Questionnaire Items Measuring Results Oriented

Achieving results is a core aspect of business. Individuals with a strong "Result Orientation" are focused intently on achieving results. This is enabled by a combination of job skills and personal attributes. Individuals must:

Set and Prioritize goals Achieving results requires the setting of a goal. The goal could the results you want to achieve or some step in that process.
Plan actions You need to plan the actions that will be required for each step in the process. You may also need to make a plan for obtaining the resources that will be needed.
Stay Focused Disruptions to the process may cause delays. It is important to avoid disruptions and to remain focused on the task at hand.
Flexible Being flexible in plans, staffing and resources may help to avoid obstacles which could prevent you from achieving your goal.
Responsive to Setbacks It is important to continue progress toward the goal even if setbacks occur.
Bias for Action A strong bias for action helps to ensure you make progress quickly. However, use caution to avoid making rash or hasty decisions.
Achieve Results Individuals who are "results oriented" have a strong desire to achieve results; to complete tasks; to accomplish goals.
Highly Motivated These individuals strive to exceed expectations and to exceed performance benchmarks.

Results oriented individuals are leaders having impact on the organization setting the standard by which others are measured. Achieving results is a critical function of organizations. Individuals with a results orientation help focus the direction of other employees toward a common goal, create innovative solutions to problems, increase production through efficiencies and improve the department and organization.

360-Degree Feedback Questionnaires Measuring Results Orientation:
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

The Results Oriented (Orientation) competency in a 360-Degree Feedback assessment includes items measuring the ability to: set and prioritize goals; create plans of action and stay focused; to be flexible and responsive; strong work ethic by being highly motivated and having a bias for action.

Definition: Results Orientation is an attitude of focusing on achieving results. Facilitated by a combination of job skills and personal attributes, individuals must set and prioritize goals, plan actions while remaining flexible to change as the situation changes. Stays focused on the task, avoid distractions and overcoming obstacles. These individuals are highly motivated and prefer to take action.

Setting Goals

Determines the objectives for the project.
Strives to exceed performance benchmarks.
Sets important goals for the department.
Strives to achieve high volume of output.
Sets the objectives for the team.
Identifies what needs to be accomplished.
Sets challenging goals to be achieved.
Sets a common goals for the team.
Sets objectives for the department.
Recognizes the problem that needs to be solved.
Sets challenging personal and organizational goals.

Prioritization

Directs team in prioritizing daily work activities
Prioritizes goals to complete those in urgent need first.
Completes urgent tasks first.
Prioritizes tasks to best achieve the results.
Concentrates efforts on the most urgent needs.
Quickly analyzes the situation to determine the most pressing needs.
Sets priorities for tasks to be completed.
Determines the parts of the project that need completed first.
Determines the proper order for completion of the tasks.

Planning

Plans the best course of action to achieve the goal.
Determines the best approach to achieving the expected results.
Determines what resources will be needed to achieve the objectives.
Identifies the steps needed to accomplish the results.
Translates plans into specific assignments for branch management team
Translates plans into specific assignments for self and branch co-workers

Maintains Focus

Works toward achievement of goals even when confronted with obstacles.
Does not become distracted by non-issues or interruptions.
Demonstrates the personal confidence to "stay the course," even when faced with difficulty
Stays focused on meeting the needs of customers.
Ensures the team understands the objective that needs to be completed.
Focuses on achieving important goals.
Helps the team maintain focus on the goals.
Stays focused on solving problems and getting work done.
Focuses sufficient time and attention on important, yet longer term, activities (e.g., strategic planning for long-term results)
Focuses sufficient time and attention on important, yet longer term, activities (e.g., planning each quarter's and year-end goals)

Flexible

Makes changes to the plans if it will result in increased output.
Adapts to disruptions in the supply chain to maintain production levels.
Responds to changing events to maintain progress toward achieving results.
Flexible in adjusting priorities to meet the demands of changing situations.
Flexible and willing to change the strategy to better achieve the objectives.
Willing to adapt to new procedures to maintain production capacities.

Response to Setbacks

Works hard despite obstacles that impede progress.
Removes bureaucratic barriers to streamline processes.
Persists in seeking objectives despite obstacles or setbacks.
Overcomes obstacles to continue working toward goals.
Pursues performance benchmarks despite obstacles and setbacks.

Monitors Progress

Sets benchmarks and milestones to measure progress toward the objectives.
Keeps track of progress toward the results.
Measures progress toward the goal.
Creates measures of performance to track progress.
Establishes benchmarks to be met when working on projects.

