Conditions of Accountability for High Performance: Core Survey Items

When we’re working with a client to conduct a Conditions of Accountability Assessment, we typically use the questions below as a starting point for their customized survey. We’ve included them here as a tool you can use: With which of these statements would your employees voice the strongest agreement? With which would they most strongly disagree?

Of course, if you’d like to make this more than a thought exercise…if you’d like real numbers…we can help. Contact us at research@takeawayexcuses.com.

Condition #1. Clear and credible expectations

• Employees here clearly understand what’s expected of them if they want to get rewarded.
• I know how the work I do supports the organization’s overall success.
• We have clear roles and responsibilities.
• Employees have the time and resources they need to do the things they’re supposed to do.
• Employees have the capabilities (knowledge, skills, training) to do the things they’re supposed to do.
• Our leaders’ actions match their words.
• There are interesting challenges and opportunities here for people who want them.
• My leader gives me frequent, individual coaching about my performance.
• In this organization, we’re smart about the way we manage work and collaborate to get things done.

Condition #2. Compelling consequences

• My leader does an effective job of motivating high performance.
• My leader holds poor performers accountable.
• When employees do the right things, this organization rewards them in a meaningful way.
• I feel appreciated and respected here for the work I do.
• Our organization doesn’t let performance problems fester, but takes action.
• In our organization, rewards or punishments follow behaviors and results quickly enough that there’s a clear connection between them.

Condition #3. Conversations grounded in empirical reality

• This is an organization where we’re less focused on fingerpointing and more focused on solving problems.
• In our organization, we learn from our mistakes.
• We take pride in our ability to solve problems.
• This organization identifies small problems before they become big problems.
• We confront problems and challenges head on.

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