360 Feedback Items List

This form is used to help us develop a questionnaire to meet your needs. We have a list of questions (shown below) from which you may choose or get some ideas about the types of questions to ask on your survey. You are not limited to just the items shown here. This list is displayed to give us a starting point in developing your questionnaire.

You may use this form to tell us a little about the types of items you would like included on your questionnaire. Please select the items you wish to include by checking the box next to each item. Then when you are done, scroll to the bottom of the web page and press the SUBMIT button to submit this request. We will receive the request and contact you if needed.

If you want to add additional items, you may do so by typing them into the box at the bottom of this form.

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Feedback Seeking
Asks the "right" questions to size up or evaluate situations.
Recognizes areas of missing data and suggests other ways to obtain the needed information.
Data Driven
Connects experiences, analyzes the facts and spots issues across a wide array of legal and business issues to see patterns and draw conclusions not readily apparent to others.
Develops Knowledge
Understands and capitalizes on relationships between conflicting goals.
Problem Solving
Determines important parameters or issues to take into account when solving problems.
Detail Oriented
Identifies discrepancies and inconsistencies in reports.
Organizes information for decision making.
Can effectively interpret and analyze data.
Decision Making
Actively seeks constructive feedback from others.
Able to develop, justify and present a budget.
Completes reports on-time.
Enthusiastic about taking on challenging projects.
Performance Measures
Implements and uses performance measures.
Decision Making
Defines intent.
Is confident in the decisions they make.
Remains decisive after discovering a mistake.
Remains calm when making important or difficult decisions.
Is confident in their actions.
Action Oriented
Is not afraid to take risks that may yeild significant results.
Takes decisive action to address problems, following up with relevant team members and coaching them on how to improve
Balances analysis with decisiveness in order to meet deadlines
Makes logical assumptions in the absence of facts.
Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
Determines where actual results differ from desired results and makes necessary corrections
Uses Judgment
Effectively chooses appropriate courses of action.
Improvises within supervisor's intent; handles a fluid environment.
Uses reasonable assumptions and logic to decide between alternate courses of action
Good Decision Making
Makes decisions that positively impact team/departmental performance
Makes good decisions even under conditions of uncertainty.
Makes sound and timely decisions.
Goal Oriented
Does not lose sight of the big picture when making decisions
Informed Decisions
Examines relevant factors needed to make a decision.
Asks for additional information when making critical decisions, rather than operate blindly
Uses data from different sources to confirm information.
Gathers and analyzes relevant information about changing situations to recognize and define emerging problems.
Relates and compares information from different sources to identify possible cause-and-effect relationships.
Includes Others
Coaches team on decision-making, especially from a multiple-site-management perspective
Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently
Solicits feedback from others on the quality of his/her decision-making
Develops and shares effective decision-making practices and tools to further develop the team
Encourages team to provide input on branch decisions when appropriate
Aware of his/her own skills and abilities.
Learns from the consequences of decisions made.
Accepts the consequences of decisions made.
Problem Solving
Able to meet the needs of different constituents in the solution of a problem.
Infers important trends from data.
Analyzes systems and processes for opportunities to gain efficiency.
Gets to the Root Cause
Able to solve problems at root cause rather than at symptom level.
Is able to isolate the main problem.
Links process improvement and results improvement
Seeks Data and Input
Accurately evaluates the implications of new information or events.
Asks the right questions to size up or evaluate situations.
Selects operating indicators to track organizational performance over time and communicates current status to the organization
Determines the impact of recommended solutions.
Creativity and Innovation
Able to develop innovative solutions to problems.
Develops creative solutions.
Ability to develop innovative solutions to problems.
Develops innovative solutions to problems.
Effective problem-solver
Effective in solving problems.
Bias for Action
Takes decisive action to address problems, following up with relevant team members and coaching them on how to improve.
Inclined to initiate action rather than react.
Champions changes within the organization.
Bends rules when necessary to accomplish tasks.
Exceeds Goals
Aims to achieve more than what is expected or required.
Seeks and utilizes opportunities for continuous learning and self-development.
Takes the initiative to change the direction or course of events.
Prepares for unexpected contingencies.
