• 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

Establishing Focus/Direction Comments

• I set appropriate goals for employees.
• I made sure that employees understand how their work relates to organizational goals.
• I aligned the department's goals with the goals of the organization.
• I articulated the objectives in clear, measurable terms so that every team member understood what success looked like.
• I created well articulated goals for the team to pursue.
• I articulated the goals, expected outcomes, and how the goal contributed to the broader vision of the organization.
• I determined production quotas that need to be met.
• I supported employees in setting stretch goals that aligned with team direction.
• I created well articulated goals for the department.
• I showed employees how their contributions made a meaningful impact.
• I made sure all employees had a clear understanding of the goals for the project and the implementation steps.
• I aligned the team's efforts, energy, and focus on a shared goal.
• I defined clear deliverables, timelines, and quality thresholds for each role or project.
• I aligned employees to address needs and concerns of customers.

• I made sure that employees understand and identify with the team's mission.
• I scheduled regular check-ins and 'roundings' where employees could discuss their goals, preferences, and any areas where they needed support.
• I reviewed organizational conditions to uncover strategic opportunities and mitigate potential threats.
• I understood the strengths and needed of each employee in the department.
• I observed how employees approached tasks, interacted with others, and handled challenges.
• I analyzed internal and external factors to identify challenges and potential advantages for the department.
• I understood the strengths and needed of the team.
• I was aware of each employees needs.
• I scheduled regular one-on-one meetings with employees to help give focus and direction.
• I kept the team up-do-date with the latest information.
• I assessed the opportunities and threats faced the department/organization.
• I made sure all employees understood the purpose for the project and the tasks they were assigned.
• I ensured employees understood the task's objectives and significance.

• I selected specific strategies and designed options to help the organization achieved success within a competitive environment.
• I delegated responsibilities to team leads and supervisors to oversee specific areas of work.
• I set production assignments for the department.
• I translated strategic goals into actionable steps for individuals and teams.
• I gave direction to the department/organization.
• I established guidelines and procedures to ensure workplace safety and compliance with regulations.
• I was effective in giving direction to the department.
• I determined procedures to be followed for production.
• I prepared daily job and tasked assignments for employees.
• I designed workflows and standard operated procedures (sops) to ensure consistency and efficiency.

• I ensured that each team member was assigned some part of the project.
• I developed contingency plans to proactively addressed potential risks.
• I responded constructively to setbacks by exploring alternative paths to goal completion.
• I determined the best approach for achieved goals.
• I offered guidance, resolved roadblocks, and ensured the team had what it needed to succeed.
• I planned responses to potential risks and unforeseen challenges to minimize disruption.
• I developed a plan or strategy providing a clear path forward.
• I anticipated potential challenges or obstacles that might derail department plans.
• I modified plans or timelines in response to emerging data, feedback, or shifting priorities.
• I expanded employee focus from day-to-day tasks to more strategic goals.
• I prepared and reviewed action item lists for others.

• I set deadlines and key milestones to guide the team's progress.
• I balanced competing priorities by allocating time based on impact and deadlines.
• I set production schedules for the department.
• I established the work schedule for the crew to keep progress moving forward.
• I scheduled adequate time for high-priority items.
• I helped employees establish deadlines for important phases of the project.
• I built schedules that reflected both urgency and long-term strategic goals.
• I scheduled adequate time for important project items.
• I created structured timelines that provided clarity and reduced ambiguity.
• I developed shift patterns or schedules to maximize productivity while addressing individual availability.
• I set schedules and timelines to keep the team on track.

• I identified gaps in infrastructure or support and proactively addressed them.
• I set timelines, roles, responsibilities, and resources required to achieve the goal.
• I divided the overall strategy into smaller, achievable milestones with deadlines.
• I built functional structures that supported and drove the organization toward its vision.
• I broke down larger goals into smaller, manageable milestones to add more structure toward the accomplishment of the goal.
• I created operational models to focus the organization's resources on achieving its strategic priorities.
• I developed frameworks and systems to guide the organization toward achieved its goals.
• I established processes and structured to steer the organization in a clear, strategic direction.
• I broke down larger tasks into smaller ones to help employees maintain focus.

• I help guide employees with prioritizing tasks.
• I prioritized tasks and resources to maintain focus and direction for the department.
• I identified the tasks or goals that had the biggest impact.
• I encouraged employees to focus on getting results now.
• I identified which tasks or projects needed immediate attention and which could be deferred.
• I regularly reinforced the connection between daily tasks and broader organizational outcomes.
• I allocated time for important goals.
• I ensured that the department's plans support the broader vision and strategic goals of the organization.
• I stayed focused on important goals by saying "no" to less important goals and requests.

• I provided training or mentorship to help guide employees in the department.
• I provided tailored guidance based on each employee's experienced level and learning style.
• I got employees back on track when they wandered from the assigned tasks/projects.
• I guided the team's activities toward completion of the goal.
• I encouraged employees to work together for the completion of tasks.
• I led by example to guide employees in the completion of tasks.
• I mentored and helped team members stay on track through guidance and collaboration.
• I provided strong direction to new employees and recent transfers.
• I re-aligns tasks with the larger organizational goals when needed.
• I offered coaching and developmental feedback to help employees navigate challenges.
• I created opportunities for peer learning and collaborative problem-solving.
• I used guiding questions to help employees think critically and make informed decisions.
• I actively led and supported employees in their tasks to maintain progress and alignment with the department's goals.

