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.

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.

Please ensure that your submission is made by .

Thank you for your participation in the survey.

Management Team

Conflict Management	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Establishes roles and responsibilities of team members.
Ensures that the basic needs of each party are satisfied.
Seeks to have both sides voluntarily work together to resolve their differences.
Is responsive to contentious issues.
Values the diverse perspectives of others.
Cultural Awareness	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Recognizes individual and cultural differences.
Maintains an inclusive work environment that maximizes the talents of others in achieving goals.
Actively listens to other employees' stories about their culture.
Is curious and willing to ask questions about the cultural differences in the workplace.
Is open and honest in communications with individuals from other cultures.
Establishing Focus/Direction	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Makes sure that employees understand and identify with the team's mission.
Sets appropriate goals for employees.
Excellent at managing time.
Makes sure that employees understand how their work relates to organizational goals.
Aligns the department's goals with the goals of the organization.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Determines the costs and potential benefits of decisions.
Maintains focus on the "big picture" when making decisions.
Weighs the pros and cons of decisions.
Acts confidently in the absence of guidance.
Supports, encourages or helps others to be sure about the decisions they are making.
Client Focus	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Manages client accounts with high degree of competence.
Able to handle difficult clients.
Is pro-active in dealing with clients and addressing their needs.
Adapts to changes proposed by the client.
Provides training to others on how to improve client service.
Continual Learning	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Participates in regular training offered.
Seeks opportunities to grow in skills and knowledge.
Pursues self-improvement through continual learning.
Builds on their strengths while addressing their weaknesses.
Takes the initiative to learn new skills.
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.
Works with others to develop insights into the resources and actions required to produce desired results.
Strategically aligns projects to the goals of the company.
Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
Converses with customers and clients to get a better insight into their personal needs.
Vision	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Converts the department's vision into specific goals and a strategic plan.
Influences the attitudes and behaviors of subordinates to match the department's vision.
Establishes a clear vision for where the company should be heading.
Diagnoses issues and envisions solutions.
Builds a strategic vision by analyzing the company's current position and the market environment, identifying strengths, weaknesses, opportunities, and threats.

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.