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. Discusses conflict situations with supervisor.
  1. Helps employees to think through alternative ways to resolve conflict situations.
  1. Identifies and takes steps to prevent potential confrontations.
  1. Tries to understand others' point of view before making judgments
  1. Assists team members by helping them see the other point of view.
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. Is a good problem solver and decision maker
  1. Implements effective solutions to critical problems.
  1. Solves problems using logic and insight.
  1. Ability to solve problems at root cause rather than at symptom level.
  1. Ability to develop innovative solutions to problems.
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. Completes a large volume of work.
  1. Completes work on time
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Seeks and utilizes opportunities for continuous learning and self-development.
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. Visibly supports and encourages diversity in style and background.
  1. Contributes to a positive work environment.
  1. Treats all people fairly and with respect.
  1. Shows by their actions that they trust in the positive intentions of 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. Guides decision-making by coaching, counseling and rewarding.
  1. Expresses clear goals and objectives.
  1. Sets a high level of performance expectations and challenges others to do the same.
  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.
  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. Ensures team members understand the department goals.
  1. Aligns individual and team goals with the organization's goals and objectives.
  1. Establishes indicators to measure levels of performance.
  1. Provides employees with training as needed to increase their performance.
  1. Assesses employee performance against defined standards.
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. Analyze what occurred and re-adjusts accordingly when goals are not met.
  1. Holds employees accountable for their quality of work.
  1. Reflects on what is working and what could be improved.
  1. Encourages others to produce the highest quality work products.
  1. Encourages others to achieve high quality 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. Stays focused on meeting the needs of customers.
  1. Demonstrates the personal confidence to "stay the course," even when faced with difficulty
  1. Directs team in prioritizing daily work activities
  1. Works toward achievement of goals even when confronted with obstacles.
  1. Encourages a high-energy, fun work environment and coaches others on how to do the same
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. ...takes personal responsibility for results.
  1. Sets a good example
  1. Holds herself / himself accountable to goals / objectives
  1. Is a person you can trust.
  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. Recognizes team members who offer a significant contribution to a project.
  1. Lets employees know when they have done well
  1. Recognizes the abilities and skills of self and others
  1. Recognizes individuals for a specific outstanding achievement.
  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. Anticipates challenges and has plans to overcome them.
  1. Plans for future staffing needs.
  1. Reduces uncertainty in the department through clear planning and schedules.
  1. Identifies resource requirements that may impact the development of the 5-year plan.
  1. Determines the steps required for completion of a task.
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.