HR-Survey > Employee Opinion > Dimensions

Initiative Questions: Security

Definition: Initiative is the ability to act independently and decisively, where individuals consistently start projects without waiting for direction, resolve issues proactively, and transform emerging opportunities into meaningful actions. It reflects a forward-thinking and motivated mindsetanticipating challenges, preparing contingencies, and exceeding expectations through persistent effort and impactful contributions. Strong initiative also includes relational awareness, where employees communicate critical updates, empower others, and rise to urgent occasions with clarity, urgency, and ownership.

Person Skills

Adaptability
Flexibility
Change
Resourcefulness
Initiative
Career Development
Training
Commitment
Engagement
Pride/Loyalty
Professionalism
Respect for Others
Teamwork
Leadership
Supervisor
Supervision
Work/Life
Stress

Surveys Measuring Initiative:
Example 1 (5-point scale; numbers; NA)
Example 2 (7-point scale; radio buttons)
Example 3 (4-point scale; radio buttons)
Example 4 (5-point scale; radio buttons)
Example 5 (5-point scale; words)
Example 6 (Pulse Survey)
Example 7 (5-point scale; item comments)
Example 8 (3-point scale; words; N/A)
Example 9 (4-point scale; numbers)
Example 10 (Comment boxes only)
Example 11 (Single rating per dimension)
Example 12 (Slide-bar scale)

Self-Starter

Self-Starter behavior within the Initiative dimension emphasizes the internal drive to begin work, pursue growth, and take action without external prompting. It reflects a mindset oriented toward initiating projects, identifying opportunities for improvement, and acting independently--often before a need is formally recognized. Self-starters don't wait for instructions; they analyze situations, anticipate needs, and launch efforts that align with broader goals. Whether it's starting a new product line, seeking out learning opportunities, or shifting the course of a project, the emphasis is on autonomous momentum and the willingness to lead from the front.

Our team analyzes the needs of the situation and act before being told to do so.
Employees in our department are willing to take action without waiting to be told to do so.
Our department takes the initiative to start work on new projects.
My manager is a self-starter. does not wait to be told to do something.
My team takes actions without having to be told to do so.
Coworkers are inclined to initiate action rather than react to incidents.
I know how to take the initiative to change the direction or course of events.
Managers initiate the development of new products.
Employees are able to initiate work on projects independently without direct supervision.
Employees in my department seek out new learning opportunities to improve their skills.
Coworkers in my department look to start work on new projects without waiting for direction from the manager.
The team leader takes action in the absence of specific direction.

Proactive

Proactive behavior focuses more on anticipating and addressing problems before they escalate. It involves a readiness to act quickly, resolve issues decisively, and prepare for potential disruptions or critical events. Proactive individuals are vigilant and responsive--they don't just think about problems, they work on them immediately, often establishing clear plans and removing barriers to progress. Proactive employees are especially attuned to risk mitigation and operational continuity, ensuring that small issues don't become major setbacks and that teams stay productive and focused.

My team seeks out feedback early in a project to accelerate progress and prevent rework.
Associates work on resolving the issue instead of procrastinating or hoping it will resolve itself.
My manager works on problems instead of just thinking about them.
Colleagues take appropriate actions to address problems or issues.
My supervisor begins immediate action on projects.
My team is proactive and getting things done.
My department addresses small problems before they become big ones.
I am proactive when preparing for potential problems or critical events.
Our manager identifies and removes barriers that inhibit progress without waiting for direction.
Colleagues act quickly to address any issues or problems.
I can act quickly when a small problem arises to keep it from becoming a major issue.
My manager takes action to establish clear and concise deadlines for tasks to be completed.

Opportunistic

Opportunistic behavior within the Initiative dimension centers on the ability to recognize and act on emerging possibilities that can advance individual, team, or organizational goals. It involves scanning the environment for shifts, trends, or openings (whether in market dynamics, internal processes, or learning opportunities) and transforming those into tangible actions. Opportunistic individuals and teams are quick to capitalize on favorable conditions, adjust plans to align with new developments, and pursue growth or innovation when the timing is right. This form of initiative is externally triggered but internally driven, requiring both awareness and agility to convert potential into progress.

Coworkers in my department transform opportunity into actions.
My supervisor capitalizes on opportunities to grow the business.
Our manager seeks and utilizes opportunities for continuous learning and self-development.
Leaders identify emerging trends or shifts in the business environment and take the initiative to adjust plans accordingly.
My team seizes upon opportunities available.
Coworkers in my department take advantage of opportunities when they become available.
Our manager seizes upon chances to improve the department's prospects.
Our department acts quickly when an opportunity becomes available.
The project manager looks for opportunities to move projects forward.
Our team capitalizes on opportunities as they become available.
Employees seek to take advantage of opportunities.

