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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

• Ensures transparency around goals, actions, and decision rationale.
• Sets challenging goals to be achieved.
• Strives to exceed performance benchmarks.
• Sets the objectives for the team.
• Breaks down long-term goals into short-term milestones with clear timelines.
• Sets objectives for the department.
• clearly defines roles and expectations.
• Recognizes the problem that needs to be solved.
• Determines the objectives for the project.
• Sets a common goals for the team.
• Identifies what needs to be accomplished.
• Aligns team objectives with broader organizational priorities to ensure strategic coherence.
• Sets important goals for the department.
• Strives to achieve high volume of output.
• Sets challenging personal and organizational goals.

Prioritization

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

Planning

• Determines the best approach to achieving the expected results.
• Adjusts plans based on performance trends, stakeholder feedback, or changing conditions.
• Plans the best course of action to achieve the goal.
• Develops detailed action plans with measurable deliverables and deadlines.
• Identifies the steps needed to accomplish the results.
• Anticipates potential obstacles and builds contingency plans to maintain momentum.
• Coordinates cross-functional efforts to ensure dependencies are addressed proactively.
• Determines what resources will be needed to achieve the objectives.
• 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.
• Focuses on achieving important goals.
• Ensures the team understands the objective that needs to be completed.
• Maintains focus on end goals while adapting the path to get there.
• Helps the team maintain focus on the 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

• Adjusts timelines and deliverables in response to evolving stakeholder needs.
• Willing to adapt to new procedures to maintain production capacities.
• Flexible in adjusting priorities to meet the demands of changing situations.
• Makes changes to the plans if it will result in increased output.
• Excels in dynamic environments.
• Streamlines procedures when legacy methods hinder progress.
• Flexible and willing to change the strategy to better achieve the objectives.
• Responds to changing events to maintain progress toward achieving results.
• Shifts resource allocations to capitalize on emerging priorities or constraints.
• Adapts to disruptions in the supply chain to maintain production levels.

Response to Setbacks

• Demonstrates persistence and focus even when facing repeated setbacks.
• Models resilience by bouncing back quickly from disappointments.
• Promotes a solution-focused mindset when problems arise.
• Learns from setbacks and integrates lessons into future planning.
• Reframes challenges as opportunities to innovate and improve performance.
• Removes bureaucratic barriers to streamline processes.
• Overcomes obstacles to continue working toward goals.
• Shares lessons learned from failures and use them to guide future decisions.
• Persists in seeking objectives despite obstacles or setbacks.
• Pursues performance benchmarks despite obstacles and setbacks.
• Works hard despite obstacles that impede progress.

Monitors Progress

• Tracks individual and team contributions against goals and communicates outcomes transparently.
• Measures progress toward the goal.
• Establishes benchmarks to be met when working on projects.
• Sets benchmarks and milestones to measure progress toward the objectives.
• Conducts regular check-ins that focus on progress, roadblocks, and how to support growth.
• Reassesses KPIs and success metrics when external factors shift the playing field.
• Keeps track of progress toward the results.
• Creates measures of performance to track progress.
• Establishes feedback loops to monitor progress and adjust plans dynamically.
• Quickly integrates feedback to refine execution plans without losing momentum.
• Defines success metrics and tracks progress against them consistently.

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

• Consistently meets deadlines and follows through on commitments, even when tasks require extra effort.
• Is considered a high achiever.
• Completed work exceeds standards.
• Produces a high volume of work.
• Is a high achiever.
• Achieves long and short-term goals.
• Completes work on time.
• Exceeds performance requirements.
• Achieves high levels of performance.
• Completes all assigned tasks.
• Achieves performance benchmarks.
• Promptly and efficiently completes assigned tasks.
• Completes all required coursework.
• Has a strong result orientation.

Highly Motivated

• Inspires and motivates co-workers to be productive and energetic at work
• Determined to complete tasks regardless of obstacles that may occur.
• Sets ambitious goals and proactively seeks ways to surpass them.
• Has a strong drive to complete goals despite obstacles that may arise.
• Highly motivated to complete tasks despite obstacles that may arise.
• Motivated by a strong desire to exceed performance standards.
• Seeks out stretch assignments to challenge personal and team capabilities.
• Has a work ethic with a strong desire to obtain results.
• Embraces setbacks and challenges as opportunities to learn.
• Tries to exceed current goals.

