HR-Survey > Employee Opinion > Dimensions

Survey Questions: Bias for Action

Definition: Bias for Action reflects an ambitious, driven, and proactive attitude, where individuals take the initiative, prioritize tasks, and maintain focus to achieve goals efficiently and effectively. It embodies decisiveness, diligence, and resilience, allowing employees to respond to challenges with confidence, persistence, and adaptability while seeking continual improvement. This quality fosters collaboration, innovation, and leadership, as team members organize efforts, support colleagues, and embrace opportunities to drive progress and exceed expectations.

Ambitious

Ambitious focuses on an individual's proactive desire to take on responsibilities, exceed expectations, and continually push forward toward higher achievements. This dimension highlights enthusiasm, strong internal motivation, assuming accountability, and consistently striving to do more work beyond direct assignments. It prioritizes personal initiative and long-term aspirations, ensuring that individuals and teams are always seeking growth and advancement.

I sometimes need to put in extra effort when needed.
Associates display high energy and enthusiasm on consistent basis.
The team leader exhibits personal ambition and drive.
My coworkers are people who want to do more work.
I have a strong internal motivation to achieve goals and make progress.
Our manager has a bias for getting things done.
My team assumes full accountability for overseeing and executing the essential tasks required to achieve the desired outcomes.
Our team is always looking to do more work.
Employees in my department are very proactive and take on many responsibilities not directly assigned.

Driven

Driven emphasizes taking deliberate and persistent action with urgency to accomplish specific goals and overcome obstacles. This dimension centers on mobilizing others, maintaining a strong work ethic, tackling challenges head-on, and making progress despite difficulties. It prioritizes determined execution and focused energy, ensuring that work gets done efficiently and problems are addressed with urgency.

Our department is motivated to accomplish goals.
My department conveys a sense of urgency about addressing problems and opportunities
My supervisor drives and mobilizes others to progress toward goals.
My manager develops a sense of urgency in all tasks.
Leaders take purposeful and persistent action to achieve goals.
The project manager takes deliberate and effective steps to ensure progress and completion of tasks.
The members of my team tackle obstacles head-on and find ways to navigate around them.
The supervisor works quickly when faced with difficult problems.
Senior executives demonstrate a strong work ethic and inspire others to take action.
Colleagues are engaged in the project and driven to succeed.
The members of my team are driven to get things done.

Initiates Action

Initiates Action focuses on taking the first steps toward addressing tasks, challenges, or new projects without waiting for direction. This dimension highlights proactively identifying needs, setting the pace for projects, continuously monitoring progress, and converting strategic plans into concrete actions. It prioritizes self-starting and momentum-building, ensuring that individuals and teams drive initiatives forward without external prompts.

Team members take the initiative and are proactive.
I am able to take the lead on new initiatives or projects, setting the direction and pace.
My team leader initiates the necessary actions and continuously monitors progress, ensuring that deadlines are met, and proactively addresses any obstacles that may arise.
The project lead initiates the commencement of work on projects.
Senior executives convert the strategic plan into action
My supervisor takes initiative and starts working towards solutions immediately.
My manager takes the initiative to identify and address potential problems before they escalate.
My division initiates tasks or projects that address identified needs.
Associates take the initiative to get things done.
The members of my team take initiative, start tasks, make decisions, and drive progress without waiting for instructions or approvals.

Decisiveness

Decisiveness emphasizes the ability to make firm, timely decisions, even under pressure, to ensure progress and avoid delays. This dimension centers on confidence in judgment, quick decision-making, taking corrective actions when necessary, and ensuring choices are made without hesitation. It prioritizes clarity and efficiency, ensuring that individuals make necessary decisions to prevent stagnation.

My team leader does not wait for approvals unless absolutely necessary.
My manager makes decisions
The members of my team take decisive action when needed to keep the project moving forward.
My manager is not afraid to take corrective action when necessary.
The team leader has the confidence to make decisions independently when necessary, without always seeking approval.
I know how to make decisive actions.
Employees make effective decisions, even when under pressure
Our manager makes decisions promptly, without getting bogged down by overthinking or unnecessary delays.

Timely

Timely focuses on making prompt decisions, managing time effectively, and ensuring tasks are completed within set deadlines. This dimension highlights maintaining momentum, avoiding delays, structuring work with milestones, and confidently addressing issues without overanalyzing. It prioritizes efficiency and urgency, ensuring that decisions and actions are executed promptly to keep workflows moving forward.

