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Conflict Management- 360 Degree Feedback Survey Sample #4





Surveys Measuring Conflict Management:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Dear Employee:


Welcome to our 360-Degree Feedback Assessment of [Participant Name]. Our objective is to provide feedback which will help advance his/her leadership skills and capabilities. We are asking you to take time to respond to this survey to help us identify where we are doing well and where we have opportunities to do better.

We have developed this survey with questions tailored for [Participant Name]'s position in the department to provide you with an opportunity to anonymously rate many facets of his/her leadership performance. The survey will assess what you value most in their leadership skills and allow you to make positive suggestions for improvement.

Please be honest, constructive and thoughtful in your responses. The results of this survey will be used to help drive our future success. If you have any questions about the process please contact [Contact Person].

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team



Instructions:
Please complete the items below and press the submit button at the end of the survey. If you need multiple sessions to complete the survey, please click the "Submit" button at the end of each session to save your responses. Please feel free to skip any items that you do not wish to respond to. Keep in mind that your responses help us to become a better place to work. So, you are encouraged to respond to all items on the questionnaire.


Negotiation

Needs
Significant
Development
1
2 Capable
and
Effective
3
4 Role
Model
5
  1. Able to control their emotional responses and correctly gauge the emotions of others.
  1. Able to say "no" when it is essential to maintaining quality and high standards.
  1. Influences others through rational argument and persuasion.
  1. Leverages relationships with others to achieve goals.
  1. Is flexible in responses.

Flexibility

Needs
Significant
Development
1
2 Capable
and
Effective
3
4 Role
Model
5
  1. Open to the perspectives/viewpoints of others.
  1. Works effectively during periods of change.
  1. Identifies new opportunities to achieve goals
  1. Is open to alternative ways to accomplish goals
  1. Willing to try new ideas.

Bias for Action

Needs
Significant
Development
1
2 Capable
and
Effective
3
4 Role
Model
5
  1. Completes a large volume of work.
  1. Displays high energy and enthusiasm on consistent basis.
  1. Motivates others to achieve or exceed goals
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).

Problem Solving

Needs
Significant
Development
1
2 Capable
and
Effective
3
4 Role
Model
5
  1. Identifies and assesses all potential responses to a problem.
  1. Ability to develop innovative solutions to problems.
  1. Able to balance the needs of different people in a solution to a problem.
  1. Ability to solve problems at root cause rather than at symptom level.
  1. Solves problems using logic and insight.

Achievement

Needs
Significant
Development
1
2 Capable
and
Effective
3
4 Role
Model
5
  1. Completes work to given time frame and to budget
  1. Follows-up and takes action when goals are not met to ensure better results in the future.
  1. Schedules time for self and others to optimize high priority and long term actions. Monitors progress towards business goals.
  1. Set high standards in their performance
  1. Systematically works to improve the organization

Technical

Needs
Significant
Development
1
2 Capable
and
Effective
3
4 Role
Model
5
  1. Knows how to produce high quality products/work.
  1. Willingly shares his/her technical expertise; sought out as resource by others
  1. Is knowledgeable of procedures or systems necessary for the job.
  1. Willingly shares information and expertise; sought out as resource by others
  1. Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.

Recognition

Needs
Significant
Development
1
2 Capable
and
Effective
3
4 Role
Model
5
  1. Is sincerely interested in the suggestions of co-workers
  1. Offers recognition in a timely manner.
  1. Readily shares credit and gives others opportunity for visibility.
  1. Compliments other people when they do good work
  1. Recognizes team members who offer a significant contribution to a project.


  1. On a scale of Excellent to Poor, how would you rate your overall employment with [Company] and why?






  2. Would you refer others who are seeking employment to [Company]?


    Please provide explanation:


  3. If you had an opportunity to make any change you wanted to make [Company] a better place to work, what one improvement would you make?



  4. What changes do you see [Company] making in order to raise the standards?


  5. I feel good about my continued employment with [Company].


    If no, please provide explanation:



  6. What do you like best about working for [Company]?


  7. What do you like least about working for [Company]? How could it be improved?

  8. Use the space below to enter any final comments you would like to be noted: