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.

People Skills

Interpersonal Skills
Collaboration
Trustworthy
Responsible
Client Focus
Customer Focus
Empowering Others
Developing Others
Co-worker Development
Coaching
Partnering/Networking
Conflict Management
Negotiation
Teamwork
Recognition
Others

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.
Allows employees to make their own decisions.
Lets employees make their own decisions.
Lets employees complete tasks according to their methods.
Encourages employees to make informed decisions based on their own judgment and reasoning.
Delegates authority to employees and allows them to make their own decisions.
Enables team members to make their own decisions on the project.
Allows employees to take ownership of their work.
Gives employees autonomy to complete tasks on their own.
Gives employees the authority to act on their own.

Freedom of Scheduling

Allows employees the opportunity to take time off when needed.
Recognizes that employees may need flexibility in their working hours.
Recognizes the importance of a healthy work/life balance.
Allows employees to organize their schedule to best accomplish the job.
Allows for flexibility in the working hours.
Empowers employees to structure their work hours to maximize their productivity.
Gives employees the freedom to set their own schedule.

Values Others

Recognizes the contributions that others make to the department.
Values the expertise that others bring to the team.
Views others in the department as valued assets to be trained and employed.
Acknowledges and appreciates employees for their proactive decision-making.
Values the opinions of others.
Values the input from others.
Recognizes the expertise that employees have in certain areas and allows them the freedom to operate as they see fit.
Coordinates the knowledge, skills and resources of others to accomplish more in the department.
Recognizes and rewards employees who make important decisions and take action when necessary.

Delegates Work

Ensures employees understand what is being assigned to them.
Distributes the workload to subordinates.
Gives new tasks to employees.
Allows employees to participate in the workload of the department.
Assigns important tasks to subordinates.
Assigns tasks that allow employees to use their critical thinking skills.
Allows subordinates to perform mission critical tasks.

Supportive

Provides support and resources needed to accomplish goals.
Supports the decisions of others.
Gives employees the resources they need to complete the job.
Encourages employees to think outside the box.
Recognizes the accomplishments of employees when they complete important assignments.
Creates a culture where employees are recognized and rewarded for taking the initiative and making impactful choices.
Encourages employees to take the initiative when responding to an issue.
Supports the decisions of others even if those decisions may sometimes lead to mistakes.
Encourages independent, original thinking and creative problem-solving.
Removes obstacles to the success of others.

Accountability

Gives responsibility for making important decisions to employees.
Avoids micromanaging their employees.
Allows individuals to be responsible for their decisions.
Encourages employees to solve problems on their own.
Allows employees to take on more responsibilities.
Allows employees the freedom to do tasks how they see fit, but holds them accountable for obtaining results.
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.
Considers ideas from employees that may challenge traditional ways of doing the job.
Gives employees input into the decision making process.
Includes others in the decision making process.
Solicits input from others to make informed decisions.
Solicits input from others when making decisions.

Confidence

Trusts employees to complete tasks assigned.
Demonstrates confidence in the abilities of subordinates.
Expresses confidence in the abilities of others.
Trusts employees are able to complete assigned tasks.
Is confident in the abilities of employees assigned important 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

Sets clear goals for others to accomplish.
Encourages others to obtain necessary skills and training.
Set clear goals for assignments.
Sets goals to allow the employee to have more autonomy over their work.
Establishes goals that allow employees top operate independently in the field.
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.
Provides opportunities for employee development and growth.
Allows the employees to have flexible work schedules.
Gives employees important tasks to expand their career options.
Creates opportunities for employees to exercise their independence.
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.
Permits employees to take training to become more independent.
Encourages employees to expand their skills in order to take on greater responsibilities.
Allows employees to take training to increase their skill levels so that they can be more independent.
Helps employees advance their skills so that they can have more autonomy.

Self-Assessment Items

Autonomy

You allow employees to make their own decisions.
You let employees complete tasks according to their methods.
You let employees make their own decisions.
You give employees the opportunity to make their own decisions at work.
I allow employees to take ownership of their work.
I encourage employees to make informed decisions based on their own judgment and reasoning.
I delegate authority to employees and allow them to make their own decisions.
I give employees the authority to act on their own.
You give employees autonomy to complete tasks on their own.
You enable team members to make their own decisions on the project.

Freedom of Scheduling

You recognize that employees may need flexibility in their working hours.
You give employees the freedom to set their own schedule.
I empower employees to structure their work hours to maximize their productivity.
I allow for flexibility in the working hours.
I allow employees to organize their schedule to best accomplish the job.
I allow employees the opportunity to take time off when needed.
I recognize the importance of a healthy work/life balance.

Values Others

I view others in the department as valued assets to be trained and employed.
I acknowledge and appreciate employees for their proactive decision-making.
I recognize the expertise that employees have in certain areas and allow them the freedom to operate as they see fit.
I recognize and reward employees who make important decisions and take action when necessary.
I value the opinions of others.
I coordinate the knowledge, skills and resources of others to accomplish more in the department.
I value the expertise that others bring to the team.
I value the input from others.
You recognize the contributions that others make to the department.

Delegates Work

You ensure employees understand what is being assigned to them.
You distribute the workload to subordinates.
I assign tasks that allow employees to use their critical thinking skills.
I allow subordinates to perform mission critical tasks.
I give new tasks to employees.
I assign important tasks to subordinates.
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 encourage employees to take the initiative when responding to an issue.
I support the decisions of others even if those decisions may sometimes lead to mistakes.
I encourage independent, original thinking and creative problem-solving.
I give employees the resources they need to complete the job.
I create a culture where employees are recognized and rewarded for taking the initiative and making impactful choices.
You recognize the accomplishments of employees when they complete important assignments.
I encourage employees to think outside the box.
You remove obstacles to the success of others.

