Conflict Management - 360 Degree Feedback Survey Sample #13

Instructions

You are being requested to provide valuable feedback on the manager listed above. Your insights and observations are a crucial element in our continuous efforts to enhance our performance through this leadership development program. This feedback tool has been carefully designed to gather detailed and comprehensive input on the core competencies and role responsibilities that are integral to the ongoing success and growth of our organization.

We believe that your unique perspective, based on your interactions and experiences with this manager, will contribute significantly to identifying strengths, areas for improvement, and opportunities for professional growth. Your feedback will help us foster a culture of excellence, accountability, and continuous improvement within our leadership team.

As you complete the assessment form, please reflect on your interactions with this individual over the past six to twelve months. Your responses will be combined with feedback from others and presented to the manager to aid in their ongoing development. Rest assured, your comments will be shared anonymously, exactly as you write them.

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.



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Conflict Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Ensures role clarity during high-stress situations, preventing overlap or confusion that could intensify conflict
Guides others toward establishing strong relationships.
Helps team members reframe conflict as an indicator for needed change, rather than a disruption to be avoided.
Uses structured frameworks for resolving conflicts, such as mediation or facilitated discussions.
Attempts to accommodate vital interests of those who felt alienated or suffered injustice.
Applies diagnostic thinking to interpersonal tensions, identifying whether the issue stems from values, roles, goals, or procedures.
Uses informal and formal feedback loops to detect brewing tensions and intervene constructively.
Defines escalation pathways so team members know when and how to involve higher authority.
Explores the feasibility of alternative solutions to resolve conflicts.
Negotiation	Strongly Disagree	Disagree	Agree	Strongly Agree
Clearly communicates boundaries and the reasons behind them.
Demonstrates emotional stability to facilitate productive problem-solving and relationship building.
Stays composed and counters aggressive negotiation tactics by reframing unreasonable proposals or actions.
A proficient conflict resolver who effectively navigates workplace disputes to maintain a harmonious and productive environment.
Finds shared interests and solutions that benefit all parties involved.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Respectful of others in group discussions.
Builds consensus among partners.
Encourages open communication to support a collaborative environment.
Encourages collaboration of fellow employees to achieve results.
Consults with other partners on issues.
Communication Skills	Strongly Disagree	Disagree	Agree	Strongly Agree
Faces the person when speaking or listening to engage in direct communication.
Effectively delivers presentations to teams, large groups, and diverse audiences
Distills complex ideas into simple, understandable components.
Has the confidence to communicate effectively to all levels (from CEO down) of the organization, external customers, suppliers, as well as the senior counsel of other companies.
Considers the audience in how the communication is presented.
Integrity	Strongly Disagree	Disagree	Agree	Strongly Agree
Consistently does the right thing, even when no one is watching.
Does not withhold important information needed by others.
Can be counted on to act ethically and responsibly at all times.
Fosters a commitment to excellence and attention to detail.
Establishes a Code of Conduct to provide employees with clear guidelines on the company's ethical standards and integrity expectations.
Project Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Interacts with stakeholders regarding the outcomes required by the project.
Determines the appropriate strategy for mitigating specific risks.
Locates the equipment and supplies needed for the project.
Monitors timelines and milestones to ensure set benchmarks are met.
Coordinates communication between the project team and stakeholders.
Analytical	Strongly Disagree	Disagree	Agree	Strongly Agree
Recognizes patterns, draws logical conclusions, and makes recommendations for action.
Formats data to facilitate easy comparisons.
Gathers information from a variety of sources.
Actively seeks constructive feedback from others.
Seeks new knowledge and skills to enhance analytical thinking.
Goals	Strongly Disagree	Disagree	Agree	Strongly Agree
Monitors the completion of tasks and milestones against the timeline.
Avoids actions that do not contribute to the achievement of the goal.
Performs a risk assessment to identify potential obstacles which may change the priority of certain goals.
Encourages coworkers to attain departmental goals.
Establishes specific dates by which tasks or milestones must be completed.

45. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
46. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
47. Overall, please rate the effectiveness of [Participant Name Here].
    

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

    
    
    
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.