Workplace Behaviors to Support Your Company Culture
Performance Culture includes the list of Workplace Behaviors to support your organization's Core Values. You can customize these behaviors in the Performance Review Template by changing, deleting or adding new Workplace Behaviors as an Administrative or Super User.Export List
Listens with focus completely on what the other person is saying and is not saying, to understand the meaning of what is said in the context of which it is said. Listens fully without forming a response until the other person has completely expressed their thoughts. Listens without judgement, encouraging the expression of the other person's feelings, concerns, beliefs and to distinguish between the words, the tone of voice, and the body language.
Leads change by example. Accepts change as positive. Adapts plan as necessary.
Is open with others about your opinions and insights -- your thoughts count! Build trust among your team so they feel comfortable sharing their ideas. Communicate with respect and appreciation so others may accept constructive feedback.
Involves key people in the design and implementation of change. Adjusts management style to changing situations. Manages other’s resistance to organizational change. Adapts to the changing external pressures facing the organization. Is straightforward with individuals about consequences of an expected action or decision. Takes into account people's’ concerns during change.
Seeks input and ideas from others. Able to effectively work with different personalities and pursue common goals. Respects other opinions.
Conveys information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message.
Conducts themselves in a trustworthy and ethical manner when relating to others by sharing information, treating others fairly and consistently and with respect. Maintains a high standard of personal integrity and delivers on promises and commitments.
Senses the potential and developmental needs in others. Fosters long-term learning and development by providing meaningful and knowledgable support and does so not always with advice, but by actively listening, asking questions and providing necessary feedback.
Readily identifies potential conflict, brings disagreements into the open and effectively diffuses tense situations. Encourages debate and open discussion while understanding the differing perspectives to find a common ideal outcome.
Be able to recognize others’ feelings and perspectives, and take an active interest in their concerns; be able to put yourself in another's place and to take that perspective into account in your relationship with the other person.
Be able to anticipate and respond rapidly to changing conditions; acknowledging we live in an era of global permanent change, and take a proactive approach to change, anticipating challenges and opportunities, with a willingness to rethink past assumptions, and readily, willingly, rapidly and effectively adapting to change.
Perseveres and is diligence despite setbacks, barriers or limited resources and is willing and able to overcome obstacles to achieve desired results. Sees setbacks as temporary rather than permanent.
Be able to recognize and evaluate your emotions “in the moment”, understand the links between your feelings, what you think, do and say and use this awareness to better manage your responses and behaviors when communicating with others.
Able to immediately aware of their feelings of rising stress and to maintain composure and control emotions under pressure or opposition (such as time pressure or job ambiguity); is able to calm themselves and deal with stress productively.
Delegates decision-making authority and / or task responsibility to others to maximize the organization's and individual's' effectiveness.
Inspires confidence in others' ability to grow professionally. Identifies and facilitates developmental opportunities. Encourages initiative and improvement. Provides opportunities for enhancement. Gives new and challenging work assignments. Acknowledges and praises improvements. Supports, coaches and mentors the development of others. Views mistakes as opportunities for learning. Promotes learning and professional growth. Understands the uniqueness and current level of each participant. Motivates others by helping them find roles that leverages their strengths.
Utilizes the knowledge of others’ needs, wants, beliefs, attitudes, and behavior to promote a concept, product or service. Builds trust and credibility before attempting to promote concepts, products or services. Understands and utilizes the behaviors of others to personally affect an outcome. Uses logic and reason to develop rational arguments that challenge current assumptions. Identifies and addresses the barriers that prevent people from seeing the benefits. Adapts techniques to understand and meet the needs and wants of others. Brings others to their way of thinking without force or coercion.
Responds appropriately to improve outcomes, processes or measurements. Assumes responsibility and leadership when asked. Accomplishes goals independently, with little need for supervision. Takes ownership and accountability for own performance. Seeks out and/or accepts additional responsibilities in the context of the job.
Demonstrates curiosity and enthusiasm for learning. Takes initiative in acquiring and mastering the skills and knowledge requirements of a position. Keeps abreast of current or new information through reading and other learning methods. Actively interested in new technologies, processes and methods. Welcomes or seeks assignments requiring new skills and knowledge. Expends considerable effort and/or time on learning. Genuinely enjoys learning. Identifies opportunities to gain knowledge.
Our business model leverages the talents and experience of our team. We expect team members to make good decisions in every circumstance.
Expectations should be clearly communicated to the team and understood by all. Leaders should think through communication messages before delivering and avoid fire drills when possible.
Leaders should earn the will of their team through personal character, consistency, vision, confidence, compassion and recognition.
Employees are expected to hold themselves accountable for the commitments they make. If this doesn't happen, our leaders should reinforce the accountability.
Takes action to not only complete tasks, but also looks for ways to make things better (i.e., improving processes, helping team members, representing the organization well internally and externally). Is proud of his or her role and wants to be the best he or she can be.
Establishing courses of action for self and others to ensure that work is completed efficiently.
Considers multiple sides of an issue. Weighs consequences before making final decision. Makes informed decisions based on available information. Recognizes issues, and determines actions needed to advance the decision making process. Is open to new ideas and processes. Adjusts approach to achieve results.
Every team member is expected to demonstrate professionalism on and o the job. This is displayed through verbal and non-verbal communication, dress, and choices made. Performance Culture team members always represent Performance Culture the company and its reputation.
Accomplishing tasks by considering all areas involved, no matter how small; showing concern for all aspects of the job; accurately checking processes and tasks; being watchful over a period of time.
Quickly masters new knowledge and skills necessary to do the job.
Recognizes the relative importance of certain tasks and responsibilities and has the ability to prioritize to ensure that deadlines are met. Delivers on the commitments made to others. Is relied upon by others as a source for valid information.
Demonstrates genuine concern for others. Respects and values people. Wants to ensure people experience positive emotions. Expends considerable effort to impact the needs, concerns and feelings of others. Advocates for the interests, needs and wants of others. Demonstrates sensitivity and understanding. Takes personal and/or professional risks for the sake of others. Recognizes and enjoys the good qualities of others. Provides support, appreciation and recognition. Displays kindness and concern for others.
Able to evaluate and select the best talent for a position. Ensures a person's strengths and interests matches the responsibilities and expectations of a job.
Sets clear expectations for others by defining the right outcomes without micro-managing others.
Demonstrates an ability to connect the dots and see the big picture. Utilizes foresight, intuition and factual events to draw inferences. Recognizes, supports and/or champions cutting-edge ideas. Anticipates future trends or events. Envisions possibilities others may not. Imagines and/or predicts changes in current reality based on deductive and conceptual reasoning. Creates an environment where forward thinking is the norm not the exception. Envisions ideas that may be seen as unattainable by others. Mentally lives in the future and does not allow current technology to cloud their vision.
We do our best when we can deliver client services that leverage the talent and experience across our team. We expect you to reach out to team members for help and provide help when needed.
Every team member is expected to fulfill his or her commitments to the team. In some cases this may mean working longer than expected on a particular task.