Attitude

• Channels personal energy into motivating others toward shared goals.
• Recognizes and rewards employees who consistently take ownership of their work.
• Reinforces a "can-do" attitude that helps overcome inertia or resistance.
• Views obstacles as opportunities to improve self.
• Celebrates team achievements to reinforce a culture of excellence.
• Uses encouraging language to uplift team morale during difficult phases.
• Builds a supportive environment where enthusiasm and collaboration thrive.
• Has a positive attitude that encourages others to continue supporting the production goals.
• Inspires others by consistently demonstrating belief in the team's potential.
• Maintains optimism during high-pressure situations, helping others stay grounded.
• 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.
• Addresses underperformance promptly and constructively, focusing on solutions.
• Encourages self-assessment and reflection to build personal responsibility for results.
• Models accountability by owning mistakes and demonstrating corrective action.
• Creates a culture where commitments are honored and excuses are challenged respectfully.
• Empowers employees to make decisions while holding them responsible for outcomes.
• Holds self and others accountable for achieving results.
• Takes responsibility for outcomes rather than deflecting blame when challenges arise.
• Assigns responsibilities based on individual strengths and developmental goals.
• 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
• Clarifies the "why" behind expectations to foster intrinsic motivation and commitment.
• Encourages open dialogue to surface new ideas and pivot strategies collaboratively.
• Shares knowledge and resources to accelerate team learning and productivity.
• Communicates expectations clearly and ensures alignment across roles.
• 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

• Helps others when free-time is available.
• Supports team members through transitions, maintaining morale and productivity.
• Follows up on service delivery to confirm expectations were met or exceeded.
• Always willing to help coworkers to keep productions levels high.
• Anticipates customer needs and adjusts workflows to ensure satisfaction.
• Proactively identifies when others need assistance and offers help without being asked.
• Steps in to cover responsibilities during peak workloads or staff shortages.
• 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
• Establishes clear performance standards and reinforces them through regular feedback.
• Builds trust by consistently being available and responsive to team needs.
• Makes sure employees have the resources they need to achieve their results.
• Modifies team roles or workflows to better align with changing business conditions.
• Encourages employees to give 100% to achieving high results.
• Follows up consistently on commitments and deadlines to ensure progress is sustained.
• Demonstrates gratitude and recognition for team contributions.
• Recognizes and rewards behavior that produces top performance

Analytical

• Incorporates new technologies or tools to enhance efficiency under pressure.
• Uses dashboards or visual tools to communicate progress transparently.
• Uses data and metrics to evaluate performance and guide accountability conversations.
• Reviews historical performance data to inform future planning decisions.
• 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

• Supervisors break down long-term goals into short-term milestones with clear timelines.
• In our department, we are good at recognizing the problem that needs to be solved.
• My manager sets challenging goals for me to be achieved.
• Team objectives are aligned with broader organizational priorities to ensure strategic coherence.
• The Director sets objectives for the department.
• The VP of Operations sets important goals for our department.
• Leaders ensure transparency around goals, actions, and decision rationale.
• My manager is effective in quickly determining the objectives for the project.
• The team leader sets the objectives for the team.

Prioritization

• My manager concentrates efforts on the most urgent needs of the project.
• The team leader is effective in prioritizing daily work activities.
• My manager is effective in prioritizing tasks to best achieve the results
• Our department completes the urgent tasks first.
• Tasks are prioritized based on impact and urgency to optimize resource allocation.
• 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

• My team leader develops detailed action plans with measurable deliverables and deadlines.
• Our department does a good job of planning what resources will be needed to achieve the objectives
• Plans are adjusted based on performance trends, stakeholder feedback, or changing conditions.
• Our team coordinates cross-functional efforts to ensure dependencies are addressed proactively.
• 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 anticipates potential obstacles and builds contingency plans to maintain momentum.

Maintains Focus

• 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
• The members of my team maintain focus on end goals while adapting the path to get there.
• Our department focuses on achieving important goals.
• Individuals demonstrate personal ownership of outcomes and persist until tasks are completed successfully.

