Questionnaire Items Measuring Empowering Others
Empowering employees helps them to feel trusted and motivated to contribute their best. Empowering others to manage their schedules helps them to manage their time more effectively. Empowerment provides growth opportunities for employees and encourages employees to share their ideas, perspectives, and solutions. The main components of empowerment include:
- Autonomy Empowering individuals means granting them the freedom to make decisions and take ownership of their work. When employees have autonomy, they feel trusted and motivated to contribute their best.
- Freedom of Schedule Allowing flexibility in work hours or remote work arrangements empowers employees to manage their time effectively. This flexibility acknowledges their personal needs and fosters a healthy work-life balance.
- Valuing Others Recognizing the value and contributions that others make to the job helps them to feel empowered to do more.
- Delegating Work Effective delegation involves assigning tasks and responsibilities to team members. By doing so, you empower them to showcase their skills, take ownership, and contribute meaningfully to the team's goal.
- Being Supportive Empowering employees means supporting their ideas and providing them with the means necessary to carry out their tasks as they see fit.
- Accountability Empowering employees also means giving them more responsibilities and holding them accountable for results.
- Getting Input from Others Listening to the ideas and suggestions of others and enabling others to participate in decision making helps them feel more empowered in their job.
- Providing Opportunities Empowerment includes providing growth opportunities. Encourage employees to share their ideas, perspectives, and solutions. Create an environment where they can learn, develop, and take on new challenges.
- Understanding Skill Level Recognize and leverage individual strengths. Empowerment involves tailoring responsibilities to match employees' skill levels, allowing them to excel and grow.
When employees feel empowered, they take ownership of their work. This sense of responsibility drives productivity and efficiency. Empowered employees are more likely to think creatively and propose innovative solutions. They feel confident to share ideas and contribute to organizational growth. Empowerment leads to job satisfaction. Satisfied employees are motivated, engaged, and committed to achieving organizational goals. Organizations that empower their workforce retain top talent. Empowered employees are less likely to leave, and their positive experiences attract new talent. Empowered individuals make informed decisions. Decentralized decision-making speeds up processes and improves agility. Empowerment fosters a positive work environment. Trust, collaboration, and open communication thrive, enhancing overall culture.
360-Degree Feedback Questionnaires Measuring Teamwork:
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)
360-Degree Feedback Questionnaire Items
When employees have autonomy, they feel trusted and motivated to contribute their best. Allowing flexibility in work hours or remote work arrangements empowers employees to manage their time effectively. This flexibility acknowledges their personal needs and fosters a healthy work-life balance. Empowerment provides growth opportunities for employees and encourages employees to share their ideas, perspectives, and solutions. This creates an environment where they can learn, develop, and take on new challenges. Empowerment involves tailoring responsibilities to match employees' skill levels, allowing them to excel and grow.
Definition: Empowering individuals means granting them the freedom to make decisions and take ownership of their work. Allowing for flexibility in work hours or remote work arrangements empowers employees to manage their time effectively. Empowerment includes providing growth opportunities and encouraging employees to share their ideas, perspectives, and solutions.
Autonomy
- Gives employees the opportunity to make their own decisions at work.
- Lets employees complete tasks according to their methods.
- Lets employees make their own decisions.
- Allows employees to make their own decisions.
- Enables team members to make their own decisions on the project.
- Encourages employees to make informed decisions based on their own judgment and reasoning.
- Allows employees to take ownership of their work.
- Delegates authority to employees and allows them to make their own decisions.
- Gives employees the authority to act on their own.
- Gives employees autonomy to complete tasks on their own.
Freedom of Scheduling
- Recognizes that employees may need flexibility in their working hours.
- Gives employees the freedom to set their own schedule.
- Empowers employees to structure their work hours to maximize their productivity.
- Allows employees the opportunity to take time off when needed.
- Recognizes the importance of a healthy work/life balance.
- Allows for flexibility in the working hours.
- Allows employees to organize their schedule to best accomplish the job.
Values Others
- Recognizes the expertise that employees have in certain areas and allows them the freedom to operate as they see fit.
- Views others in the department as valued assets to be trained and employed.
- Values the expertise that others bring to the team.
- Values the opinions of others.
- Recognizes and rewards employees who make important decisions and take action when necessary.