Our department makes decisions swiftly and confidently.
Supervisors manage time by addressing small task promptly rather than letting them pile up.
My supervisor makes decisions within a specific time limit to avoid overthinking about problems.
Leaders use time management to focus on the most critical task and allocate time effectively to ensure they are completed.
The project manager completes work on time
The team leader is punctual and consistently meet deadlines.
Coworkers develop a clear timeline with milestones and deadlines to stay on track.
Employees in my department make timely decisions to avoid delay and keep the momentum going.
My division makes timely and confident decisions without overanalyzing.

Self-Starter

Self-Starter focuses on taking independent action without external prompts, initiating tasks and responsibilities, and moving beyond theoretical discussions into real execution. This dimension highlights personal responsibility, prioritizing actions, promptly starting tasks, and ensuring timely decision-making without excessive deliberation. It prioritizes initiative and self-motivation, ensuring individuals drive progress rather than waiting for instructions.

Coworkers in my department develop goals and initiate actions instead of being constrained by the situation.
Our team takes personal responsibility for managing the necessary actions.
My manager starts tasks immediately and then updates the course of action as needed.
The team leader sets priorities for his/her action and initiates timely action
The supervisor prefers taking action and making decisions promptly rather than subjecting questions to prolonged analyses and extensive committee reviews.
Colleagues seize opportunities to engage in action on a project.
Team members move beyond theoretical discussions into tangible, result-driven actions, fostering a culture of proactivity and continuous progress.
The project lead is willing to take the first step and start task without waiting for external prompts.

Proactive

Proactive emphasizes anticipating potential challenges, addressing problems before they escalate, and implementing preemptive strategies to ensure long-term success. This dimension centers on developing contingency plans, monitoring performance metrics, resolving issues before they become obstacles, and strategically planning for future challenges. It prioritizes preventative action and foresight, ensuring individuals and teams mitigate risks before they disrupt operations.

Supervisors address minor issues early to prevent them from escalating into larger problems.
Leaders take action immediately when an opportunity or problem arises.
Coworkers foresee potential obstacles and act preemptively to address them.
The project manager identifies potential hurdles and finds ways to navigate around them, ensuring that progress is not stalled.
Our department monitors progress and performance metrics to detect early signs of issues.
My manager develops contingency plans for various scenarios, ensuring the team is prepared for different outcomes.
Managers address potential problems.
Our department is proactive in taking initiative and getting things done.
The supervisor is proactive in solving problems; does not wait to be told to do something.
Supervisors identify key constraints that may impact the achievement of results.
My coworkers develop a proactive approach to solving problems and issues on a project.
My manager addresses any problems immediately before its too late.
My supervisor anticipates challenges and addresses them before they become major obstacles.

Responsive

Responsive focuses on adjusting quickly to changes, unforeseen challenges, or emerging issues while keeping work moving forward. This dimension highlights adaptability, adjusting plans based on new developments, maintaining open communication about progress updates, and responding swiftly to obstacles or critical issues. It prioritizes flexibility and situational awareness, ensuring individuals react efficiently to evolving circumstances.

Colleagues adapt to changing circumstances and find new ways to achieve goals.
The supervisor is flexible and open to change, quickly adjusting project plan as needed to navigate unforeseen challenges.
I know how to provide regular progress updates and keep everyone informed about any changes or developments.
The project leader responds to problems and issues.
My manager responds quickly to tough "people issues" when dealing with internal or external customers.
My coworkers adapt quickly and find alternative ways to achieve goals.

Diligent

Diligent focuses on consistent, dedicated effort toward completing tasks while ensuring thoroughness and quality. This dimension highlights perseverance, attention to detail, systematically transforming concepts into action, risk assessment, and ensuring tasks are fully executed from start to finish. It prioritizes commitment and follow-through, ensuring that individuals remain dedicated to seeing projects through completion.

My supervisor highlights the implementation action plan for each idea created.
Our manager conducts a thorough risk assessment at the start of the project to identify potential issues that could arise.
The project lead puts in effort and shows a dedication to seeing projects through to completion.
I am able to concentrate on task single-mindedly until complete.
My team leader ensures that every concept is systematically transformed into practical, measurable steps for implementation.
My manager gets the team to initially complete small tasks to boost their confidence and motivation to take on bigger challenges.