Looks beyond company for new ideas and innovative approaches.
Creates improved methods or solutions for meeting goals and objectives.
Challenges current procedures to develop other alternatives.
Risk Taking
Takes risks that often yeild rewards.
Sets goals for themselves professionally.
Achieves goals.
Achieves stretch goals.
Follow Up
Keeps abreast of current developments pertaining to the job
Time Management
Is trustworthy; is someone I can trust.
Widely trusted
Demonstrates a sense of responsibility and commitment to public trust.
Maintains Commitments
Delivers on promises made.
Takes care to maintain confidential information.
Consistently demonstrates high personal standards of ethical judgment.
Follows Procedures
Always follows required procedures and regulations.
Change Management
Handles Ambiguity
Effective in dealing with ambiguous and challenging situations.
Avoids stating unclear or conflicting goals.
New Initiatives
Supports various change management activities.
Facilitates others in the development and implementation of changes.
Facilitates the implementation and adoption of organizational changes.
Leads by Example
Champions and implements organizational change.
Sponsors and promotes organizational change.
Overcomes Resistance
Addresses organizational and departmental resistance to changes.
Obtains input and feedback from stakeholders affected by changes.
Works cooperatively with others to implement changes.
Process Oriented
Helps the department manage organizational changes.
Plans and initiates effective departmental and organizational changes.
High Self Standards
Strives to improve or meet standards of excellence.
Process and Procedure
Makes a plan for getting things done and drives execution of the strategic plan, actively supporting or leading initiatives to closure.
Working with Others
Schedules time for self and others to optimize high priority and long term actions. Monitors progress towards business goals.
Performance and Results
Completes work to given time frame and to budget
Accomplishes goals on schedule and under budget.
Completes work to a high technical standard
Response to Setbacks
Follows-up and takes action when goals are not met to ensure better results in the future.
Accepts setbacks and challenges as improvement opportunities
Persists in seeking goals despite obstacles and setbacks.
Results Oriented
Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
Communicates goals and objectives to employees.
Calm Under Stress
Deals with conflicts by controlling their own emotions, listening, and by being flexible and sincere in their responses.
Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
Is calm and rational in their behaviors.
Sets an example for others during stressful periods by maintaining a positive, can-do attitude.
Does not act impulsively.
Commitment To Result
Department and Team
Creates a sense of urgency among the store team members to complete activities, which drive sales.
The Company
Maintains a commitment to the company.
Able to focus on a task even when working alone.
Technology Use/Management
To Do List and Timelines
Prioritizes new tasks according to their relative importance.
Leaves time in the schedule for unplanned contingencies.
Uses agendas when chairing or facilitating meetings.
Builds and maintains the trust of others.
Makes time for developing plans and schedules.
Healthy Worklife Balance
Sets a good balance between work and family life.
Prevents irrelevant distractions from affecting the completion of tasks.
Does not become flustered by deadlines and timelines.
Deals effectively with interruptions.
Focuses on tasks that have high priority.
Avoids distractions in the workplace.
Bias for Action
Does not procrastinate.
Clarity in Goals
Makes sure goals and objectives are clearly and thoroughly explained and understood.
Maintains clarity in goals and objectives.
Clarifies problems and their causes to help employees correct them.
Clarity in Communications
Avoids creating ambiguity or mixed messages.
Communicates ideas and facts clearly and effectively in writing.
Detail Oriented
Attends to the important details of a job or task.
Checks details thoroughly.
Maintains logs.
Takes a lot of pride in their work.
Keeps themselves and others focused on constant improvement.
Leads team to achieve consensus, solve problems, and accomplish tasks.
Motivates others to work together toward common objectives.
Actively listens to feedback from subordinates.
Sets a positive example admired by others.
Incorporates the company Philosophy, Mission Statement, and Core Values into the district's culture so that co-workers accept them as more than just written documents
Organization and Planning
Allocates as much time as needed for task completion.
Able to organize the work of others.
Has own self-development plan; seeks opportunities for self-development on an ongoing basis
Able to conceptualize, organize, staff and manage a program with results.
Can organize others.
Expects participation by all team members.
