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)
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


Conflict Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Guides others toward establishing strong relationships.
  1. Ensures fair treatment for both parties, giving each the chance to speak and share their viewpoints.
  1. Clearly expresses expectations to others.
  1. Tries to understand others' point of view before making judgments
  1. Creates an environment where team members work collaboratively rather than compete with one another.
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. Generates alternative solutions to problems and challenges.
  1. Able to balance the needs of different people in a solution to a problem.
  1. Effective in solving problems.
  1. Identifies fresh approaches and shows a willingness to question traditional assumptions.
  1. Actively seeks the root cause of a problem.
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. Identifies ways to simplify work processes and reduce cycle times
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Motivates others to achieve or exceed goals
  1. Completes work on time
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
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. Works to eliminate unnecessary work or barriers that get in others' way.
  1. Shows by their actions that they trust in the positive intentions of others.
  1. Contributes to a positive and fun work environment.
  1. Treats all people fairly and with respect.
  1. Is gracious and professional in their interactions with others.
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. Expresses clear goals and objectives.
  1. Is a highly effective supervisor.
  1. Sets specific, measurable, and challenging goals.
  1. Motivates and challenges employees to attain a shared vision.
  1. Gives inspiring presentations or discussions.
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. Creates clear standards that are understandable and fair.
  1. Holds the team accountable for meeting objectives.
  1. Addresses poor performance sooner rather than later.
  1. Ensures team members receive rewards for positive performance accomplishments.
  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. Establishes timeframes for achieving suitable quality levels.
  1. Able to create quality initiatives to be implemented organization-wide.
  1. Addresses barriers to successfully implementing quality standards.
  1. Is flexible in addressing issues related to quality.
  1. Identifies strategies and their associated risks to improve quality.
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. Overcomes obstacles to continue working toward goals.
  1. Flexible in adjusting priorities to meet the demands of changing situations.
  1. Always willing to help coworkers to keep productions levels high.
  1. Has a work ethic with a strong desire to obtain results.
  1. Helps others when free-time is available.
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 a good example.
  1. Sets a good example
  1. Works in a way that makes others want to work with her/him.
  1. Holds herself / himself accountable to goals / objectives
  1. Sets high personal standards of performance.
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. Recognizes team members who offer a significant contribution to a project.
  1. Says "thank you" to show appreciation for work of others.
  1. Is sincerely interested in the suggestions of co-workers
  1. Readily shares credit and gives others opportunity for visibility.
  1. Finds opportunities to recognize others.
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. Ensures everyone in the department is onboard with the current plan.
  1. Creates to-do lists to make sure nothing is missed.
  1. Anticipates potential challenges, develops plan to overcome them and then carries out the plan.
  1. Ensures staff have the supplies and resources necessary to enact the plan.
  1. Delegates role to team members to accomplish goals.
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.