• I recognized and reinforced behaviors that met or exceeded established standards.
• I regularly reviewed standards of performance to ensured they remained relevant and aligned with strategic goals.
• I set the requirements for satisfactory job performance.
• I outlined specific behaviors and outcomes that constituted success in the role.
• I set benchmarks or criteria for the quality of products and services.
• I decided on key performance indicators (KPIs) to measure individual and team success.
• I distinguished between minimum acceptable performance and aspirational excellence.
• I used performance data to reinforce expectations and guide improvement.
• I set expectations for acceptable job performance.
• I clarified priorities and expectations to ensure team members understood their roles and objectives.

• I stayed focused even when under pressure and stress.
• I identified early signs of misalignment and intervened to restore focus and direction.
• I ensured the team stayed on course and worked effectively.
• I motivated and inspired the team by connecting their objectives to the organization's.
• I set the focus on improving the organization's products and services.
• I motivated employees by encouraging their participation on projects.
• I encouraged employees to stay focused on the task at hand.
• I redirected efforts when team members drifted from core objectives or timelines.
• I focused employee activities on the main goals for the department.

• I functioned well under stress, deadlines, and/or significant workloads.
• I maintained self-control when personally criticized.
• I maintained focus on the goal despite obstacles and setbacks.
• I encouraged autonomy while remaining available for guidance and recalibration.
• I worked with focus and direction in the face of obstacles.
• I maintained a non-anxious composure even in stressful situations.
• I maintained focus on doing the best quality work even if it requires saying "no" to unnecessary, or unrelated, projects.

• I used real-time feedback to recalibrate performance expectations when needed.
• I sought to minimize underutilization and/or overutilization and made adjustments to workloads accordingly.
• I regularly measured job performance to maintained focused and direction.
• I used check-ins and feedback loops to keep employees accountable and aligned.
• I sought to enhance my understanding of the department's dynamics to better determine the needs of the department.
• I created measures of performance to ensure progress was being made.
• I paid close attention to how tasks were distributed among employees.
• I monitored the workloads of employees balanced and their impact.
• I analyzed metrics such as projected completion rates, quality of work, or customer satisfaction scores.
• I used performance analytics or projected management tools to gain quantitative insights into how well goals were being met, where inefficiencies lie, and which employees might needed additional support.
• I sought to understand any external factors that might impact projects being worked on by the department.
• I regularly checked in to ensure the team was on track.
• I implemented metrics that reflected both output and impact, tailored to team goals.

• I tailored guidance and supported based on individual strengths, challenges, or circumstances.
• I adjusted expectations and deliverables to accommodate evolving organizational needs.
• I refined objectives to better align with the team's strengths or organizational needs based on feedback from team members.
• I identified areas for improvement and made any necessary course corrections.
• I revised workflows or processes to simplify and improve outcomes if the current method was not meeting expectations.
• I balanced team workload by redistributing tasks when capacity or availability changes.
• I maintained focus on long-term goals while adjusting short-term tactics.
• I listened to employee input and adapted direction to reflect frontline realities.
• I reassessed assignments and ensured coverage without overburdening others due to absences of personnel within the department.
• I was flexible and ready to adjust strategies in response to changing circumstances.
• I shifted priorities or resources to address unexpected changes to the situation while keeping the team informed and motivated.

• I invested in skill-building resources that enabled employees to meet evolving performance standards.
• I determined the distribution of tools, equipment, and budget needed to achieve objectives.
• I anticipated the resources needed and secured them in advance to prevent delays.
• I aligned resource planning with departmental goals and organizational priorities.
• I adjusted resource distribution dynamically in response to shifting demands or constraints.
• I ensured that employees had the tools, training, and support needed to complete the task successfully.
• I implemented financial resources and gainsharing programs to help employees focus on increasing efficiency.
• I ensured access to subject matter experts or mentors for specialized guidance.
• I allocated time, personnel, and tools based on task complexity and team capacity.
• I secured cross-functional support and external partnerships to supplement internal resources.
• I provided onboarding materials, process guides, and role-specific training to ensure readiness.

• I gained employee commitment to the task.
• I provided incentives to help employees remain committed to the completion of important tasks.
• I helped employees stayed committed to completing group tasks.
• I encouraged employees to participate in planning or decision-making to foster a sense of ownership in the goal.

• I maintained focus when handling several problems or tasks simultaneously.
• I am excellent at managing time.
• I say "no" to ideas that will result in lost time and effort.

Benefits of Establishing Focus and Direction

• Improved Team Performance: With clear goals and guidance, teams work more effectively and achieve higher levels of productivity.
• Stronger Leadership Credibility: Employees value leaders who provide clarity and structure, which enhances trust and respect for the manager.
• Better Decision-Making: A well-structured approach allows managers to prioritize tasks and allocate resources more efficiently, leading to smarter decisions.
• Enhanced Employee Engagement: Clear direction fosters a sense of purpose, boosting employee motivation and reducing turnover.
• Operational Efficiency: By streamlining processes and setting clear standards, managers can reduce confusion and eliminate wasted effort.
• Adaptability to Change: Having a clear focus helps managers quickly realign their team during unforeseen challenges or shifts in priorities.