Holds core team members and DMs accountable to commitments made
Takes responsibility for and correct poor performance.
Decision Making
Gathers and analyzes data and develops rationale for decision.
Suggests methods to reduce stress within work environment.
Can influence and persuade others to a course of action.
Influences the organization
Uses persuasion and influence instead of micromanaging employees.
Effective in selecting and retaining high performing employees.
Actively listens to employees as they explain their understanding of problems and situations.
Communicates frequently with entire core team to ensure inter-departmental alignment and collaboration to accomplish objectives
Communicates calmly and honestly with co-workers, customers, and supervisors, even when stressed
Consistently communicates why something needs to be done or changed and relates current initiatives to Company vision and goals.
Communicates with others how they contribute to and support the company's mission.
Expresses clear goals and objectives.
Guides individuals toward goal achievement using negotiation, teamwork/collaboration, motivation and staff development skills.
Demonstrates commitment to long-term development of self and associates.
Provides resources to enable individuals to develop professionally.
Open to Feedback
Responds to performance feedback, identifying development opportunities (i.e., training) related to current job
Remains open to suggestions, ideas, and opinions of others.
Gives Feedback
Provides accurate, timely, and (where appropriate) positive feedback.
Can persuade other peers and team members.
Empowers Others
Encourages peers and subordinates to challenge his/her views or opinions.
Gains cooperation, support, and buy-in of others.
Encourages innovation and creativity by others.
Rewards and Recognition
Rewards employees for innovation and calculated risk taking
Coordinates Efforts
Meets regularly with subordinates to align their work with the goals and objectives of the Company.
Focuses team efforts on meeting the needs of the customers.
Able to take advantage of the different capabilities and talents of team members.
Considers duty positions, capabilities, and developmental needs when assigning tasks.
Maximizes the efforts of all team members.
Emotional Intelligence
Takes an active interest in the success of others.
Effective Leader
Effective leadership talent and skills
Enhances the quality and productivity of the team.
Improves work quality for the team.
Maintains high ethical standards.
Performs effectively, even under frustrating or challenging work conditions
Supports Company sponsored training and development initiatives.
Regularly attends to, and contributes at, meetings.
Keeps subordinates informed.
Gives Feedback
Deliver effective feedback on a regular basis
Gives subordinates the reason for tasks.
Leads by Example
Sets an example for others to follow
Empowers Others
Enables others to feel and act like leaders
Allows individuals to feel responsibility and accomplishment for their decisions.
Time Management
Allocates as much time as needed for task completion.
Managing Performance
Goals and Objectives
Provides employees with necessary resources to accomplish their goals.
Rewards and Recognition
Rewards employees for exceeding goals.
Provides support and resources employees need to do their best to accomplish goals.
Supervisory Skills
Encourages collaboration of fellow employees to achieve results.
Creates a culture that fosters and values collaboration.
Communicates a clear message that teamwork and collaboration are expected.
Works to get buy-in of individuals based on common good of business.
Coaching and Supervision
Coaches team members to work toward a common goal.
Creates opportunities to learn with other team members
Coaches team on how to solve problems, plan, and meet organizational goals and objectives.
Teamwork and Team Building
Creates a climate that encourages team participation.
Facilitates conflict resolution discussions between individuals in different teams
Provides coaching and team-building ideas/opportunities for district core team and branch managers
Seeks and listens to other's contributions
Shares pertinent information with all members of the team.
Works effectively with all departments, district and area staff, and R&D
Decision Making
Facilitates team discussions and problem-solving
Facilitates the development of team/unit work standards
Contributes to and supports team decision-making process
Role Model
Comes across as a reliable, committed team member
Helps other managers in need of assistance, such as providing needed resources (co-workers, supplies, etc.)
Shares credit for accomplishments with team members
Communicates well with team members.
Discusses with team about issues and the effects of those issues.
Bias for Action
Actively participates as a team member
Actively participates in the work of teams; seeks and listens to others' contributions
Carries his/her share of the workload
Act as an effective teamplayer
Demonstrates compassion and respect for others through actions; is concerned about their work and non-work issues
Relates to all kinds of people tactfully
Relates to all kinds of people tactfully, from shop floor to executives
Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.