Bias for Action

Gives extra effort to solve problems and get work done on time.
Willing to take on new assignments to help increase production.
Identifies and acts upon opportunities to increase quality of team output
Spends majority of time working on "important and urgent" activities.
Accomplishes difficult tasks obtaining measurable results.
Works with multiple departments and objectives effectively; leads special cross-functional projects successfully
Handles multiple tasks simultaneously (e.g., handling co-worker and customer issues, managing branch operations, and responding to DM requests)
Takes risks as needed to improve products and services.

Achieves Results

Is considered a high achiever.
Produces a high volume of work.
Completed work exceeds standards.
Has a strong result orientation.
Achieves long and short-term goals.
Achieves performance benchmarks.
Is a high achiever.
Promptly and efficiently completes assigned tasks.
Achieves high levels of performance.
Completes all required coursework.
Exceeds performance requirements.
Completes all assigned tasks.
Completes work on time.

Highly Motivated

Inspires and motivates co-workers to be productive and energetic at work
Highly motivated to complete tasks despite obstacles that may arise.
Motivated by a strong desire to exceed performance standards.
Has a work ethic with a strong desire to obtain results.
Determined to complete tasks regardless of obstacles that may occur.
Has a strong drive to complete goals despite obstacles that may arise.
Embraces setbacks and challenges as opportunities to learn.
Tries to exceed current goals.

Attitude

Views obstacles as opportunities to improve self.
Has a positive attitude that encourages others to continue supporting the production goals.
Exhibits high energy and a positive attitude on the job with others
Models high energy and a positive attitude on the job with co-workers and customers

Accountability

Provides clear expectations for employees.
Holds self and others accountable for achieving results.
Holds others accountable for producing high quality work.
Holds employees accountable for completing required work.
Makes sure employees understand the job requirements.

Communication

Explains the "whys" behind organizational objectives
Consistently and effectively communicates departmental goals/objectives
Shares market-developed productivity and process improvements within the market and with the general manager.
Communicates top performance to R&D to drive future results
Explains the positive impact of maintaining a high energy level to drive performance

Service Orientation

Helps others when free-time is available.
Always willing to help coworkers to keep productions levels high.
Always looking for ways to help others.
Makes sure customers are satisfied.

Supervision

Encourages a high-energy, fun work environment and coaches others on how to do the same
Encourages employees to give 100% to achieving high results.
Makes sure employees have the resources they need to achieve their results.
Recognizes and rewards behavior that produces top performance

Analytical

Measures performance against goals and objectives.
Requests specific action-oriented support from District core team, including HR/Training, Tech, Sales, etc.
Implements methods for conducting performance audits
Requests specific, measurable results and continuous progress from Supervisors; holds them accountable for any missed targets

Employee Opinion Survey Items

Employees that have a strong Results Orientation are invaluable assets to any organization, driving performance, achieving results and getting the job done.

Setting Goals

My manager is effective in quickly determining the objectives for the project
The Director sets objectives for the department
My manager sets challenging goals for me to be achieved
In our department, we are good at recognizing the problem that needs to be solved
The team leader sets the objectives for the team
The VP of Operations sets important goals for our department

Prioritization

My manager is effective in prioritizing tasks to best achieve the results
Our department completes the urgent tasks first
The team leader is effective in prioritizing daily work activities
My manager concentrates efforts on the most urgent needs of the project
Our department does a good job prioritizing goals to complete those in urgent need first
I am able to quickly analyze the situation to determine the most pressing needs

Planning

The Company leaders are effective in planning the best course of action to achieve their goals
My manager is effective in planning the best approach to achieving results
Our department does a good job of planning what resources will be needed to achieve the objectives

Maintains Focus

Our department focuses on achieving important goals
In my department coworkers continue to work toward achievement of goals despite being confronted with obstacles
The team leader helps the team maintain focus on the goals
My manager is focused, driven and does not become distracted by non-issues or interruptions

Flexible

Our department is able to adapt to disruptions in the supply chain to maintain production levels
I am able to make changes to the plans/procedures if it will result in increased output
My manager is flexible and willing to change the strategy to better achieve the objectives
My coworkers are willing to adapt to new procedures to maintain production capacities

Response to Setbacks

Coworkers work hard despite obstacles that impede progress
My manager will persist in seeking objectives despite obstacles or setbacks
In our department, employees are tenacious and will overcome obstacles to continue working toward goals
I am able to achieve performance benchmarks despite obstacles and setbacks