Focused

Focused emphasizes maintaining concentration and minimizing distractions to ensure efficient task completion. This dimension centers on limiting interruptions, prioritizing essential tasks, avoiding unnecessary diversions, and keeping attention on achieving tangible results. It prioritizes clarity and task management, ensuring individuals maximize productivity by staying engaged in key objectives.

Employees at the company limit interruptions and stay focused on the task at hand.
My manager focuses on results through actions that are always aimed at achieving tangible results and meeting deadlines.
I am able to maintain concentration and avoiding distractions to ensure consistent progress.
My coworkers reduce interruptions and stay focused on their objectives.
My supervisor focuses on what matters most and allocate time and resources effectively.
The department head focuses efforts on tasks that need to be completed first.
The team leader helps the team to stay focused on what tasks need to be completed.

Task Oriented

Task Oriented emphasizes maintaining structured execution, prioritizing tasks effectively, and focusing on completing high-impact work. This dimension centers on breaking large tasks into manageable steps, keeping momentum steady, maintaining enthusiasm, and ensuring that deadlines are met efficiently. It prioritizes organization and execution, ensuring that work progresses in a structured and deliberate manner.

My supervisor completes even the smallest of tasks to avoid causing any delay in the project.
Coworkers prioritize task effectively, often choosing tasks that have the highest impact or urgency.
The supervisor prioritizes tasks to ensure the most essential tasks are completed first.
Managers divide large tasks into smaller more manageable steps to maintain momentum.
The project leader breaks down complex tasks into more manageable steps.
Our team approaches tasks with enthusiasm and a problem-solving mindset that inspires colleagues.

Continual Improvement

Continual Improvement emphasizes identifying opportunities for progress, refining processes, and incorporating feedback to enhance efficiency over time. This dimension centers on optimizing work methods, supporting skill development, implementing gradual enhancements, and making strategic adjustments to drive long-term success. It prioritizes growth and refinement, ensuring that tasks and systems evolve to become more effective.

I am able to keep improving on existing process and procedures.
The project manager engages in continuous learning by actively seeking and incorporating feedback to improve processes and performance.
Employees at the company recognize opportunities for improvement or areas that need attention.
My manager finds creative and effective ways to utilize available resources to overcome obstacles.
Our manager is looking for ways to enhance processes and make progress, no matter how small.
My supervisor seeks to enhance processes and procedures, even if only a minor change, to make them more efficient.
Leaders identify ways to simplify work process and reduce cycle time
My team leader supports others to gain skills
Our department seeks and utilizes opportunities for continuous learning and self-development.

Persistent

Persistent focuses on maintaining momentum, pushing forward despite setbacks, and ensuring tasks reach full completion through determination. This dimension highlights decisive action, following up on problems, preventing stagnation, overcoming obstacles, and continuing forward until goals are achieved. It prioritizes consistency and relentless progress, ensuring individuals and teams stay committed to moving projects toward completion.

I sometimes need to complete even small tasks to keep the momentum moving forward.
I know how to take decisive action to address problems, following up with relevant team members and coaching them on how to improve.
My team overcomes obstacles in pursuit of goals.
My team leader persists until tasks are 100% completed.
Employees at the company respond to adversity with action.
The project manager will initiate work on projects that have stalled.
Managers delegate tasks if needed to keep a project moving forward.
I sometimes need to maintain momentum of project to prevent them from stagnating or stalling.

Resilient

Resilient emphasizes adapting to change, viewing challenges as growth opportunities, and maintaining determination even in difficult circumstances. This dimension centers on fostering adaptability, coaching teams through challenges, turning setbacks into learning experiences, and creatively finding ways to navigate barriers. It prioritizes mental toughness and flexibility, ensuring individuals remain strong and resourceful in the face of adversity.

My manager overcomes obstacles to strengthen resilience and determination, becoming more capable of handling future challenges.
My manager is determined to keep moving forward, even in the face of setbacks and challenges.
My manager coaches others to foster an environment which can adapt quickly and willingly to rapid change.
My supervisor views obstacles and problems as opportunities to demonstrate skills and resilience.
The project manager is resourceful in finding solutions to challenges, utilizing available resources effectively.
Coworkers in my department view obstacles as opportunities for action.