Working Independently

Working Independently emphasizes autonomous execution and internal motivation to act without external prompts or oversight. It reflects a consistent pattern of doing what needs to be done (i.e., solving problems, completing tasks, and improving outcomes) without waiting for instruction or approval. Employees who work independently demonstrate initiative by taking responsibility for their own development, making decisions in real time, and confronting challenges head-on. Independence is about sustained self-direction and reliability, ensuring that progress continues even in the absence of guidance or immediate opportunity.

Coworkers identify what needs to be done and begin working on it immediately.
My supervisor encourages me to take initiative in my job.
My supervisor encourages initiative.
Associates resolve routine obstacles independently, only involving a supervisor when an issue truly require escalation.
My manager encourages initiative.
Colleagues research answers, resources, or solutions on their own before escalating question to others.
Senior Management at Company encourages initiative.
Associates create structure, plans, or checklists for their work to stay organized and productive without external direction.
Employees do things without being told.
I can initiate draft reports for consideration.
I am allowed to take initiative to assess my skills and seek appropriate training.
My supervisor acts on own initiative to improve the department outcomes.
I usually complete tasks without having to be told to do so.
Associates do the right thing without being told.
Team members confront problems immediately without supervisor instructions.
Employees in my department take action without being asked.
My supervisor acts independently to solve pressing needs.

Forward-Thinking

Forward-Thinking within the Initiative dimension emphasizes anticipation, strategic planning, and long-term preparedness. It reflects a mindset focused on identifying future risks, growth opportunities, or operational bottlenecks before they arise, and initiating scalable solutions to address them. Forward-thinking individuals and teams allocate resources in advance, develop contingency plans, and implement automation or tooling to reduce future workload--demonstrating a proactive orientation toward sustainability and adaptability. Their actions are often rooted in foresight and systems-level thinking, aimed at positioning the organization for success in evolving or uncertain conditions.

The company implements scalable solutions that accommodate future expansion or complexity.
My supervisor anticipates, prepares, and acts proactively to addresses issues in the department.
My manager anticipates problems and initiates plans to address them.
Coworkers in my department take the initiative to develop contingency plans for high-risk scenarios before they materialize.
The project lead anticipates what needs to be done and makes necessary preparations.
The team leader allocates resources in advance to support anticipated growth or change initiatives.
My division initiates automation or tooling to reduce future manual workloads or bottlenecks.
Managers prepare for unexpected contingencies.
The team leader voluntarily prepares materials, resources, or data in advance so the team can move faster when decisions need to be made.

Motivated

Motivated behavior, while also proactive, is more immediate and action-oriented, driven by personal energy, ownership, and responsiveness. Motivated employees resolve issues promptly, seek additional responsibilities, and complete tasks ahead of deadlines--not necessarily because they anticipate future complexity, but because they are internally compelled to contribute and improve outcomes. Their initiative is often expressed through rapid problem-solving, eagerness to take on new challenges, and a readiness to act without being prompted. Motivated behavior reflects a present-tense drive to act, improve, and exceed expectations in the moment.

Associates clean the workspace without being told.
Employees are motivated to resolve issues right away.
Coworkers look for inefficiencies and correct them immediately, even when the issue fall outside their assigned responsibilities.
The members of my team work to complete goals well before their deadline.
Supervisors update the documentation as soon as the situation changes.
Colleagues keep momentum during slow periods by identifying meaningful task to advance.
Supervisors propose improvements to workflows or tools after noticing patterns that slow the team down.
Managers take action to implement new changes in the policies and procedures.
My manager initiates new projects for the department.
Employees in my department seek additional responsibilities.
Our team creates solutions to problems as soon as an incident occurs.

Impactful

Impactful behavior within the Initiative dimension focuses on driving meaningful change that aligns with strategic goals and improves organizational performance. It involves launching initiatives that solve problems, enhance efficiency, reduce costs, or increase revenue--often with measurable outcomes. Impactful individuals and teams don't just take action; they take strategic action, championing projects that influence KPIs, introducing scalable solutions, and encouraging process improvements that ripple across departments. This form of initiative is deeply tied to organizational development, where the emphasis is on relevance, effectiveness, and long-term value.

Our department initiates actions that lead to solving problems.
The project manager encourages others on the team to suggest process improvements.
My manager introduces changes that reduce operational costs or increase revenue.
Managers initiate projects that have an impact on the department.
Our department initiates actions that impact the department/company.
The manager escalates strategically when necessary to unblock stalled efforts.
My department champions projects that directly support strategic goals or KPIs.
My team leader launches initiatives that measurably improve team performance, efficiency, or morale.
Employee initiatives to develop the Company are encouraged.
Leadership at the Company encourages initiative and risk taking.
The members of my team initiate policy or process changes that become best practices across departments.
My department is able to develop unique solutions to problems and issues.
My manager takes decisive action to address problems, following up with relevant team members and coaching them on how to improve.
My manager helps the department take the initiative to create new solutions.

