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HR-Survey > 360-Degree Feedback > Competency Model > Conflict Management Skills

Conflict Management- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Conflict Management:
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:
Conflict Management, Problem Solving, Bias for Action, Attitude, Leadership, Managing Performance, Quality, Results Oriented, Responsible, Recognition, Planning
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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Conflict Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Guides others toward establishing strong relationships.
  1. Sees conflicts as chances to develop innovative and effective solutions.
  1. Uses informal and formal feedback loops to detect brewing tensions and intervene constructively.
  1. Uses logic and reasoning to determine the best course of action for resolving the conflict.
  1. Responds calmly and courteously to help de-escalate situations and lead to more productive and respectful dialogue showcasing effective conflict resolution skills.
If [Participant Name] were to make improvements in Conflict Management, what are your suggestions for how he/she can improve this?

Problem Solving

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Establishes realistic budgets consistent with strategic objectives
  1. Demonstrates flexibility in problem-solving with a diverse array of methods and resources suited to various scenarios.
  1. Adapts to different problems by applying a wide range of strategies and techniques.
  1. Clearly articulates expected outcomes and the current situation to foster a shared understanding of the problem among stakeholders.
  1. Works diligently until the problem is solved.
If [Participant Name] were to make improvements in Problem Solving, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Keeps the team regularly updated as to the progress to ensure everyone is aware of what work still needs to be done.
  1. Engages in continuous learning by actively seeking and incorporating feedback to improve processes and performance.
  1. Takes the initiative to identify and address potential problems before they escalate.
  1. Takes the lead on new initiatives or projects, setting the direction and pace.
  1. Always delivers on promises.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Attitude

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Speaks with clarity and conviction, yet remains open to feedback and alternative viewpoints.
  1. Uses affirming language that emphasizes strengths, possibilities, and momentum.
  1. Owns the impact of their actions and words, taking corrective steps when needed.
  1. Demonstrates a service-oriented mindset by asking, "Where can I help?" when the team faces challenges.
  1. Admits when mistakes are made and models the appropriate responses to learn from it constructively.
If [Participant Name] were to make improvements in Attitude, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Effectively leads others.
  1. Is a role model for ethics and integrity.
  1. Avoids vague statements; instead, explains what worked and why or what needs improvement and how.
  1. Maintains the confidence of others.
  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?

Managing Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Determines the Objectives and Key Results (OKRs) needed for the position.
  1. Assesses employee performance against defined standards.
  1. Revises the Objectives and Key Results (OKRs) required for the position on a quarterly basis.
  1. Addresses poor performance sooner rather than later.
  1. Assigns additional responsibilities to facilitate internal employee promotions.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Quality

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides regular and timely feedback on quality levels.
  1. Systematically and thoroughly inspects products for consistency in meeting specifications.
  1. Reflects on what is working and what could be improved.
  1. Develops measures of the success of quality initiatives.
  1. Is a role model for quality practices and standards.
If [Participant Name] were to make improvements in Quality, what are your suggestions for how he/she can improve this?

Results Oriented

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Willing to take on new assignments to help increase production.
  1. Follows up consistently on commitments and deadlines to ensure progress is sustained.
  1. Proactively identifies when others need assistance and offers help without being asked.
  1. Achieves performance benchmarks.
  1. Persists in seeking objectives despite obstacles or setbacks.
If [Participant Name] were to make improvements in Results Oriented, what are your suggestions for how he/she can improve this?

Responsible

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets high personal standards of performance.
  1. ...takes personal responsibility for results.
  1. Sets a good example.
  1. Completes assigned work tasks.
  1. Works in a way that makes others want to work with her/him.
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Implements a reward and recognition system that reinforces good behaviors.
  1. Is mindful of diversity in contributions, recognizing not only visible successes but also behind-the-scenes work that supports the team.
  1. Recognizes the abilities and skills of self and others
  1. Uses Eco-Friendly awards to incentivize employees to conserve natural resources.
  1. Uses recognition as a strategic leadership tool.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?

Planning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Anticipates obstacles and ways to overcome them.
  1. Has plans to handle unexpected events.
  1. Prioritizes plans based on a cost/benefit analysis.
  1. Is good at planning for the "unexpected".
  1. Plans for how to allocate time to specific activities.
If [Participant Name] were to make improvements in Planning, 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.