Sets clear and reasonable expectations for others and follows through on their progress.
Creates opportunities for professional development.
Allows subordinates to use their own methods and procedures.
Encourages and empowers subordinates to use initiative in achieving goals and objectives.
Tells subordinates what to do, not how to do it.
Defines the roles, responsibilities, required actions, and deadlines for team members.
Effective Performance
Has great overall performance
...Produce Quality
Shown significant improvement in job performance.
Works well in this position.
Increased Responsibilities
Encourages me to take on greater responsibility.
Meets regularly to discuss job performance.
Listens and responds to issues and problems
Displays organizational savvy; knows who to contact in order to get things done.
Interpersonal Skills
Role Model
Understands that stress is part of work and does not let it affect them personally.
Is a role model for others
Demonstrates awareness of how specific actions, or inaction, could affect others
Listens to and interacts with customers and team members in an effective, tactful, and pleasant way
Anticipates the concerns of other employees.
Demonstrates compassion and understanding of others.
Uses tact, compassion, and sensitivity in interactions with others.
Expresses ideas in an appropriate manner to overcome resistance, complaints, and frustration from others
Adapts management style to meet the needs of the individual or situation.
Recognizes and rewards behavior that produces excellent performance.
Holds team members accountable to commitments made.
Influences others on his/her team to reach goals, improve performance, and try new things
Gives honest feedback and suggestions for improvement.
Gives honest opinions when asked.
Keeps and maintains confidentiality and trust.
Coaches employees on how their style influences the outcomes of situations.
Coaches team on how to offer alternative solutions in order to help customers achieve desired results
Coaches others how to communicate with influence and persuasion.
Provides learning activities to help team members better relate to one another and create a collaborative environment
Encourages team and team members to seek and respond to constructive criticism
Establishes good rapport with employees and customers.
Applies appropriate communication techniques to the situation.
Builds a strong rapport with co-workers.
Able to work with individuals at all levels of the Company.
Helpful, considerate, and cooperative towards others.
Is open to input on alternative ways to accomplish objectives
Encourages others to share ideas to develop team cohesion.
Will listen to suggestions and advice from others
Is open and approachable
Listens to others, withholding judgment, and comes across as open to all viewpoints
Appreciates the work of direct reports and subordinates.
Facilitates the resolution of conflicts and grievances.
Defuses hostile/angry individuals in group settings to prevent disruption of work.
Effectively manages conflicts by dealing with them directly and immediately
Successfully mediates conflicts and disagreements.
Provides constructive feedback in a way that fosters acceptance and development.
Receives feedback (both positive and negative) in a constructive manner.
Inspires and motivates co-workers to be productive and energetic at work
Client Focus
Meets or Exceeds Requirements
Focuses the department on meeting requirements of clients.
Satisfies client needs.
Helps clients to feel satisfied with our work/services.
Identifies Opportunities
Looks for opportunities that have a positive impact on Clients.
Anticipates client needs.
Focuses on maintaining good relationships with clients.
Interacts with clients to define roles, expectations, and responsibilities.
Promotes, implements, maintains and enhances relationships with clients.
Customer Focus
Satisfies Customer
Does whatever it takes to make sure the customers' needs are fully met.
Focuses the team on meeting customers' requirements
Customer Relationships
Form strong customer relationships
Our team's current activities reflect a strong focus on the customer
Develops strong customer relationships.
Communicates regularly with customers to get feedback and performance information.
Role Model
Displays behaviors that support a broad definition of customer.
Action Oriented
Follows up to ensure customer needs are met
Helpful Attitude
...friendliness and courtesy of our customer service representatives/tellers
Empowering Others
Avoids micromanaging their employees.
Distributes the workload to subordinates.
Encourages employees to solve problems on their own.
Able to adapt the department to changing business demands and climate.
Input from Others
Solicits input from others to make informed decisions.
Solicits input from others when making decisions.
Sets clear goals for others to accomplish.
Removes obstacles to the success of others.
Provides support and resources needed to accomplish goals.
Developing Others
Challenging Tasks
Encourages others to accept projects or tasks that extend their abilities and present opportunities for development.
