For me this means someone that is driven by the end result, wanting to do more and achieve something meaningful without you having to tell them what the desired results should be. Some positive performance appraisals phrases for Results oriented might be: Terry can readily identify the desired results without management’s input. Result-oriented people can be closed off to any way but their own; Goals create positive energy. Striving for results creates anxiety and fear of failure. Goals are rooted in realistic accomplishment. Results driven Many candidates claim to be results driven in their CVs but few back the claim up with facts. Recruiters have seen the phrase “results-driven professional” thousands of times so. ‘Results driven’: Pull out all the stops and press the organization to get customer orders and ship as quickly as possible creating a ‘hockey stick’ revenue pattern. Data-Driven Marketing. When Fortune 500 companies need marketing resources, they turn to RDM. Learn more about us.

We hear it so often, ‘I am results driven’. We assume that is a good thing unless you compare it to being ‘process driven’. When can ‘results driven’ be a bad thing? Let’s look at some examples:

Situation: Too much obsolete and slow moving inventory.

‘Results driven’: Identify obsolete and slow moving items and write them off.

‘Process driven: Identify the root causes in the process causing obsolete and slow moving inventory by observing, questioning and experimenting and then implement a countermeasure to improve the process.

Situation: Nearing the end of the quarter and sales revenue shipping targets have not been met.

‘Results driven’: Pull out all the stops and press the organization to get customer orders and ship as quickly as possible creating a ‘hockey stick’ revenue pattern.

‘Process driven’: As customer orders and shipments are being expedited find the root causes that are preventing an even flow throughout the quarter and create countermeasures, then experiment with each to improve the process.

Situation: Purchase material costs are putting pressure on margins and the ability to compete.

‘Results driven’: Select target items to competitively bid and either find a new supplier with a lower price or negotiate a lower price with the incumbent suppliers.

‘Process driven’: Put together a cross-functional team with the incumbent suppliers and develop potential countermeasures that can possibly reduce costs and then experiment until a better alternative is found.

Situation: Lead-time to customers is not competitive. How do i stop gambling now.

‘Results driven’: Increase inventory levels internally or at the supplier.

‘Process driven’: Go to the work place (internally and at suppliers) and observe, question and experiment with countermeasures until a better process is found. (Increasing inventories may only be needed as a temporary measure until more permanent measures are put in place.)

These very simple examples point out the dangers of being reactive only for the short term and not proactive for the long term. Each was made in a very simplified way only to highlight the importance getting results through a better process. The next time you see the ‘results’ ask yourself how did the process contribute to the success or were actions taken in an emergency fashion such that it will not be repeatable as part of the process? How can the process be improved to get the desired results every time?

What does results oriented mean to you? A good definition I recently found on the internet:

Balancing and satisfying the needs of all relevant stakeholders (this includes the people employed, customers, suppliers and society in general) as well as those with a financial interest in the organization to achieve excellence.

For me this means someone that is driven by the end result, wanting to do more and achieve something meaningful without you having to tell them what the desired results should be.

Some positive performance appraisals phrases for Results oriented might be:

Terry can readily identify the desired results without management’s input

Terry can see the big picture on his projects and works hard to achieve success

Terry always communicates his plans and desire for results within his work tasks

Terry proactively looks for ways to improve the team and his role within the team

Terry addresses problems that arise in a proactive manner

Some negative performance appraisals phrases for Results Oriented might be:

Terry constantly needs management input in regards to the results or end goals of the projects he is assigned

Terry doesn’t stay on top of repeat issues that are causing business disruption

Results Driven Definition

Terry doesn’t communicate well his understanding of the tasks and the desired results

Terry has a hard time understanding what the results should be and asked to many questions of management

Results Driven Gym

Brand engelsk slot. Terry does not appear to learn from repeat mistakes

If your team member is lacking “results orientation”, sometimes they just don’t have a desire to achieve results. And that is a sad fact that some people are there only for the paycheck and not there to truly understand and contribute to their role within your organization. If this is the case there aren’t many development opportunities that you can do for them. I would say that you shouldn’t give these types of people the power to take your team down. If you simply have a team member that “seems” to be lacking results orientation, but really has the desire but just needs some direction or planning around things that is different. Sit them down and find out whether or not the issue is with communication or if the issue is they need training on the particular tasks. Also, check in and provide feedback of where you felt that they should have stepped up and been more results oriented, providing examples of where they should have taken more initiative will help them understand what “Results Oriented” means to you, your team and the organization. Using appropriate performance review phrases to analyze results and provide feedback is critical.

For more Performance Review Phrases, return to the Core Competency Listings