hr-survey.com

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. Clearly expresses expectations to others.
  1. Tries to understand others' point of view before making judgments
  1. Discusses conflict situations with supervisor.
  1. Identifies and takes steps to prevent potential confrontations.
  1. Deals effectively with employee grievances.
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. Able to balance the needs of different people in a solution to a problem.
  1. Actively seeks the root cause of a problem.
  1. Effective in solving problems.
  1. Ability to develop innovative solutions to problems.
  1. Finds creative ways to get things done with limited resources.
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. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Displays high energy and enthusiasm on consistent basis.
  1. Motivates others to achieve or exceed goals
  1. Encourages risk taking and experimentation to improve performance
  1. Identifies ways to simplify work processes and reduce cycle 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. Treats all people fairly and with respect.
  1. Contributes to a positive work environment.
  1. Is gracious and professional in their interactions with others.
  1. Contributes to a positive and fun work environment.
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. Able to align manpower, design work, an allocate tasks to achieve goals.
  1. Able to influence others.
  1. Leads team to set goals, solve problems, and accomplish tasks.
  1. Sets a high level of performance expectations and challenges others to do the same.
  1. Effectively leads others.
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. Ensures team members understand the department goals.
  1. Ensures team members receive rewards for positive performance accomplishments.
  1. Ensures employees understand how work is to be completed.
  1. Is consistent in disciplinary/corrective actions.
  1. Continuously measures performance and provides feedback to employees regularly.
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. Encourages employees to produce the best quality products.
  1. Corrects issues in a timely manner.
  1. Analyze what occurred and re-adjusts accordingly when goals are not met.
  1. Encourages others to achieve high quality standards.
  1. Reflects on what is working and what could be improved.
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. Encourages a high-energy, fun work environment and coaches others on how to do the same
  1. Inspires and motivates co-workers to be productive and energetic at work
  1. Works toward achievement of goals even when confronted with obstacles.
  1. Demonstrates the personal confidence to "stay the course," even when faced with difficulty
  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. Responsible for setting the vision of the department.
  1. Is a person you can trust.
  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. Makes people around them feel appreciated and valued.
  1. Reinforces and rewards employees for accomplishing necessary goals.
  1. Recognizes team members who offer a significant contribution to a project.
  1. Lets employees know when they have done well
  1. Is sincerely interested in the suggestions of co-workers
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 potential challenges, develops plan to overcome them and then carries out the plan.
  1. Works in an organized manner
  1. Delegates role to team members to accomplish goals.
  1. Able to look ahead (beyond the present) when addressing the work/needs of the department.
  1. Able to identify the needs of the department before a major change.
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.