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

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

Prioritization

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

Planning

Determines what resources will be needed to achieve the objectives.
Plans the best course of action to achieve the goal.
Identifies the steps needed to accomplish the results.
Determines the best approach to achieving the expected 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.
Demonstrates the personal confidence to "stay the course," even when faced with difficulty
Stays focused on meeting the needs of customers.
Does not become distracted by non-issues or interruptions.
Stays focused on solving problems and getting work done.
Ensures the team understands the objective that needs to be completed.
Helps the team maintain focus on the goals.
Focuses on achieving important goals.
Focuses sufficient time and attention on important, yet longer term, activities (e.g., planning each quarter's and year-end goals)
Focuses sufficient time and attention on important, yet longer term, activities (e.g., strategic planning for long-term results)

Flexible

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.
Responds to changing events to maintain progress toward achieving results.
Adapts to disruptions in the supply chain to maintain production levels.

Response to Setbacks

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

Monitors Progress

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

Bias for Action

Willing to take on new assignments to help increase production.
Gives extra effort to solve problems and get work done on time.
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

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

Highly Motivated

Inspires and motivates co-workers to be productive and energetic at work
Has a strong drive to complete goals 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.
Highly motivated to complete tasks 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 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
Shares market-developed productivity and process improvements within the market and with the general manager.
Explains the positive impact of maintaining a high energy level to drive performance
Communicates top performance to R&D to drive future results

Service Orientation

Always willing to help coworkers to keep productions levels high.
Helps others when free-time is available.
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
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 action-oriented support from District core team, including HR/Training, Tech, Sales, etc.
Measures performance against goals and objectives.
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

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

Prioritization

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

Planning

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
The Company leaders are effective in planning the best course of action to achieve their goals

Maintains Focus

Our department focuses on achieving important goals
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
In my department coworkers continue to work toward achievement of goals despite being confronted with obstacles

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

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
Coworkers work hard despite obstacles that impede progress

Monitors Progress

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

Bias for Action

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

Achieves Results

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

Highly Motivated

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

Attitude

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
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

Accountability

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

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

Self-Assessment Items

Setting Goals

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

Prioritization

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

Planning

You identify the steps needed to accomplish the results.
I determine what resources will be needed to achieve the objectives.
I plan the best course of action to achieve the goal.
I determine the best approach to achieving the expected results.
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 demonstrate the personal confidence to "stay the course," even when faced with difficulty
You stay focused on meeting the needs of customers.
You do not become distracted by non-issues or interruptions.
You are focused on achieving important goals.
You stay focused on solving problems and getting work done.
I help the team maintain focus on the goals.
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., planning each quarter's and year-end goals)
You focus sufficient time and attention on important, yet longer term, activities (e.g., strategic planning for long-term results)

Flexible

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.
I can adapt to new procedures to maintain production capacities.
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.

Response to Setbacks

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

Monitors Progress

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.
You create measures of performance to track progress.
You keep track of progress toward the results.

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 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.
You work with multiple departments and objectives effectively; leads special cross-functional projects successfully

Achieves Results

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

Highly Motivated

You inspire and motivates co-workers to be productive and energetic at work
You have a work ethic with a strong desire to obtain results.
You are determined to complete tasks regardless of obstacles that may occur.
You are highly motivated to complete tasks despite obstacles that may arise.
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 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 always looking for ways to help others.
You make sure customers are satisfied.

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 action-oriented support from District core team, including HR/Training, Tech, Sales, etc.
You implement methods for conducting performance audits
You request specific, measurable results and continuous progress from Supervisors; holds them accountable for any missed targets
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 would you recognize the problem that needs to be solved?
Describe how you set challenging personal and organizational goals.
Did you set the objectives for the team? If so, how?
How do you encourage others to strive to exceed performance benchmarks?
Give an example of how you would set common goals for the team.
How do you identify what need to be accomplished?
How do you set challenging goals to be achieved?
How do you strive to achieve high volume of output?
Have you set important goals for the department?
Have you set objectives for the department?
Describe the process that you would go through to determine the objectives for a project.

Prioritization

Describe how you would quickly analyze the situation to determine the most pressing needs.
Give some examples of how you would set priorities for tasks to be completed.
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 proper order for completion of the tasks?
Where do you concentrate your efforts?
Describe how you decide which tasks need completed first.
How do you prioritize tasks to best achieve the results?
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?
Describe how you would translate plans into specific assignments for branch management team.
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?
How do you plan the best course of action to achieve the goal?
How do you identify the steps needed to accomplish the results?

Maintains Focus

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

Flexible

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.
How do you respond to changing events to maintain progress toward achieving results?
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.

Response to Setbacks

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

Monitors Progress

How do you create measures of performance to track progress?
How do you keep track of progress toward the results?
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?
Describe how you would measure progress toward the goal.

Bias for Action

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

Achieves Results

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

Highly Motivated

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.
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.
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?
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.
How do you exhibit high energy and have a positive attitude on the job with others?
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?

Accountability

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

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

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

Supervision

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.
Explain how you recognize and reward behavior that produces top performance.

Analytical

Have you implemented methods for conducting performance audits?
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 requested specific, measurable results and continuous progress from subordinates and held them accountable for any missed targets?