Flexible

• I am able to make changes to the plans/procedures if it will result in increased output.
• My coworkers are willing to adapt to new procedures to maintain production capacities.
• My manager is flexible and willing to change the strategy to better achieve the objectives.
• My supervisor streamlines procedures when legacy methods hinder progress.
• Our department is able to adapt to disruptions in the supply chain to maintain production levels.
• Resource allocations aer shifted to capitalize on emerging priorities or constraints.
• Employees shift priorities dynamically based on changing goals or business conditions.
• Our manager adjusts timelines and deliverables in response to evolving stakeholder needs.
• Supervisors excel in dynamic environments.

Response to Setbacks

• Employees openly share lessons learned from failures and use them to guide future decisions.
• Coworkers work hard despite obstacles that impede progress
• Employees encourage one another during setbacks and reframe challenges as growth opportunities.
• Associates are resilient, bouncing back quickly from disappointments.
• We persistence and focus even when facing repeated setbacks.
• My manager will persist in seeking objectives despite obstacles or setbacks.
• I am able to achieve performance benchmarks despite obstacles and setbacks.
• In our department, employees are tenacious and will overcome obstacles to continue working toward goals.
• Supervisors promote a solution-focused mindset when problems arise.
• Managers reframe challenges as opportunities to innovate and improve performance.
• The members of my team learn from setbacks and integrate lessons into future planning.

Monitors Progress

• Our manager defines success metrics and tracks progress against them consistently.
• Managers reassess KPIs and success metrics when external factors shift the playing field.
• Leadership benchmarks and milestones to measure progress toward objectives.
• My manager establishes feedback loops to monitor progress and adjust plans dynamically.
• Managers conduct regular check-ins that focus on progress, roadblocks, and how to support growth.
• My manager creates measures of performance to track progress
• Our department keeps track of progress toward the results
• The project manager has established benchmarks to be met when working on specific projects.
• Managers track individual and team contributions against goals and communicate outcomes transparently.
• Our department integrates feedback to refine execution plans without losing momentum.

Bias for Action

• My colleagues are willing to give extra effort to solve problems and get work done on time.
• Employees suggest and pilot new ideas or process improvements to drive efficiency or impact.
• I feel our department accomplishes difficult tasks obtaining measurable results.
• Teams learn quickly and iterate without prolonged analysis paralysis.
• Leadership praises and promotes action-oriented thinking, even when outcomes are uncertain.
• The team lead is effective in identifying and acting upon opportunities to increase quality of team output.
• Employees take initiative to resolve issues without waiting for direction or escalation.
• Teams prioritize execution and follow through amid ambiguity or limited resources.
• Cross-functional teams mobilize rapidly to respond to emerging challenges or opportunities.
• I feel people in my department are willing to take on new assignments to help increase production.
• Decisions are made with urgency and accountability, especially when quick action is required to meet customer or business needs.

Achieves Results

• In my department, employees have completed all required coursework.
• Coworkers complete all assigned tasks.
• Team members consistently meet deadlines and follow through on commitments, even when tasks require extra effort.
• Our department achieves high levels of performance.
• I regularly achieve performance benchmarks.
• My manager is a high achiever.
• Work is generally completed on time.
• People in my department have a strong result orientation.

Highly Motivated

• Coworkers seek out stretch assignments to challenge personal and team capabilities.
• Coworkers view setbacks and challenges as opportunities to learn.
• Employees in my department are determined to complete tasks regardless of obstacles that may occur.
• Leaders channel personal energy into motivating others toward shared goals.
• Our team sets ambitious goals and proactively seeks ways to surpass them.
• 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

Attitude

• New ideas are welcomed with curiosity rather than skepticism, fostering psychological safety.
• Leaders demonstrate calm and optimism in uncertain situations, setting a tone of confident perseverance.
• Colleagues view obstacles as opportunities to improve themselves.
• My manager reinforces a "can-do" attitude that helps overcome inertia or resistance.
• The project leader uses encouraging language to uplift team morale during difficult phases.
• Colleagues maintain optimism during high-pressure situations, helping others stay grounded.
• Staff members express pride in their contributions and speak positively about the impact of their work.
• The project manager celebrates team achievements to reinforce a culture of excellence.
• My manager exhibits high energy and a positive attitude on the job with others.
• My team leader inspires others by consistently demonstrating belief in the team's potential.
• Positive feedback is given frequently and genuinely.
• The team leader has a positive attitude that encourages others to continue supporting the production goals.
• My supervisor models high energy and has a positive attitude on the job with co-workers and customers.

