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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Thank you for your participation in the survey.

Management Team

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Conflict Management	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Deals effectively with employee grievances.
Encourages individuals to seek areas of common ground.
Tries to understand others' point of view before making judgments
Sees conflicts as chances to develop innovative and effective solutions.
Encourages individuals to modify their underlying work behaviors that may have contributed to the conflict.
Cultural Awareness	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Is aware of differences in how individuals from other cultures greet one another.
Acknowledges their own biases in cultural interactions.
Seeks to reduce obstacles in communication that might arise from cultural differences.
Values the diverse perspectives from others.
Is open and honest in communications with individuals from other cultures.
Establishing Focus/Direction	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Sets appropriate goals for employees.
Aligns the department's goals with the goals of the organization.
Makes sure that employees understand and identify with the team's mission.
Functions well under stress, deadlines, and/or significant workloads.
Stays focused even when under pressure and stress.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Does not lose sight of the big picture when making decisions
Willing to change their strategy if new information arises.
Decides which short- and long-term goals should be created.
Acts confidently in the absence of guidance.
Examines for patterns in data to help predict future possibilities.
Client Focus	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Prioritizes the needs and preferences of the client.
Ensures commitments made to clients are completed to the client's satisfaction.
Competent in managing client projects.
Delivers high quality products to the client.
Identifies the core needs of the client.
Continual Learning	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Takes charge of their training and skills enhancement.
Participates in regular training offered.
Shares best practices with others and learns from others.
Builds on their strengths while addressing their weaknesses.
Improves on their skill sets.
Strategic Insight	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Implements long-term solutions to problems.
Converses with customers and clients to get a better insight into their personal needs.
Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
Ensures that the department's goals are strategically aligned with the company's goals.
Communicates with employees to find out their needs.
Vision	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Articulates a vision for the department that is aligned with the division/company's vision.
Fosters a leadership vision that promotes innovation and growth.
Turns the department's vision into defined objectives and a strategic framework.
Designs a forward-thinking strategy to achieve the department's growth goals.
Able to formulate and implement a vision for the future of the department.

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.