- Coordinates the knowledge, skills and resources of others to accomplish more in the department.
- Values the input from others.
- Acknowledges and appreciates employees for their proactive decision-making.
- Recognizes the contributions that others make to the department.
Delegates Work
- Ensures employees understand what is being assigned to them.
- Distributes the workload to subordinates.
- Assigns important tasks to subordinates.
- Allows subordinates to perform mission critical tasks.
- Gives new tasks to employees.
- Assigns tasks that allow employees to use their critical thinking skills.
- Allows employees to participate in the workload of the department.
Supportive
- Provides support and resources needed to accomplish goals.
- Supports the decisions of others.
- Encourages employees to think outside the box.
- Creates a culture where employees are recognized and rewarded for taking the initiative and making impactful choices.
- Supports the decisions of others even if those decisions may sometimes lead to mistakes.
- Gives employees the resources they need to complete the job.
- Encourages independent, original thinking and creative problem-solving.
- Recognizes the accomplishments of employees when they complete important assignments.
- Encourages employees to take the initiative when responding to an issue.
- Removes obstacles to the success of others.
Accountability
- Avoids micromanaging their employees.
- Encourages employees to solve problems on their own.
- Allows individuals to be responsible for their decisions.
- Gives responsibility for making important decisions to employees.
- Allows employees the freedom to do tasks how they see fit, but holds them accountable for obtaining results.
- Allows employees to take on more responsibilities.
- Fosters a sense of ownership and accountability for the process/product.
- Allows the team to take responsibility for the project.
- Encourages employees to take on greater responsibilities.
Input from Others
- Willing to share in the decision making process.
- Listens to the ideas employees have for solving issues.
- Gives employees input into the decision making process.
- Considers ideas from employees that may challenge traditional ways of doing the job.
- Includes others in the decision making process.
- Solicits input from others when making decisions.
- Solicits input from others to make informed decisions.
Confidence
- Expresses confidence in the abilities of others.
- Demonstrates confidence in the abilities of subordinates.
- Is confident in the abilities of employees assigned important tasks.
- Trusts employees to complete tasks assigned.
- Trusts employees are able to complete assigned tasks.
- Motivates and encourages employees to be successful in their jobs.
- Trusts employees with important responsibilities.
- Trusts employees to make the right decisions when given the chance.
Goals
- Encourages others to obtain necessary skills and training.
- Set clear goals for assignments.
- Sets clear goals for others to accomplish.
- Establishes goals that allow employees top operate independently in the field.
- Sets goals to allow the employee to have more autonomy over their work.
- Encourages others to exceed their stated goals.
Opportunities
- Creates a culture where employees are given the opportunity to take the initiative and make impactful decisions.
- Creates opportunities for employees to exercise their independence.
- Gives employees important tasks to expand their career options.
- Allows the employees to have flexible work schedules.
- Provides opportunities for employee development and growth.
- Enables employees to take on more challenging roles.
- Gives employees opportunities to demonstrate their skills.
Skill Level
- Is aware of the skill levels of employees and assigns tasks that are at the appropriate skill level.
- Assigns tasks that are within the skill levels of employees.
- Helps employees advance their skills so that they can have more autonomy.
- Allows employees to take training to increase their skill levels so that they can be more independent.
- Encourages employees to expand their skills in order to take on greater responsibilities.
- Permits employees to take training to become more independent.
Self-Assessment Items
Autonomy
- You let employees complete tasks according to their methods.
- You allow employees to make their own decisions.
- You give employees the opportunity to make their own decisions at work.
- You let employees make their own decisions.
- I encourage employees to make informed decisions based on their own judgment and reasoning.
- I give employees the authority to act on their own.
- I delegate authority to employees and allow them to make their own decisions.
- You enable team members to make their own decisions on the project.
- I allow employees to take ownership of their work.
- You give employees autonomy to complete tasks on their own.
Freedom of Scheduling
- You give employees the freedom to set their own schedule.
- I allow for flexibility in the working hours.
- I allow employees the opportunity to take time off when needed.
- I empower employees to structure their work hours to maximize their productivity.
- You recognize that employees may need flexibility in their working hours.
- I allow employees to organize their schedule to best accomplish the job.