Accountability

You encourage employees to solve problems on your own.
You avoid micromanaging your employees.
You give responsibility for making important decisions to employees.
You allow individuals to be responsible for their decisions.
I allow employees the freedom to do tasks how they see fit, but hold them accountable for obtaining results.
I encourage employees to take on greater responsibilities.
I foster a sense of ownership and accountability for the process/product.
I allow the team to take responsibility for the project.
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.
I consider ideas from employees that may challenge traditional ways of doing the job.
I include others in the decision making process.
You give employees input into the decision making process.
You solicit input from others to make informed decisions.
You solicit input from others when making decisions.

Confidence

You are confident in the abilities of employees assigned important tasks.
You express confidence in the abilities of others.
You demonstrate confidence in the abilities of subordinates.
You trust employees to complete tasks assigned.
You trust employees are able to complete assigned tasks.
I motivate and encourage employees to be successful in their jobs.
I entrust employees with important responsibilities.
You trust employees to make the right decisions when given the chance.

Goals

You set clear goals for assignments.
You encourage others to obtain necessary skills and training.
You set clear goals for others to accomplish.
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

I enable employees to take on more challenging roles.
You provide opportunities for employee development and growth.
I create a culture where employees are given the opportunity to take the initiative and make impactful decisions.
I give employees important tasks to expand their career options.
You create opportunities for employees to exercise their independence.
You allow employees to have flexible work schedules.
I give employees opportunities to demonstrate their skills.

Skill Level

You assign tasks that are within the skill levels of employees.
You are aware of the skill levels of employees and assign tasks that are at the appropriate skill level.
I help employees advance their skills so that they can have more autonomy.
You permit employees to take training to become more independent.
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.

Job Interview Questions

Autonomy

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.
Give examples of how you let employees make their own decisions?
Have you let employees complete tasks according to their methods? Describe.
How would you give employees the authority to act on their own?
How would you give employees autonomy to complete tasks on their own?
How do you allow employees to take ownership of their work?

Freedom of Scheduling

Do you allow employees to organize their schedule to best accomplish the job?
Describe how you would empower employees to structure their work hours to maximize their productivity.
Do you recognize the importance of a healthy work/life balance?
Do you allow employees the opportunity to take time off when needed?
Describe how you allow for flexibility in the working hours.
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

Describe how you recognize the expertise that employees have in certain areas and allows them the freedom to operate as they see fit.
Give an example of how you view others in the department as valued assets to be trained and employed?
How do you acknowledge and appreciate employees for their proactive decision-making?
Do you value input from others? Elaborate.
Explain how you value the opinions of 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?
How do you coordinate the knowledge, skills and resources of others to accomplish more in the department?

Delegates Work

How do you ensure employees understand what is being assigned to them?
Describe how you allow subordinates to perform mission critical tasks.
Describe how you distribute the workload to subordinates?
How do you assign tasks that allow employees to use their critical thinking skills?
Do you assign important tasks to subordinates?
Explain how you allow employees to participate in the workload of the department.
Do you give new tasks to employees?

Supportive

Do you encourage independent, original thinking and creative problem-solving? Explain.
Would you support the decisions of others even if those decisions may sometimes lead to mistakes?
Do you provide support and resources needed to accomplish goals?
Explain how you encourage employees to think outside the box.
How would you create a culture where employees are recognized and rewarded for taking the initiative and making impactful choices?
How would you give employees the resources they need to complete the job?
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.
Do you support the decisions of others?
How do you remove obstacles to the success of others?

Accountability

Give an example of how you allow employees to take on more responsibilities.
Do you give responsibility for making important decisions to employees?
Describe how you encourage employees to take on greater responsibilities.
Do you allow individuals to be responsible for their decisions?
Describe what steps you would take to allow the team to take responsibility for the project.
Explain how you encourage employees to solve problems on their own.
Do you avoid micromanaging your employees?
Describe how you would allow employees the freedom to do tasks how they see fit, but still hold them accountable for obtaining results.

Input from Others

Give examples of how you solicit input from others when making decisions.
Do you considers ideas from employees that may challenge traditional ways of doing the job?
Do you listen to the ideas employees have for solving issues?
How do you include others in the decision making process?
Are you willing to share in the decision making process?
Describe how you would solicit input from others to make informed decisions.
How do you give employees input into the decision making process?

Confidence

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?
How do you motivate and encourage employees to be successful in their jobs?
Describe how you demonstrate confidence in the abilities of subordinates.
Do you trust that employees are able to complete assigned tasks?
Give an example of how you trust that employees to complete tasks assigned.

Goals

Describe how you encourage others to obtain necessary skills and training.
How do you set clear goals for assignments?
How do you encourage others to exceed their stated goals?
Describe how you set clear goals for others to accomplish.
Should a manager set goals to allow the employee to have more autonomy over their work?
Do you establish goals that allow employees top operate independently in the field?

Opportunities

When did you give employees the opportunity to demonstrate their skills?
How do you enable employees to take on more challenging roles?
Do you create opportunities for employees to exercise their independence?
Give examples of how you allowed employees to have flexible work schedules.
How do you create a culture where employees are given the opportunity to take the initiative and make impactful decisions?
Describe a time when you gave employees important tasks to expand their career options.

Skill Level

Are you aware of the skill levels of employees and assigns tasks that are at the appropriate skill level?
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.
Do you allow employees to take training to increase their skill levels so that they can be more independent?
Did you help employees advance their skills so that they can have more autonomy?
How often do you permit employees to take training to become more independent?