Develops employees by offering and encouraging them to take on new or additional responsibilities.
Able to understand others' points of view.
Skill Development
Assigns tasks and responsibilities to develop skills of others.
Enhances the knowledge and skills of others.
Facilitates employee training when implementing new programs or systems.
Motivates employees to participate in development programs.
Supports the successes of other employees.
Makes sure that employees are aware of how they perform in their job.
Is open to receiving feedback.
Conducts regular reviews to explore development opportunities.
Assesses employees' developmental needs.
Provides advice and suggestions to others.
Encourages employees through recognition of positive changes in behavior.
Recognizes that each employee needs training and developed based on their individual learning style.
Recognizes and celebrates accomplishments of others.
Co-worker Development
Coaches/mentors individuals outside of direct team for performance improvement and to help them be effective coaches for others
Provides access to development resources for co-workers
Establishes Goals and Expectations
Matches the competencies and confidence of the co-worker to the task when delegating assignments (i.e., uses Situational Leadership)
Sets high/stretch goals for individuals and teams
Sets and clearly communicates expectations, performance goals, and measurements to others
Performance Feedback
Provides performance coaching for each co-worker to help him/her improve
Addresses Poor Performance
Works to identify root causes of performance problems
Employee Development
Helps others to identify key goals and use their talents to achieve success.
Provides assignments and experiences to develop employees.
Develops the skills and capabilities of others.
Shows employees their development needs
Gives Feedback
Provides guidance and feedback to help accomplish a task or solve a problem.
Offers constructive feedback to improve performance.
Gives factual, specific and non-judgmental feedback.
Shows employees their areas of strengths
Understand Job Roles
Helps employees to understand the responsibilities and expectations of their job.
Helps employees to understand responsibilities, authority, and expectations.
Corrects Mistakes
Gives constructive feedback without becoming confrontational.
High Performance
Helps employees achieve high performance.
Provides challenges that go beyond perceived limitations
Coaches and mentors employees to achieve excellence.
Coaches employees to achieve high performance.
Encourages employees to achieve their full potential.
Conflict Management
Discusses conflict situations with supervisor.
Facilitates constructive dialog with stakeholders.
Facilitates dialog between stakeholders.
Finds common ground between parties.
Identifies potential opportunities for compromise.
Persuades others to accept ideas that may be difficult and uncomfortable.
Settles disputes amicably.
Business Oriented Resolutions
Turns conflicts into action that creates business results.
Is knowledgeable of procedures or systems necessary for the job.
Acts as a resource without removing individual responsibility.
Role Model
Works in a way that makes others want to work with her/him.
Honesty and Integrity
Is honest
Behavior is ethical and honest.
Business Acumen
Can effectively interpret and analyze data.
Strategic Insight
Applies knowledge of team behavior to help achieve organizational goals and objectives.
Delegation and Empowerment
Delegates tasks to employees according to their skills (skill level).
Provides timely and thorough performance evaluations of employees.
Resolves personnel problems quickly and effectively.
Promotes teamwork and cooperation within the department.
Forward Thinking
Anticipates obstacles and ways to overcome them.
Anticipates potential challenges and develops plan to overcome achieve success.
Task Orientation
Works toward identifying potential problems and solutions for addressing them.
The Company
Communicates to employees how their jobs/ works/ goals relate to organizational goals
Supports communication systems recently implemented.
Understands how decisions impact other business units beyond their immediate department of work group.
Communicates the vision of the organization to all employees
Communicating with Others
Communicate effectively with colleagues and customers
Communicate well
An effective listener who is responsive to information needs.
Considers the audience in how the communication is presented.
Keeps open and regular communication with others.
My Supervisor
Conducts regular performance feedback discussions with individuals and teams
Informs supervisor about progress made on goals and objectives.
Checks for understanding throughout conversations or group presentations/discussions
Clarifies words or statements to gain better understanding of the message.
Demonstrates clear verbal and written communication skills
Communicates goals of project, resources required, resources available, etc. to team
Communicates a clear understanding of the subject at hand.