Accountability

• Managers hold employees accountable for completing required work.
• The project leader empowers employees to make decisions while holding them responsible for outcomes.
• Senior executives create a culture where commitments are honored and excuses are challenged respectfully.
• I was provided clear expectations for the job
• Employees take responsibility for outcomes rather than deflecting blame when challenges arise.
• Leaders address underperformance promptly and constructively, focusing on solutions.
• The supervisor models accountability by owning mistakes and demonstrating corrective action.
• Employees hold each other accountable for producing high quality work.
• My manager encourages self-assessment and reflection to build personal responsibility for results.
• My manager holds themself and others accountable for achieving results.

Service Orientation

• Employees actively seek ways to support their colleagues without being asked.
• Associates step in to cover responsibilities during peak workloads or staff shortages.
• Team members identify when others need assistance and offer help without being asked.
• Our manager anticipates customer needs and adjusts workflows to ensure satisfaction.
• Cross-team collaborations are energized by mutual respect and a shared sense of purpose.
• Coworkers are always looking for ways to help each other
• I am always willing to help coworkers when asked
• The project leader follows up on service delivery to confirm expectations were met or exceeded.
• Leaders support team members through transitions, maintaining morale and productivity.
• Our team builds a supportive environment where enthusiasm and collaboration thrive.
• Our department makes sure customers are satisfied

Supervision

• There is a clear structure for follow-up and follow-through on initiatives, with visible ownership from team leads.
• Managers empower staff to make timely decisions within their roles and remove barriers to progress.
• Managers encourage employees to give 100% to achieving high results
• The supervisor recognizes and rewards employees who consistently take ownership of their work.
• The project manager modifies team roles or workflows to better align with changing business conditions.
• Roles and expectations are clearly defined.
• My team leader demonstrates gratitude and recognition for team contributions.
• The supervisor follows up consistently on commitments and deadlines to ensure progress is sustained.
• My supervisor encourages a high-energy, fun work environment and coaches others on how to do the same
• The team leader makes sure employees have the resources they need to achieve their results
• Responsibilities are assigned based on individual strengths and developmental goals.
• My manager builds trust by consistently being available and responsive to team needs.
• Managers recognize and reward behavior that produces top performance
• My manager establishes clear performance standards and reinforces them through regular feedback.

Communication

• Team members share knowledge and resources to accelerate team learning and productivity.
• My manager communicates expectations clearly and ensures alignment across roles.
• Open dialogue is encouraged to discover new ideas and switch strategies if needed.
• Managers clarify the "why" behind expectations to foster intrinsic motivation and commitment.

Analytical

• My team leader incorporates new technologies or tools to enhance efficiency under pressure.
• Historical performance data is reviewed to inform future planning decisions.
• Leaders use data and metrics to evaluate performance and guide accountability conversations.
• The supervisor uses dashboards or visual tools to communicate progress transparently.

Self-Assessment Items

Setting Goals

• I clearly define roles and expectations.
• You align team objectives with broader organizational priorities to ensure strategic coherence.
• I set objectives for the department.
• You recognize the problem that needs to be solved.
• You set important goals for the department.
• I break down long-term goals into short-term milestones with clear timelines.
• You ensure transparency around goals, actions, and decision rationale.
• You strive to achieve high volume of output.
• I set challenging goals to be achieved.
• I identify what needs to be accomplished.
• You set the objectives for the team.
• You set a common goals for the team.
• I strive to exceed performance benchmarks.
• I determine the objectives for the project.
• You set challenging personal and organizational goals.

