 4.8 | 4.7 | 4.4 | 4.4 |
| 44 | xx is open and honest in his/her communication | 4.0 | 4.3 | 4.7 | 4.3 | 4.6 | 4.6 | 4.4 | 4.4 |
| 45 | xx clearly communicates his/her decisions to relevant parties | 3.2 | 3.9 | 4.3 | 3.9 | 4.3 | 4.1 | 4.4 | 3.9 |
| 46 | xx ensures that decisions are being executed | 3.7 | 4.8 | 4.3 | 4.0 | 4.3 | 4.3 | 4.0 | 4.2 |
| 47 | xx openly and honestly offers knowledge and skills to help others | 3.5 | 3.3 | 4.0 | 4.0 | 3.4 | 3.9 | 3.0 | 3.5 |
| 48 | xx asks for help when it is needed | 3.5 | 3.5 | 4.0 | 3.9 | 3.5 | 3.9 | 3.8 | 3.7 |
| 49 | xx is able to negotiate acceptable solutions for all parties involved | 4.0 | 3.5 | 3.3 | 3.9 | 3.1 | 4.1 | 3.6 | 3.7 |
| 50 | xx respects and maintains deadlines, and other agreements | 4.0 | 3.4 | 3.7 | 4.1 | 3.4 | 3.7 | 3.4 | 3.7 |
| 51 | xx is credible | 4.1 | 3.8 | 4.3 | 3.7 | 4.1 | 4.0 | 3.6 | 3.9 |
| 52 | xx brings valuable knowledge and skills to the team | 3.9 | 4.6 | 4.0 | 4.0 | 4.1 | 3.6 | 4.4 | 4.1 |
| Scale | Description | Values |
|---|---|---|
| Agree 1-5 Continuous | 5-point classic Likert scale | 5.0: Strongly agree 4.0: Agree 3.0: Neither agree nor disagree 2.0: Disagree 1.0: Strongly disagree |
Breakdown by question (Male/Female)
Male or Female
Survey totals
Click the column headers to sort the table
| # | Question | Self | Manager | Peer | Subordinate | Customer | Supplier | Other | All |
|---|---|---|---|---|---|---|---|---|---|
| 1 | What is your gender? | 3 Male (30%) 7 Female (70%) | 5 Male (63%) 3 Female (38%) | 3 Male (100%) | 7 Male (100%) | 10 Male (100%) | 7 Male (100%) | 5 Male (100%) | 40 Male (80%) 10 Female (20%) |
| Scale | Description | Values |
|---|---|---|
| Male/Female Discrete | Male or Female | 100.0: Male 0.0: Female |
Breakdown by question (Age groups)
Age groups in steps of 5 years between 15 and 70
Survey totals
Click the column headers to sort the table
| # | Question | Self | Manager | Peer | Subordinate | Customer | Supplier | Other | All |
|---|---|---|---|---|---|---|---|---|---|
| 2 | What is your age? | 31.5 | 40.8 | 27.0 | 29.1 | 27.5 | 31.3 | 31.0 | 31.5 |
| Scale | Description | Values |
|---|---|---|
| Age groups Continuous | Age groups in steps of 5 years between 15 and 70 | 17.0: 15-19 22.0: 20-24 27.0: 25-29 32.0: 30-34 37.0: 35-39 42.0: 40-44 47.0: 45-49 52.0: 50-55 57.0: 55-59 62.0: 60-64 67.0: 65-70 |
Breakdown by question (Month groups)
Months in groups ranging from less than 6 months to more than 6 years
Survey totals
Click the column headers to sort the table
| # | Question | Self | Manager | Peer | Subordinate | Customer | Supplier | Other | All |
|---|---|---|---|---|---|---|---|---|---|
| 3 | How long have you been employed at your current company? | 11 | 15 | 10 | 9 | 8 | 9 | 8 | 10 |
| 53 | How long have you known xx? | 12 | 22 | 12 | 9 | 9 | 12 | 10 | 12 |
| 54 | How long have you worked with xx? | 16 | 19 | 19 | 14 | 13 | 12 | 11 | 15 |
| Scale | Description | Values |
|---|---|---|
| Month groups Continuous | Months in groups ranging from less than 6 months to more than 6 years | 3: Less than 6 months 9: 6-12 months 18: 1-2 years 36: 2-4 years 60: 4-6 years 84: More than 6 years |