Above Expectations

Above Expectations highlights the willingness to exceed baseline responsibilities through extra effort, time, and dedication. It reflects a mindset of going beyond what is required (e.g., volunteering for additional tasks, working outside regular hours, and consistently aiming to deliver more than anticipated). Above expectations behavior is characterized by personal commitment and discretionary effort. These individuals inspire others by their example, contribute to team morale, and expand the department's capabilities through sheer initiative and perseverance, even when the results aren't immediately quantifiable.

Colleagues expand the offerings of the department by working evenings and weekends.
Associates take on extra projects after required work is completed.
Employees in my department take on additional task without being asked or told to do so.
My supervisor is an inspiration for others to perform above expectations.
Coworkers in my department do more than expected.
Leaders guide strategic initiatives to advance the department/organization.
Leadership here inspires others to perform above expectations.
Employees in my department aim to achieve more than what is expected or required.
The members of my team go above and beyond the stated goals.
Colleagues volunteer time and effort toward the completion of important goals.

Persistent or Tenacious

Persistent or Tenacious behavior within the Initiative dimension reflects sustained effort, resilience, and a refusal to give up in the face of adversity. It's about maintaining momentum on long-term goals, championing ideas that lack initial support, and adapting creatively when standard approaches fail. These individuals follow through on tasks despite obstacles, bend rules when necessary to achieve meaningful outcomes, and learn from setbacks to refine future actions. Persistence is often quiet but powerful--it's the steady push that keeps initiatives alive when enthusiasm fades or conditions shift.

Coworkers in my department take the initiative to complete task ahead of schedule.
Managers sometimes bend rule when necessary to accomplish tasks.
Associates champion under-supported ideas by building coalitions or reframing proposals to gain traction.
Colleagues will continue to work on a problem even in the face of obstacles.
My team maintains steady progress on long-term tasks without reminders, consistently meeting milestones.
My manager demonstrates resilience by learning from failed attempts and applying insights to future actions.
Our department persists in stakeholder engagement even when initial outreach is met with resistance or indifference.
The project leader is able to maintain momentum on long-term initiatives despite shifting priorities or limited support.
Employees in my department might deviate from standard procedures when necessary to achieve goals.
Our department seeks alternative methods or resources when initial approaches fail or are unavailable.
Coworkers begin a task and follow through until completion.

Rises to the Occasion

Rises to the Occasion emphasizes urgency, responsiveness, and decisive action in high-pressure or time-sensitive situations. It's about stepping up when stakes are high--whether that means solving a crisis, volunteering for uncertain assignments, or taking corrective action when performance falters. This behavior is situational and immediate, driven by the recognition that something critical needs to be done now. Rising to the occasion is about acute responsiveness and leadership in pivotal moments. Both are vital, but they operate on different timelines and emotional intensities within the broader Initiative framework.

My manager volunteers for challenging assignments others avoid, especially when outcomes are uncertain.
Associates act with urgency when time is limited.
My manager acts with urgency when time is of the essence.
The project manager takes corrective action to rectify issues.
Our manager takes the initiative to solve pressing issues.
My team immediately works on solving problems.
The supervisor sees what needs to be done and takes appropriate actions.
My manager takes corrective action to address performance deficiencies/issues.
I feel encouraged to come up with new and better ways of doing things.
My department takes charge when there is a crisis.

Initiative in Relationships

Initiative in Relationships focuses on taking action through people--initiating communication, support, coordination, and connection before being asked. It reflects a readiness to engage others early, share critical information, build rapport quickly, and step in to help teammates or customers without waiting for direction. The emphasis is on relational initiative: informing supervisors of issues immediately, reaching out to new customers, drafting materials to support leaders, and creating an environment where others can adapt and contribute. it is initiative expressed socially--moving first in communication, collaboration, and interpersonal support.

Employees immediately inform the supervisor of any critical incidents.
Coworkers inform the HR department of any personnel complaints or issues.
Our department empowers team members to quickly take ownership of problems and propose impactful solutions.
My supervisor coaches others to create an environment which can adapt quickly and willingly to rapid change.
Associates inform the manager of any important changes in the equipment operation.
Coworkers initiate draft documents for the director.
I can build strong interpersonal relationships upon first meeting.
Our manager comes to the aid of those who may need help.
The project manager engages with new customers immediately.