Monitors Progress

My manager creates measures of performance to track progress
Leadership benchmarks and milestones to measure progress toward objectives
Our department keeps track of progress toward the results
The project manager has established benchmarks to be met when working on specific projects

Bias for Action

The team lead is effective in identifying and acting upon opportunities to increase quality of team output
I feel people in my department are willing to take on new assignments to help increase production
My colleagues are willing to give extra effort to solve problems and get work done on time
I feel our department accomplishes difficult tasks obtaining measurable results

Achieves Results

Work is generally completed on time
I regularly achieve performance benchmarks
Our department achieves high levels of performance
Coworkers complete all assigned tasks
People in my department have a strong result orientation
My manager is a high achiever
In my department, employees have completed all required coursework

Highly Motivated

My manager inspires and motivates co-workers to be productive and energetic at work
My department has a work ethic with a strong desire to obtain results
Coworkers view setbacks and challenges as opportunities to learn
Employees in my department are determined to complete tasks regardless of obstacles that may occur

Attitude

My manager exhibits high energy and a positive attitude on the job with others
The team leader has a positive attitude that encourages others to continue supporting the production goals
Colleagues view obstacles as opportunities to improve themselves
My supervisor models high energy and has a positive attitude on the job with co-workers and customers

Accountability

I was provided clear expectations for the job
My manager holds themself and others accountable for achieving results
Employees hold each other accountable for producing high quality work
Managers hold employees accountable for completing required work

Service Orientation

I am always willing to help coworkers when asked
Coworkers are always looking for ways to help each other
Our department makes sure customers are satisfied

Supervision

Managers encourage employees to give 100% to achieving high results
My supervisor encourages a high-energy, fun work environment and coaches others on how to do the same
Managers recognize and reward behavior that produces top performance
The team leader makes sure employees have the resources they need to achieve their results

Self-Assessment Items

Setting Goals

You set the objectives for the team.
I set challenging goals to be achieved.
You set important goals for the department.
I strive to exceed performance benchmarks.
You recognize the problem that needs to be solved.
You set a common goals for the team.
You strive to achieve high volume of output.
I set objectives for the department.
I identify what needs to be accomplished.
I determine the objectives for the project.
You set challenging personal and organizational goals.

Prioritization

You direct team in prioritizing daily work activities
You determine the parts of the project that need completed first.
I quickly analyze the situation to determine the most pressing needs.
You concentrate efforts on the most urgent needs.
You prioritize goals to complete those in urgent need first.
I set priorities for tasks to be completed.
I prioritize tasks to best achieve the results.
I determine the proper order for completion of the tasks.
I complete urgent tasks first.

Planning

I determine what resources will be needed to achieve the objectives.
I determine the best approach to achieving the expected results.
You identify the steps needed to accomplish the results.
I plan the best course of action to achieve the goal.
You translate plans into specific assignments for branch management team
You translate plans into specific assignments for self and branch co-workers

Maintains Focus

You work toward achievement of goals even when confronted with obstacles.
You do not become distracted by non-issues or interruptions.
You demonstrate the personal confidence to "stay the course," even when faced with difficulty
You stay focused on meeting the needs of customers.
You stay focused on solving problems and getting work done.
You are focused on achieving important goals.
I ensure the team understands the objective that needs to be completed.
I help the team maintain focus on the goals.
You focus sufficient time and attention on important, yet longer term, activities (e.g., strategic planning for long-term results)
You focus sufficient time and attention on important, yet longer term, activities (e.g., planning each quarter's and year-end goals)

Flexible

I am flexible in adjusting priorities to meet the demands of changing situations.
You make changes to the plans if it will result in increased output.
I can adapt to new procedures to maintain production capacities.
I am flexible and willing to change the strategy to better achieve the objectives.
You respond to changing events to maintain progress toward achieving results.
I adapt to disruptions in the supply chain to maintain production levels.

Response to Setbacks

You pursues performance benchmarks despite obstacles and setbacks.
I persist in seeking objectives despite obstacles or setbacks.
I work hard despite obstacles that impede progress.
I remove bureaucratic barriers to streamline processes.
I overcome obstacles to continue working toward goals.

Monitors Progress

I establish benchmarks to be met when working on projects.
You keep track of progress toward the results.
You create measures of performance to track progress.
I set benchmarks and milestones to measure progress toward the objectives.
I measure progress toward the goal.