Reliable

Reliable focuses on consistency, dependability, and following through on responsibilities to ensure work progresses smoothly. This dimension highlights taking ownership of assigned tasks, delivering on promises, keeping teams informed about progress, and ensuring that actions align with expectations. It prioritizes trustworthiness and follow-through, ensuring individuals and teams can be counted on to complete their work effectively.

My team leader delivers on promises.
My team is reliable and dependable taking on responsibilities for work in the department.
The project leader keeps the team regularly updated as to the progress to ensure everyone is aware of what work still needs to be done.

Commitment

Commitment emphasizes dedication to tasks, taking ownership of responsibilities, and ensuring consistent progress toward goals. This dimension centers on accountability, prioritizing efficiency, maintaining focus on work objectives, and demonstrating loyalty to achieving success. It prioritizes steadfast dedication and responsibility, ensuring individuals remain deeply invested in completing their duties effectively.

My manager demonstrates a genuine commitment to the job and work in general.
Employees are accountable for the outcomes of decisions, whether they lead to success or require adjustments.
Coworkers in my department demonstrate a commitment to progress by collaborating with others.
Managers are concerned about getting things done on time and within budget
Employees in my department maintain a clear commitment to the task at hand.
My supervisor takes accountability for progress, demonstrating a strong commitment to action.

Productive

Productive focuses on maximizing efficiency, leveraging resources effectively, and completing a high volume of work. This dimension highlights creativity in problem-solving, overcoming obstacles, making the best use of available tools, and ensuring a strong output of work. It prioritizes effectiveness and execution, ensuring individuals and teams consistently deliver tangible results.

My manager completes a high amount of work.
Employees use creativity, problem-solving skills, and available resources to overcome challenge and deliver results.
Leaders use creativity to solve problems, tackle obstacles and make progress.
Our team makes the most of the available resources, whether it's time, equipment, or people.
The team leader completes a large volume of work.

Confident

My supervisor projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
My manager remains calm and composed during challenging situations to reassure and motivate the team.
The supervisor keeps a positive outlook, even when facing setbacks, to inspire confidence and determination in others.
My team leader projects a can-do attitude that, within the department, is contagious.

Goal Oriented

Goal Oriented emphasizes setting clear objectives, aligning team efforts toward shared goals, and maintaining focus on achieving specific results. This dimension centers on strategic planning, setting expectations, establishing priorities, and fostering collaboration to ensure success. It prioritizes direction and alignment, ensuring that actions contribute meaningfully toward larger objectives.

My supervisor communicates clear goals, priorities, and deadlines to the team to ensure progress is maintained.
My coworkers work to achieve department goals.
My manager communicates clear goals, expectations, and timelines to ensure everyone is aligned and working towards the same objectives.
My manager sets high expectations on results for themselves and their teams, constantly pushing for excellence.
Employees in my department work well with others to achieve common goals and leveraging diverse skills and perspectives.
My team leader establishes clear and actionable goals to guide the team's efforts and ensure progress.
The team leader works to complete department and team goals.

Organized

My department creates and maintains action lists.
My manager sets deadlines and sub-deadlines on projects to ensure a sense of urgency and adherence to a schedule.
The project lead creates and maintains to-do lists.
Our manager identifies critical project components, such as product design, marketing materials, and coordinating with suppliers.
Leaders establish clear procedures and best practice to minimize the likelihood of problems occurring.
The supervisor compiles lists of all steps that need to be completed for a project.

Leads Others

My manager motivates others to achieve or exceed goals
Team members foster a culture of action orientation.
My supervisor motivates others to achieve or exceed goals
The project lead delegates tasks and duties that need to be performed for completion of a project.
My manager sets a work standard for others to emulate.
The department head fosters an action-oriented culture within the department.
Our manager sets an exemplary standard of performance for others to follow.
Supervisors assign responsibility for each step in a project.
The project manager motivates and supports others to gain skills

Collaboration

Coworkers in my department work across organizational lines and boundaries to attain goals.
Supervisors offer assistance and create a culture where team members feel supported and are more likely to help each other.
Our manager assists others to ensure that everyone is on track to help the team reach its goals faster.
Associates are willing to help colleagues with their tasks and challenges.
The project lead encourages and supports team members to take initiative and overcome challenges.
The supervisor helps others to contribute to the team's overall efficiency and effectiveness.

Innovative

Managers encourage risk taking and experimentation to improve performance
I sometimes need to take calculated risks.
I am able to think outside the box to find innovative solutions to problems.