360 Feedback Comment Examples: Conflict Resolution

8 positive and 8 constructive comments you can adapt, plus a simple formula for writing your own.

Conflict feedback should describe how a disagreement was handled, not who was right. Mention the situation, what the person did to move it forward or hold it back, and how the relationship looked afterwards.

Positive comment examples

  • When sales and product disagreed about the roadmap, you got both leads in a room and asked each to explain the other's position first. We left with a plan both could support.
  • In the tense budget meeting you kept your voice level and steered the conversation back to the numbers. It stopped the discussion from becoming personal.
  • You raised your concern about my approach privately rather than in the team channel. I appreciated that, and it made it easier to agree on a fix.
  • When the client was angry about the missed milestone, you listened without interrupting, acknowledged the impact and then offered two options. The call ended calmly.
  • You address small frictions before they grow. The disagreement about on-call rotas was settled in a week instead of simmering for months.
  • In the design review you separated the people from the problem: "I am worried about the load time" rather than "your design is wrong".
  • When two colleagues stopped speaking after the reorganisation, you helped them agree how to split the work. The team atmosphere improved noticeably.
  • You are willing to change your mind in an argument when you hear a good point, and you say so openly. It makes others more willing to do the same.

Constructive comment examples

  • When disagreements come up in meetings you tend to go quiet and raise them afterwards one to one. Voicing them in the room would let us resolve them together.
  • In the argument about project scope, your messages became short and sharp. Moving to a call when a thread gets heated would help.
  • Conflicts with the finance team have been escalated to managers twice this quarter. Trying one direct conversation first would often be faster.
  • You sometimes concede to end a disagreement, then the issue comes back later. Saying what you really need, even if it prolongs the discussion, would settle it for good.
  • When the client pushed back on the invoice, the reply focused on proving them wrong. Starting by acknowledging their frustration would make them more open to the facts.
  • In retrospectives you name problems but not the people involved, so nothing changes. Raising it with the person directly and kindly would help them improve.
  • After a disagreement, you can stay distant from the colleague for a while. A quick, friendly check-in afterwards would help repair the working relationship.
  • When mediating between team members you sometimes propose the answer too quickly. Letting each side explain fully first would make the outcome feel fairer.

How to write your own comment

Use the Situation – Behaviour – Impact formula, then add one suggestion:

  1. Situation: when and where it happened ("In Tuesday's client call…").
  2. Behaviour: what the person actually said or did, not what you think of them.
  3. Impact: what it changed for you, the team or the customer.
  4. Suggestion (for constructive comments): one concrete thing to try next time.

Not sure your wording is fair? Paste it into the free feedback bias checker to catch vague or biased phrasing.

Frequently asked questions

How do you write feedback about handling conflict?

Describe one disagreement, what the person did (listened, escalated, avoided, mediated) and the result for the work and the relationship. Avoid judging who was right.

What if someone avoids conflict altogether?

Name a moment when an issue went unspoken and what it cost, for example a decision that had to be reopened. Then suggest a small step, like raising concerns in the meeting itself.

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More comment examples

Looking for questions instead? See 360 feedback questions by role.