Conflict Management- 360 Degree Feedback Survey Sample #7

360 Feedback Survey

Instructions

We are requesting your participation in a 360-degree feedback review of several participants in our company's Leadership Development program. We are administering a new web-based survey tool which is designed to gather broad feedback as it relates to core competencies and role responsibilities that are important for the on-going success of our organization. The Leadership Team Members have agreed to participate and are seeking your feedback.

In this regard, you have been selected to provide feedback for the manager listed above. Your feedback is an important part of this manager's leadership development process. This tool is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

You will get the chance to evaluate this manager's performance in different areas and share your thoughts through written comments for more detailed feedback. Ensure that your feedback is constructive and helpful.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Conflict Management	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Works with others as needed to facilitate resolution of conflicts.
Gathers patterns from conversations that inform broader organizational improvements.
Develops long-term methods for addressing conflicts.
Uses structured frameworks or models (e.g., interest-based negotiation, root cause analysis) to guide conflict resolution.
Deals effectively with employee grievances.
If [Participant Name] were to make improvements in Conflict Management, what are your suggestions for how he/she can improve this?
Managing Performance	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Clearly articulates the performance requirements for the position.
Identifies the Key Performance Indicators (KPIs) for the position.
Ensures employees understand their performance expectations.
Regularly conducts performance reviews of all employees.
Is consistent in clearly communicating job requirements.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?
Achievement	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Turns setbacks into learning opportunities.
Follows-up and takes action when goals are not met to ensure better results in the future.
Establishes "stretch" goals to continuously elevate performance standards.
Sets ambitious yet achievable goals, motivating others to strive for excellence.
Transforms vision into action with focused, time-sensitive objectives.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?
Technical	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Demonstrates mastery of the technical competencies required in his/her work.
Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
Willingly shares his/her technical expertise; sought out as resource by others
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Willingly shares information and expertise; sought out as resource by others
If [Participant Name] were to make improvements in Technical, what are your suggestions for how he/she can improve this?
Managing Risk	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Prioritizes risks to act on critical issues first.
Effectively manages risk for the department.
Determines how the risk management information is to be used.
Uses risk data to generate insights and drive strategic decisions.
Determines a proportional response in relation to the level of risk.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?
Responsible	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Sets a good example.
Behavior is ethical and honest.
Acts as a resource without removing individual responsibility.
...takes personal responsibility for results.
Sets a good example
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?
Coaching	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Helps employees to understand the responsibilities and expectations of their job.
Frequently looks for opportunities to coach employees.
Listens to ideas and suggestions from others.
Asks questions to clarify the employee intentions or motives.
Meets regularly with employees to coach them on areas that will enhance their performance.
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?
Continual Learning	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Seeks opportunities to grow in skills and knowledge.
Pursues learning that will enhance job performance.
Participates in regular training offered.
Pursues self-improvement through continual learning.
Builds on their strengths while addressing their weaknesses.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?
Strategic Insight	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Identifies opportunities for innovation by watching how employees adapt tools, processes, or customer interactions.
Keeps abreast of regulatory, technological, and competitive shifts that could impact the organization's strategic direction.
Analyzes records and reports to obtain insight into potential issues and trends.
Inspires employees to adopt the strategic plan.
Understands how to strategically grow the business and increase customers.
If [Participant Name] were to make improvements in Strategic Insight, what are your suggestions for how he/she can improve this?

46. Strengths
    
    
    
47. Areas for Development
    
    
    
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.