Coaching and Developing
Coaches others on their written communication skills
Implements performance appraisals focused on employee development using SMART criteria
Communicates progress on business goals to team and upper management
Communications with college leadership
Has the confidence to communicate effectively to all levels (from CEO down) of the organization, external customers, suppliers, as well as the senior counsel of other companies.
Effective Methods
Delivers effective presentations.
Maintains good contact with others when speaking.
Able to use multiple methods of communication.
Tailors oral communications to the intended audience.
Uses effective non-verbal communication (e.g., eye contact, nodding, gestures, etc.)
Able to effectively prepare and deliver presentations influentially.
Conveys priorities with right sense of urgency and importance.
Persuasive and articulate when communicating.
Delivers influential presentations.
Is an effective and motivating communicator.
Listens well
Listening to your side in employer/employee disputes
Listens to others' points of view with an open mind
Uses active listening techniques (e.g., paraphrasing, reflecting, open-ended questions) to ensure successful communication
Listens attentively and without interrupting to team members and customers
Explains reasons behind decisions and actions.
Focuses communications on the relevant key issues.
Addresses issues of key importance to stakeholders.
Receives and answers questions - on the spot. S/he has a willingness to address the tough questions.
Can effectively deliver presentations.
Comes across as comfortable and effective as a public speaker
Delivers difficult messages to co-workers in an appropriate manner
Delivers well-prepared, informed, poised and succinct presentations.
Accuracy and Clarity
Communicates project information accurately and clearly.
Expresses ideas clearly and concisely to individuals and groups, in both formal and informal settings
Delivers information in a clear, concise, and logical manner.
Reports are clear and persuasive.
Conveys ideas confidently and succinctly.
Self Control
Delivers difficult/sensitive messages to co-workers in an appropriate manner
Maintains self-control in conversations.
Adapts to circumstances as needed.
Adapts to new organizational structures, policies, or procedures.
Adapts to new technology and systems.
Bias for Action
Changes behavior quickly based on the task or needs of the customer.
Thinks outside the 'box'.
Able to anticipate or adapt to uncertain or changing situations.
Responds quickly to new opportunities or risks.
Open to the perspectives/viewpoints of others.
Campions Change
Encourages others to adopt new procedures.
Continually evaluates the direction and speed of the organization and makes appropriate mid-course adjustments
Is flexible and open minded in dealing with others.
Performs a wide range of tasks, responds to changes in direction and priorities and accepts new challenges, responsibilities, and assignments.
Works effectively in dynamic and changing work environments.
Adapts to new work processes and procedures.
Takes responsibility for decisions.
Learning and Development
Learns new skills to become competitive and contribute to the bottom line.
Able to quickly learn new ways of performing their job.
Learns from personal experiences and/or mistakes.
Change as a Positive
Embraces changes in technology and automation.
Implements new rules, procedures, or regulations.
Develops new and innovative ideas and approaches for solving problems.
Adjusts priorities to changing business goals.
Able to work within uncertain environments.
Confronts unexpected changes by remaining flexible and adaptable.
Willing to change ideas or perceptions based on new information or contrary evidence which is presented.
Integrates information from a variety of sources to develop new and creative solutions.
Anticipates changes in the work environment.
They are . . .
Is someone who is there when you need them.
Accepts accountability for their results.
Set high standards in their performance
Is someone you can trust.
Accepts accountability for their actions.
Process and Procedure
Creates a consistent process for prioritizing work.
Requires employees to submit action plans, timelines or other objectives.
Develops goals and establishes objective measures of success.
Requires team members to present progress reports or prepare contingency plans.
Challenges Others
Encourages employees to set challenging but achievable goals.
Seeks commitment from employees prior to assigning tasks.
Encourages employees to take on greater responsibilities.
Defines roles, rights, and responsibilities of employees.
Allows employees to set their own performance goals.
In Problem Solving
Tackles issues head on and finds solutions.
Performance and Results
Able to effectively limit risk-taking while maintaining optimal performance.
Holds team accountable to meeting goals.
Takes personal responsibility for results.
Justly applies disciplinary measures.
Acts like an owner when they make decisions.
Responses to Setbacks
Requires advanced warning on problems and issues that will affect completion of tasks.