Bias for Action

You are willing to take on new assignments to help increase production.
You give extra effort to solve problems and get work done on time.
You identify and acts upon opportunities to increase quality of team output
You accomplish difficult tasks obtaining measurable results.
You spend majority of time working on "important and urgent" activities.
You work with multiple departments and objectives effectively; leads special cross-functional projects successfully
You take risks as needed to improve products and services.
You handle multiple tasks simultaneously (e.g., handling co-worker and customer issues, managing branch operations, and responding to DM requests)

Achieves Results

You exceed performance requirements.
I promptly and efficiently complete assigned tasks.
You are considered a high achiever.
Completed work exceeds standards.
You produce a high volume of work.
You are a high achiever.
I achieve long and short-term goals.
I complete all assigned tasks.
You achieve high levels of performance.
I achieve performance benchmarks.
You have a strong result orientation.
You complete work on time.
I complete all required coursework.

Highly Motivated

You inspire and motivates co-workers to be productive and energetic at work
You are determined to complete tasks regardless of obstacles that may occur.
You are highly motivated to complete tasks despite obstacles that may arise.
You have a work ethic with a strong desire to obtain results.
I am motivated by a strong desire to exceed performance standards.
You embrace setbacks and challenges as opportunities to learn.
You try to exceed current goals.

Attitude

I views obstacles as opportunities to improve myself.
I have a positive attitude that encourages others to continue supporting the production goals.
You exhibit high energy and a positive attitude on the job with others
You model high energy and a positive attitude on the job with co-workers and customers

Accountability

You provide clear expectations for employees.
I hold others accountable for producing high quality work.
You hold yourself and others accountable for achieving results.
You hold employees accountable for completing required work.
You make sure employees understand the job requirements.

Communication

You explain the "whys" behind organizational objectives
You consistently and effectively communicate departmental goals/objectives
You explain the positive impact of maintaining a high energy level to drive performance
You communicate top performance to R&D to drive future results
You share market-developed productivity and process improvements within the market and with the general manager.

Service Orientation

I am always willing to help coworkers to keep productions levels high.
You help others when free-time is available.
You make sure customers are satisfied.
You always looking for ways to help others.

Supervision

You encourage a high-energy, fun work environment and coaches others on how to do the same
You make sure employees have the resources they need to achieve their results.
You encourage employees to give 100% to achieving high results.
You recognize and reward behavior that produces top performance

Analytical

You request specific, measurable results and continuous progress from Supervisors; holds them accountable for any missed targets
You request specific action-oriented support from District core team, including HR/Training, Tech, Sales, etc.
You implement methods for conducting performance audits
You measure performance against goals and objectives.

Job Interview Questions

These questions will help you in the interview to identify candidates that are "Results Oriented". These are people who tenacious in getting the job done.

Setting Goals

How do you encourage others to strive to exceed performance benchmarks?
Did you set the objectives for the team? If so, how?
How do you set challenging goals to be achieved?
How would you recognize the problem that needs to be solved?
Have you set objectives for the department?
Have you set important goals for the department?
How do you strive to achieve high volume of output?
Describe the process that you would go through to determine the objectives for a project.
Give an example of how you would set common goals for the team.
Describe how you set challenging personal and organizational goals.
How do you identify what need to be accomplished?

Prioritization

How do you prioritize those goals that need to be completed first?
Describe how you decide which tasks need completed first.
Give some examples of how you would set priorities for tasks to be completed.
How do you prioritize tasks to best achieve the results?
Where do you concentrate your efforts?
What determines the proper order for completion of the tasks?
Describe how you would quickly analyze the situation to determine the most pressing needs.
How would you direct the team in prioritizing daily work activities?
What determines the parts of the project that need completed first?

Planning

How do you plan the best course of action to achieve the goal?
How do you determine the best approach to achieving the expected results?
How would you translates plans into specific assignments for self and branch co-workers?
Describe how you would translate plans into specific assignments for branch management team.
Describe how you would determine what resources will be needed to achieve these objectives?
How do you identify the steps needed to accomplish the results?

