• Employee Opinion Survey
  • Employee Opinion
  • Demos
  • Dimensions
  • Item Bank
  • Create your own
• 360-Feedback
  • About 360 Feedback
  • Example Surveys
  • Item Bank
  • Create your own
  • Systems Overview
  • Competency Model
  • Foreign Languages
  • Quick Questionnaire
  • AI Tool
• Performance Management
  • Performance Appraisals
  • Competency Model
  • Administrative Screens
  • Sample Email Notices
  • Examples
• Training Needs Analysis
  • About Training Needs
  • Sample Questionnaires
  • Sample Results 1
  • Sample Results 2
  • Sample Results 3
• Job Interview
  • Interview Questions
• Client Login
  • Client Login

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 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.



Setting Goals

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

Prioritization

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

Planning

• Determines what resources will be needed to achieve the objectives.
• Plans the best course of action to achieve the goal.
• Determines the best approach to achieving the expected results.
• 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.
• Stays focused on meeting the needs of customers.
• Demonstrates the personal confidence to "stay the course," even when faced with difficulty
• Ensures the team understands the objective that needs to be completed.
• Helps the team maintain focus on the goals.
• Stays focused on solving problems and getting work done.
• Focuses on achieving important goals.
• 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

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

Response to Setbacks

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

Monitors Progress

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

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
• Accomplishes difficult tasks obtaining measurable results.
• Spends majority of time working on "important and urgent" activities.
• 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.
• Achieves high levels of performance.
• Promptly and efficiently completes assigned tasks.
• Exceeds performance requirements.
• Achieves long and short-term goals.
• Completed work exceeds standards.
• Produces a high volume of work.
• Achieves performance benchmarks.
• Completes all assigned tasks.
• Is a high achiever.
• Has a strong result orientation.
• Completes all required coursework.
• Completes work on time.

Highly Motivated

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

Attitude

• Has a positive attitude that encourages others to continue supporting the production goals.
• Views obstacles as opportunities to improve self.
• 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 others accountable for producing high quality work.
• Holds self and others accountable for achieving results.
• 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
• Explains the positive impact of maintaining a high energy level to drive performance
• Communicates top performance to R&D to drive future results
• Shares market-developed productivity and process improvements within the market and with the general manager.

Service Orientation

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

Supervision

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

Analytical

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

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

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

Prioritization

• I am able to quickly analyze the situation to determine the most pressing needs
• Our department does a good job prioritizing goals to complete those in urgent need first
• 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

Planning

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

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
• My manager is focused, driven and does not become distracted by non-issues or interruptions
• The team leader helps the team maintain focus on the goals

Flexible

• 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
• 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

Response to Setbacks

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

Monitors Progress

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

Bias for Action

• My colleagues are willing to give extra effort to solve problems and get work done on time
• 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
• I feel our department accomplishes difficult tasks obtaining measurable results

Achieves Results

• Work is generally completed on time
• Our department achieves high levels of performance
• People in my department have a strong result orientation
• I regularly achieve performance benchmarks
• My manager is a high achiever
• Coworkers complete all assigned tasks
• 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
• Employees in my department are determined to complete tasks regardless of obstacles that may occur
• My department has a work ethic with a strong desire to obtain results
• Coworkers view setbacks and challenges as opportunities to learn

Attitude

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

Accountability

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

Service Orientation

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

Supervision

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

Self-Assessment Items

Setting Goals

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

Prioritization

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

Planning

• You identify the steps needed to accomplish the results.
• I determine the best approach to achieving the expected results.
• I plan the best course of action to achieve the goal.
• I determine what resources will be needed to achieve the objectives.
• 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 stay focused on meeting the needs of customers.
• You do not become distracted by non-issues or interruptions.
• You demonstrate the personal confidence to "stay the course," even when faced with difficulty
• I help the team maintain focus on the goals.
• You are focused on achieving important goals.
• You stay focused on solving problems and getting work done.
• I ensure the team understands the objective that needs to be completed.
• 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.
• I adapt to disruptions in the supply chain to maintain production levels.
• You respond to changing events to maintain progress toward achieving results.
• I am flexible and willing to change the strategy to better achieve the objectives.
• You make changes to the plans if it will result in increased output.
• I can adapt to new procedures to maintain production capacities.

Response to Setbacks

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

Monitors Progress

• You create measures of performance to track progress.
• You keep track of progress toward the results.
• I set benchmarks and milestones to measure progress toward the objectives.
• I establish benchmarks to be met when working on projects.
• 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 handle multiple tasks simultaneously (e.g., handling co-worker and customer issues, managing branch operations, and responding to DM requests)
• You take risks as needed to improve products and services.

Achieves Results

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

Highly Motivated

• You inspire and motivates co-workers to be productive and energetic at work
• You are highly motivated to complete tasks despite obstacles that may arise.
• You have a work ethic with a strong desire to obtain results.
• You are determined to complete tasks regardless of obstacles that may occur.
• 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 have a positive attitude that encourages others to continue supporting the production goals.
• I views obstacles as opportunities to improve myself.
• 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 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.
• You explain the positive impact of maintaining a high energy level to drive performance

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

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

Prioritization

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

Planning

• 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?
• How would you translates plans into specific assignments for self and branch co-workers?
• 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?
• Describe how you would translate plans into specific assignments for branch management team.

Maintains Focus

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

Flexible

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

Response to Setbacks

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

Monitors Progress

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

Bias for Action

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

Achieves Results

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

Highly Motivated

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

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

Communication

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

Service Orientation

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

Supervision

• 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?
• Describe how you encourage employees to give 100% to achieve high results.

Analytical

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

© Copyright 2025, HR-Survey, LLC

Legal Notice

Web: www.hr-survey.com

Site Map

Email: info@hr-survey.com