Conflict Management- 360 Degree Feedback Survey Sample #5

360-Degree Assessment Survey

Dear Employee:

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the Closing Comments section. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

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Management Team

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Conflict Management	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Creates settlement agreements that are long lasting.
Evaluates the potential consequences of different resolution paths, weighing risks, trade-offs, and long-term impacts.
Persuades others to accept personal transformation.
Ensures that each party feels heard and understood, while reducing assumptions and misinterpretations.
Empowers employees to take ownership of conflict outcomes, fostering a sense of agency and continuous improvement.
Cultural Awareness	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Understands how their own cultural background can impact the way they communicate and interact with others.
Maintains professional decorum and avoids culturally insensitive language or behavior.
Treats others with dignity and respect.
Respects others regardless of age, race, gender, nationality, or disability.
Interacts effectively with people from different cultural backgrounds.
Establishing Focus/Direction	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Balances team workload by redistributing tasks when capacity or availability changes.
Defines clear deliverables, timelines, and quality thresholds for each role or project.
Seeks to minimize underutilization and/or overutilization and makes adjustments to workloads accordingly.
Ensures the team stays on course and works effectively.
Schedules regular check-ins and 'roundings' where employees can discuss their goals, preferences, and any areas where they need support.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Identifies parameters impacting the decision.
Willing to change their strategy if new information arises.
Encourages creative problem-solving by treating constraints as design challenges rather than obstacles.
Determines constraints that may impact what decisions are acceptable.
Uses simulations, role-playing, or scenario planning to explore outcomes before committing to a course of action.
Client Focus	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Acts with integrity in all client interactions.
Prioritizes the needs and preferences of the client.
Provides excellent service to clients.
Creates new and innovative products for clients.
Responds to the needs of the client.
Continual Learning	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Takes the initiative to learn new skills.
Builds on their strengths while addressing their weaknesses.
Shares best practices with others and learns from others.
Pursues self-improvement through continual learning.
Takes charge of their training and skills enhancement.
Strategic Insight	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Attends industry conferences to gain further insight into how other companies deal with similar issues.
Identifies potential problems before they become critical incidents.
Converses with customers and clients to get a better insight into their personal needs.
Identifies root causes of problems.
Uses knowledge, benchmarking and performance metrics to evaluate strategic effectiveness and identify areas for improvement.
Vision	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Demonstrates consistency between words and actions
Motivates employees to align with the department's vision.
Sets a schedule for achieving the organization's vision.
Establishes an inspiring and strategic vision for the department.
Designs a forward-thinking strategy to achieve the department's growth goals.

41. Overall, please rate the effectiveness of [Participant Name Here].
    

    5- Very Effective 4- Effective 3- Neither 2- Ineffective 1- Very Ineffective

    
    
42. Strengths
    
    
    
43. Areas for Development
    
    
    
44. Please give any final comments or suggestions for [Participant Name Here]'s assessment.