Prioritization

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

Planning

• You identify the steps needed to accomplish the results.
• I plan the best course of action to achieve the goal.
• I adjust plans based on performance trends, stakeholder feedback, or changing conditions.
• I develop detailed action plans with measurable deliverables and deadlines.
• You coordinate cross-functional efforts to ensure dependencies are addressed proactively.
• I determine what resources will be needed to achieve the objectives.
• I determine the best approach to achieving the expected results.
• I anticipate potential obstacles and build contingency plans to maintain momentum.
• 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 demonstrate the personal confidence to "stay the course," even when faced with difficulty
• You do not become distracted by non-issues or interruptions.
• I help the team maintain focus on the goals.
• You are focused on achieving important goals.
• I ensure the team understands the objective that needs to be completed.
• You stay focused on solving problems and getting work done.
• I maintain focus on end goals while adapting the path to get there.
• 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 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.
• I am flexible and willing to change the strategy to better achieve the objectives.
• You streamline procedures when legacy methods hinder progress.
• I adapt to disruptions in the supply chain to maintain production levels.
• I excel in dynamic environments.
• You respond to changing events to maintain progress toward achieving results.
• I shift resource allocations to capitalize on emerging priorities or constraints.
• I adjust timelines and deliverables in response to evolving stakeholder needs.

Response to Setbacks

• I overcome obstacles to continue working toward goals.
• You pursues performance benchmarks despite obstacles and setbacks.
• You demonstrate persistence and focus even when facing repeated setbacks.
• I reframe challenges as opportunities to innovate and improve performance.
• I remove bureaucratic barriers to streamline processes.
• You learn from setbacks and integrate lessons into future planning.
• I persist in seeking objectives despite obstacles or setbacks.
• You promote a solution-focused mindset when problems arise.
• You share lessons learned from failures and use them to guide future decisions.
• I work hard despite obstacles that impede progress.
• I model resilience by bouncing back quickly from disappointments.

Monitors Progress

• You define success metrics and track progress against them consistently.
• I measure progress toward the goal.
• You establish feedback loop to monitor progress and adjust plans dynamically.
• You track individual and team contributions against goals and communicate outcomes transparently.
• I reassess KPIs and success metrics when external factors shift the playing field.
• You quickly integrate feedback to refine execution plans without lose momentum.
• You keep track of progress toward the results.
• You conduct regular check-ins that focus on progress, roadblocks, and how to support growth.
• I establish benchmarks to be met when working on projects.
• I set benchmarks and milestones to measure progress toward the objectives.
• You create measures of performance to track progress.

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 spend majority of time working on "important and urgent" activities.
• You accomplish difficult tasks obtaining measurable results.
• You take risks as needed to improve products and services.
• 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)

Achieves Results

• I achieve performance benchmarks.
• You have a strong result orientation.
• Completed work exceeds standards.
• I consistently meet deadlines and follow through on commitments, even when task require extra effort.
• You are a high achiever.
• I complete all required coursework.
• I achieve long and short-term goals.
• I complete all assigned tasks.
• You exceed performance requirements.
• You achieve high levels of performance.
• You complete work on time.
• I promptly and efficiently complete assigned tasks.
• You produce a high volume of work.
• You are considered a high achiever.

Highly Motivated

• You inspire and motivates co-workers to be productive and energetic at work
• I seek out stretch assignments to challenge personal and team capabilities.
• You are determined to complete tasks regardless of obstacles that may occur.
• You have a work ethic with a strong desire to obtain results.
• You are highly motivated to complete tasks despite obstacles that may arise.
• I set ambitious goals and proactively seek ways to surpass them.
• 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 reinforce a "can-do" attitude that help overcome inertia or resistance.
• You use encouraging language to uplift team morale during difficult phases.
• You channel personal energy into motivating others toward share goals.
• You celebrate team achievements to reinforce a culture of excellence.
• I inspire others by consistently demonstrating belief in the team's potential.
• I have a positive attitude that encourages others to continue supporting the production goals.
• I maintain optimism during high-pressure situations, helping others stay grounded.
• I views obstacles as opportunities to improve myself.
• You recognize and reward employees who consistently take ownership of their work.
• I build a supportive environment where enthusiasm and collaboration thrive.
• 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 assign responsibilities based on individual strengths and developmental goals.
• You encourage self-assessment and reflection to build personal responsibility for results.
• You hold yourself and others accountable for achieving results.
• I create a culture where commitments are honored and excuses are challenged respectfully.
• I hold others accountable for producing high quality work.
• You empower employees to make decisions while holding them responsible for outcomes.
• I model accountability by owning mistakes and demonstrating corrective action.
• You address underperformance promptly and constructively, focusing on solutions.
• I take responsibility for outcomes rather than deflect blame when challenges arise.
• You hold employees accountable for completing required work.
• You make sure employees understand the job requirements.