Takes ownership of mistakes and learns from them.
Organizational Awareness
Implements and facilitates controls and processes that maintain the integrity of the organization.
Remains knowledgable of Company performance.
Is aware of problems or issues that may affect the organization.
Keeps Supervisor in the Loop
Informs supervisor of progress without having to be asked about it.
Keeps supervisor informed of recent events.
High Self Standards
Gets the job done.
Seeks and utilizes opportunities for continuous learning and self-development.
Able to work effectively with new people and new teams.
Decision Making
Makes effective decisions, even when under pressure.
Effectively makes decisions
In Problem Solving
Works quickly when faced with difficult problems.
Challenges Others
Motivates & supports others to gain skills
Motivates others to achieve or exceed goals
Drives and mobilizes others progress toward goals.
Action Oriented
Exhibits personal ambition and drive but not at expense of others.
Displays high energy and enthusiasm on consistent basis.
Exhibits personal ambition and drive.
Response to Setbacks
Takes corrective action when necessary.
Organizational Awareness
Works across organizational lines and boundaries to attain goals.
Personal Standards
Maintains high standard of excellence when dealing with ethical, legal, or regulatory issues.
Does the right thing even when negative consequence may result.
Addresses critical customer issues in a timely manner.
Personal Relationships
Maintains strong relationships with others.
Establishes relationships of trust, honesty, fairness, and integrity.
Maintains Confidentiality
Able to maintain confidential information.
Provides honest and truthful information to others.
Demonstrates honesty and truthfulness at all times.
Fosters an environment built upon trust.
Develops trust and confidence from others.
Maintains the confidentiality of others.
Demonstrates sincerity in actions with others.
Delivers on promises and meets obligations.
Follows tasks to completion.
Accepts responsibility for mistakes.
Conducts all dealings in an honest and upfront manner.
Freely offers sound information and advice.
Self Management
Strategic Focus
Determines a strategy for advancing the department.
Continual Improvement
Training and Development
Persues learning that will enhance job performance.
Tools and Technology
Uses appropriate analytical tools at each stage of the problem solving process.
Information Sharing
Shares information regarding new technologies with other team members.
Process Improvement
Looks for ways to improve work processes and procedures.
Investigates the root causes of problems.
Skills and Responsibilities
Keeps up to date on newest research and technology.
Looks for ways to expand current job responsibilities.
Looks for ways to expand and learn new job skills.
Feedback and Monitoring
Determines current levels of performance and establishes new levels to be achieved.
Generates and implements effective improvement plans.
Technology or Business Knowledge
Demonstrates knowledge and understanding of breakthroughs in the industry.
Goal Setting
Sets relevant learning objectives and goals.
Professional Development
Keep themselves up-to-date of technical/professional issues
Open to feedback, new perspectives, continuous learning and self-development.
Asks others for their ideas and opinions.
Is not embarrassed to ask for an opinion.
Actively seeks feedback from others.
Seeks and utilizes data from several sources.
Considers other's opinion and suggestions.
Looks to others for input.
Is easy to approach with ideas and opinions.
Accepts the views of others.
Open to the suggestions of others.
Treats others with respect.
Treats all people fairly and with respect.
Positive Demeanor
Approachable and easy to talk to.
Shows by their actions that they trust in the positive intentions of others.
Responds well to instructions and assignments.
Positive Work Environment
Has a concern for employees in the department.
Cultural Awareness
Shows respect in daily interactions
Treats others with dignity and respect.
Values Others
Encourages a work environment where individual differences are valued.
Values the opinions of diverse groups and individual.
Seeks out different viewpoints and benefits from different perspectives.
Maintains an inclusive work environment that maximizes the talents of others in achieving goals.
Emotional Intelligence
Perspectives of Others
Accurately perceive the emotions in themself and others.
Recognizes the meanings of emotion and their relationships to various issues.
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Accurately percieves the emotional reactions of others.
Impact on Others
Recognize how their feelings affect others.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Self Awareness
Is able to express themselves clearly.
Is able to manage their own emotions.
Is aware of their strengths and weaknesses.
Is able to control their own emotions.

Additional Items

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