- I recognize the importance of a healthy work/life balance.
Values Others
- I coordinate the knowledge, skills and resources of others to accomplish more in the department.
- I recognize and reward employees who make important decisions and take action when necessary.
- I view others in the department as valued assets to be trained and employed.
- I value the opinions of others.
- I recognize the expertise that employees have in certain areas and allow them the freedom to operate as they see fit.
- I value the expertise that others bring to the team.
- I acknowledge and appreciate employees for their proactive decision-making.
- You recognize the contributions that others make to the department.
- I value the input from others.
Delegates Work
- You distribute the workload to subordinates.
- You ensure employees understand what is being assigned to them.
- I assign tasks that allow employees to use their critical thinking skills.
- I give new tasks to employees.
- I assign important tasks to subordinates.
- I allow subordinates to perform mission critical tasks.
- I allow employees to participate in the workload of the department.
Supportive
- You provide support and resources needed to accomplish goals.
- You support the decisions of others.
- I create a culture where employees are recognized and rewarded for taking the initiative and making impactful choices.
- I encourage independent, original thinking and creative problem-solving.
- I give employees the resources they need to complete the job.
- I support the decisions of others even if those decisions may sometimes lead to mistakes.
- You recognize the accomplishments of employees when they complete important assignments.
- I encourage employees to think outside the box.
- I encourage employees to take the initiative when responding to an issue.
- You remove obstacles to the success of others.
Accountability
- You avoid micromanaging your employees.
- You give responsibility for making important decisions to employees.
- You encourage employees to solve problems on your own.
- You allow individuals to be responsible for their decisions.
- I encourage employees to take on greater responsibilities.
- I allow the team to take responsibility for the project.
- I foster a sense of ownership and accountability for the process/product.
- I allow employees the freedom to do tasks how they see fit, but hold them accountable for obtaining results.
- I allow employees to take on more responsibilities.
Input from Others
- You are willing to share in the decision making process.
- You listen to the ideas employees have for solving issues.
- You give employees input into the decision making process.
- I include others in the decision making process.
- I consider ideas from employees that may challenge traditional ways of doing the job.
- You solicit input from others when making decisions.
- You solicit input from others to make informed decisions.
Confidence
- You trust employees to complete tasks assigned.
- You express confidence in the abilities of others.
- You demonstrate confidence in the abilities of subordinates.
- You are confident in the abilities of employees assigned important tasks.
- You trust employees are able to complete assigned tasks.
- I entrust employees with important responsibilities.
- I motivate and encourage employees to be successful in their jobs.
- You trust employees to make the right decisions when given the chance.
Goals
- You set clear goals for others to accomplish.
- You encourage others to obtain necessary skills and training.
- You set clear goals for assignments.
- I establish goals that allow employees top operate independently in the field.
- I set goals to allow the employees to have more autonomy over their work.
- You encourage others to exceed your stated goals.
Opportunities
- You allow employees to have flexible work schedules.
- You create opportunities for employees to exercise their independence.
- I give employees opportunities to demonstrate their skills.
- You provide opportunities for employee development and growth.
- I give employees important tasks to expand their career options.
- I enable employees to take on more challenging roles.
- I create a culture where employees are given the opportunity to take the initiative and make impactful decisions.
Skill Level
- You are aware of the skill levels of employees and assign tasks that are at the appropriate skill level.
- You assign tasks that are within the skill levels of employees.
- I encourage employees to expand their skills in order to take on greater responsibilities.
- I allow employees to take training to increase their skill levels so that they can be more independent.
- I help employees advance their skills so that they can have more autonomy.
- You permit employees to take training to become more independent.
Job Interview Questions
Autonomy
- How would you give employees autonomy to complete tasks on their own?
- Do you allow employees to make their own decisions?
- Do you give employees the opportunity to make their own decisions at work?
- Describe how you encourage employees to make informed decisions based on their own judgment and reasoning.
- Have you let employees complete tasks according to their methods? Describe.
- How do you allow employees to take ownership of their work?
- Give examples of how you let employees make their own decisions?
- How would you give employees the authority to act on their own?
Freedom of Scheduling
- Describe how you allow for flexibility in the working hours.
- Do you recognize the importance of a healthy work/life balance?