Maintains Focus

How do you help the team maintain focus on the goals?
How do you stay focused and not become distracted by non-issues or interruptions?
Describe how you demonstrate the personal confidence to "stay the course," even when faced with difficulty.
What do you do to ensure the team understands the objective that needs to be completed?
Give examples of how you stay focused on solving problems and getting work done.
Describe how you would focus on achieving important goals.
Describe how you stay focused on meeting the needs of customers.
How do you work toward achievement of goals even when confronted with obstacles?
How do you focus sufficient time and attention on important, yet longer term, activities (e.g., planning each quarter's and year-end goals)?
Have you had to focus sufficient time and attention on important, yet longer term, activities (e.g., strategic planning for long-term results)?

Flexible

How do you respond to changing events to maintain progress toward achieving results?
Give examples of how you would adapt to new procedures to maintain production capacities.
Describe how you would be flexible and willing to change the strategy to better achieve the objectives.
Explain what steps you would take to adapt to any disruptions in the supply chain to maintain production levels.
Give examples of how you were flexible in adjusting priorities to meet the demands of changing situations.
How would you make changes to the plans to result in increased output?

Response to Setbacks

How have you had to overcome obstacles to continue working toward goals?
Would you work hard despite obstacles that impede progress?
Give examples of how you persisted in seeking objectives despite obstacles or setbacks.
Describe how you would pursue performance benchmarks despite obstacles and setbacks.
When have you had to remove bureaucratic barriers to streamline processes? Describe.

Monitors Progress

How do you create measures of performance to track progress?
How do you keep track of progress toward the results?
Describe how you would measure progress toward the goal.
Explain how you would set benchmarks and milestones to measure progress toward the objectives.
Have you had to establish benchmarks to be met when working on projects?

Bias for Action

Describe how you would give extra effort to solve problems and get work done on time.
How would you handle multiple tasks simultaneously?
Have you had to identify and act upon opportunities to increase quality of team output?
Describe what you would do to take risks to improve products and services.
How do you spend the majority of your time?
Are you willing to take on new assignments to help increase production?
How do you accomplish difficult tasks obtaining measurable results?
Do you work with multiple departments and objectives effectively? Can you describe this?

Achieves Results

Have you ever had to encourage coworkers to complete work on time?
What do you do to achieve high levels of performance?
Have you completed all assigned tasks?
How do you achieve long and short-term goals?
How do you complete all required coursework?
Are you a high achiever?
How do you exceed performance requirements?
Do you achieve performance benchmarks?
Are you considered a high achiever?
How does your completed work exceeds standards?
How do you promptly and efficiently complete assigned tasks?
Do you have a strong result orientation?
Do you produce a high volume of work?

Highly Motivated

Describe how you have a work ethic with a strong desire to obtain results?
Describe an instance which demonstrates that you are highly motivated to complete tasks despite obstacles that may arise.
Are you motivated by a strong desire to exceed performance standards?
Give an example of how you try to exceed current goals.
Give an example of how you inspire and motivate coworkers to be more productive and energetic at work.
Do you have a strong drive to complete goals despite obstacles that may arise?
Describe your level of determination to complete tasks regardless of obstacles that may occur.
How do you approach setbacks and challenges? (Are the viewed as opportunities to learn?)

Attitude

Describe how you have a positive attitude that encourages others to continue supporting the production goals.
Do you views obstacles as opportunities to improve yourself? Give an example.
Do you model high energy and a positive attitude on the job with co-workers and customers?
How do you exhibit high energy and have a positive attitude on the job with others?

Accountability

How do you make sure employees understand the job requirements?
Give examples of how you hold yourself and others accountable for achieving results.
How do you hold others accountable for producing high quality work?
Do you hold employees accountable for completing required work?
How do you provide clear expectations for employees?

Communication

Can you explain the "whys" behind recent organizational objectives?
In your communications with the general manager, have you shared market-developed productivity and process improvements?
How do you consistently and effectively communicate departmental goals/objectives?
How do you explain the positive impact of maintaining a high energy level to drive performance?

Service Orientation

Are you always willing to help coworkers to keep productions levels high? Please elaborate.
Do you help others when free-time is available?
How do you make sure customers are satisfied?
Describe how you look for ways to help others.

Supervision

Describe how you encourage employees to give 100% to achieve high results.
Explain how you recognize and reward behavior that produces top performance.
How do you make sure employees have the resources they need to achieve their results?
How do you encourage a high-energy, fun work environment and coach others on how to do the same?

Analytical

How do you request specific action-oriented support from District core team, including HR/Training, Tech, Sales, etc?
Have you measured performance against goals and objectives?
Have you requested specific, measurable results and continuous progress from subordinates and held them accountable for any missed targets?
Have you implemented methods for conducting performance audits?