Communication

• You explain the "whys" behind organizational objectives
• I share knowledge and resources to accelerate team learning and productivity.
• You communicate expectations clearly and ensure alignment across roles.
• You encourage open dialogue to surface new ideas and pivot strategies collaboratively.
• You clarify the "why" behind expectations to foster intrinsic motivation and commitment.
• 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

• You help others when free-time is available.
• I step in to cover responsibilities during peak workloads or staff shortages.
• You follow up on service delivery to confirm expectations were meet or exceeded.
• You support team members through transitions, maintaining morale and productivity.
• I am always willing to help coworkers to keep productions levels high.
• You anticipate customer need and adjust workflows to ensure satisfaction.
• I proactively identify when others need assistance and offer help without being asked.
• 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 demonstrate gratitude and recognition for team contributions.
• You build trust by consistently being available and responsive to team needs.
• You make sure employees have the resources they need to achieve their results.
• I modify team roles or workflows to better align with changing business conditions.
• You establish clear performance standards and reinforce them through regular feedback.
• You encourage employees to give 100% to achieving high results.
• I follow up consistently on commitments and deadlines to ensure progress is sustained.
• You recognize and reward behavior that produces top performance

Analytical

• You incorporate new technologies or tools to enhance efficiency under pressure.
• I review historical performance data to inform future planning decisions.
• I use data and metrics to evaluate performance and guide accountability conversations.
• You use dashboards or visual tools to communicate progress transparently.
• You implement methods for conducting performance audits
• You request specific action-oriented support from District core team, including HR/Training, Tech, Sales, etc.
• 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

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

Prioritization

• Where do you concentrate your efforts?
• Describe how you decide which tasks need completed first.
• What determines the parts of the project that need completed first?
• How would you direct the team in prioritizing daily work activities?
• 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 do you prioritize those goals that need to be completed first?
• How do you prioritize tasks to best achieve the results?
• What determines the proper order for completion of the tasks?

Planning

• 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 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 identify the steps needed to accomplish the results?
• How do you plan the best course of action to achieve the goal?

Maintains Focus

• 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.
• How do you work toward achievement of goals even when confronted with obstacles?
• How do you stay focused and not become distracted by non-issues or interruptions?
• 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?
• Describe how you demonstrate the personal confidence to "stay the course," even when faced with difficulty.
• 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?

Flexible

• Explain what steps you would take to adapt to any disruptions in the supply chain to maintain production levels.
• 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.
• 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.
• Describe how you would be flexible and willing to change the strategy to better achieve the objectives.

Response to Setbacks

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

Monitors Progress

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

Bias for Action

• How would you handle multiple tasks simultaneously?
• 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?
• How do you spend the majority of your time?
• Have you had to identify and act upon opportunities to increase quality of team output?
• How do you accomplish difficult tasks obtaining measurable results?
• Describe how you would give extra effort to solve problems and get work done on time.

Achieves Results

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

Highly Motivated

• 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?
• 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?
• Describe an instance which demonstrates that you are highly motivated to complete tasks despite obstacles that may arise.
• Give an example of how you inspire and motivate coworkers to be more productive and energetic at work.
• How do you approach setbacks and challenges? (Are the viewed as opportunities to learn?)
• Are you motivated by a strong desire to exceed performance standards?

Attitude

• Do you views obstacles as opportunities to improve yourself? Give an example.
• Describe how you have a positive attitude that encourages others to continue supporting the production goals.
• 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

• How do you consistently and effectively communicate departmental goals/objectives?
• 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?

Service Orientation

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

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 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?
• How do you request specific action-oriented support from District core team, including HR/Training, Tech, Sales, etc?

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