- Describe how you would empower employees to structure their work hours to maximize their productivity.
- Do you allow employees to organize their schedule to best accomplish the job?
- Do you allow employees the opportunity to take time off when needed?
- When do you recognize that employees may need flexibility in their working hours?
- Give examples of how employees the freedom to set their own schedule.
Values Others
- Did you recognize and reward employees who made important decisions and take action when necessary?
- How would you value the expertise that others bring to the team?
- Explain how you value the opinions of others?
- Give an example of how you view others in the department as valued assets to be trained and employed?
- Do you value input from others? Elaborate.
- How do you coordinate the knowledge, skills and resources of others to accomplish more in the department?
- Describe how you recognize the expertise that employees have in certain areas and allows them the freedom to operate as they see fit.
- How do you acknowledge and appreciate employees for their proactive decision-making?
Delegates Work
- Do you give new tasks to employees?
- How do you ensure employees understand what is being assigned to them?
- Describe how you distribute the workload to subordinates?
- How do you assign tasks that allow employees to use their critical thinking skills?
- Describe how you allow subordinates to perform mission critical tasks.
- Do you assign important tasks to subordinates?
- Explain how you allow employees to participate in the workload of the department.
Supportive
- Explain how you encourage employees to think outside the box.
- How would you give employees the resources they need to complete the job?
- How would you create a culture where employees are recognized and rewarded for taking the initiative and making impactful choices?
- Do you encourage independent, original thinking and creative problem-solving? Explain.
- Explain how you would recognize the accomplishments of employees when they complete important assignments.
- Describe how you encourages employees to take the initiative when responding to an issue.
- Would you support the decisions of others even if those decisions may sometimes lead to mistakes?
- Do you support the decisions of others?
- How do you remove obstacles to the success of others?
- Do you provide support and resources needed to accomplish goals?
Accountability
- Describe how you would allow employees the freedom to do tasks how they see fit, but still hold them accountable for obtaining results.
- Explain how you encourage employees to solve problems on their own.
- Do you avoid micromanaging your employees?
- Give an example of how you allow employees to take on more responsibilities.
- Describe how you encourage employees to take on greater responsibilities.
- Do you give responsibility for making important decisions to employees?
- Describe what steps you would take to allow the team to take responsibility for the project.
- Do you allow individuals to be responsible for their decisions?
Input from Others
- Describe how you would solicit input from others to make informed decisions.
- Do you listen to the ideas employees have for solving issues?
- Give examples of how you solicit input from others when making decisions.
- How do you include others in the decision making process?
- Do you considers ideas from employees that may challenge traditional ways of doing the job?
- How do you give employees input into the decision making process?
- Are you willing to share in the decision making process?
Confidence
- Describe how you demonstrate confidence in the abilities of subordinates.
- Give an example of how you trust that employees to complete tasks assigned.
- How would you express confidence in the abilities of others?
- Are you confident in the abilities of employees assigned important tasks?
- Do you trust employees to make the right decisions when given the chance?
- Do you trust that employees are able to complete assigned tasks?
- How do you motivate and encourage employees to be successful in their jobs?
Goals
- Do you establish goals that allow employees top operate independently in the field?
- Describe how you set clear goals for others to accomplish.
- Describe how you encourage others to obtain necessary skills and training.
- How do you set clear goals for assignments?
- Should a manager set goals to allow the employee to have more autonomy over their work?
- How do you encourage others to exceed their stated goals?
Opportunities
- How do you enable employees to take on more challenging roles?
- Give examples of how you allowed employees to have flexible work schedules.
- Describe a time when you gave employees important tasks to expand their career options.
- How do you create a culture where employees are given the opportunity to take the initiative and make impactful decisions?
- When did you give employees the opportunity to demonstrate their skills?
- Do you create opportunities for employees to exercise their independence?
Skill Level
- How often do you permit employees to take training to become more independent?
- Are you aware of the skill levels of employees and assigns tasks that are at the appropriate skill level?
- Did you help employees advance their skills so that they can have more autonomy?
- Do you allow employees to take training to increase their skill levels so that they can be more independent?
- Describe how would you assign tasks that are within the skill levels of employees.
- Explain a time when you encouraged employees to expand their skills in order to take on greater responsibilities.