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. Helps employees to think through alternative ways to resolve conflict situations.
  1. Identifies and takes steps to prevent potential confrontations.
  1. Deals effectively with employee grievances.
  1. Tries to understand others' point of view before making judgments
  1. Clearly expresses expectations to others.
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. Finds creative ways to get things done with limited resources.
  1. Works cooperatively with others to solve problems.
  1. Able to balance the needs of different people in a solution to a problem.
  1. Implements effective solutions to critical problems.
  1. Identifies fresh approaches and shows a willingness to question traditional assumptions.
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. Seeks and utilizes opportunities for continuous learning and self-development.
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Encourages risk taking and experimentation to improve performance
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
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. Builds open and trusting relationships.
  1. Treats all people fairly and with respect.
  1. Is gracious and professional in their interactions with others.
  1. Contributes to a positive work environment.
  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. Expresses clear goals and objectives.
  1. Able to organize the work of others.
  1. Holds others accountable for their actions.
  1. Able to align manpower, design work, an allocate tasks to achieve goals.
  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 employees understand their performance expectations.
  1. Establishes indicators to measure levels of performance.
  1. Rewards individuals who show imagination in developing creative solutions to problems.
  1. Participates in training as needed to improve job performance.
  1. Reviews job performance shortly after completion of tasks.
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. Always strives to produce the highest quality work products.
  1. Encourages others to produce the highest quality work products.
  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. Holds self and others accountable for achieving results.
  1. Explains the "whys" behind organizational objectives
  1. Provides clear expectations for employees.
  1. Completes urgent tasks first.
  1. Determines the proper order for completion of the tasks.
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. Works in a way that makes others want to work with her/him.
  1. Completes assigned work tasks.
  1. Responsible for setting the vision of the department.
  1. ...takes personal responsibility for results.
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. Is sincerely interested in the suggestions of co-workers
  1. Recognizes team members who offer a significant contribution to a project.
  1. Offers recognition in a timely manner.
  1. Recognizes the abilities and skills of self and others
  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. Develops proper plans to ensure seamless flow of materials through logistics.
  1. Is able to clearly articulate the plan for the department/district.
  1. Develops plans to ensure the smooth operation of the supply chain.
  1. Develops plans used to accomplish urgent or critical tasks.
  1. Anticipates obstacles and ways to overcome them.
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.