Keolis Amey Docklands Careers

1. Often strives to deliver good results, but sometimes at the expense of others. Generally stays calm under pressure.

2. Takes responsibility and accountability for their actions.

3. Attempts to communicate information and issues promptly, transparently and effectively, but does not always achieve this. Attempts to work collaboratively, but sometimes becomes fixed.

4. Attempts to build trust and confidence through honesty, transparency, care and fairness. Is sometimes a positive role model.

5. Recognises positive and negative behaviours, and sometimes takes action on these. Listens to feedback and will seek to improve.

1. Does what is asked of them but rarely goes the extra mile to ensure good results. Can sometimes default to poor behaviours when under pressure.

2. Takes responsibility and accountability for the performance of their area of the business, but not the actions taken to achieve this performance.

3. Only shares key information and issues when specifically asked. Concentrates on their priorities, at the expense of the common goals and objectives.

4. Advocates for honesty, transparency, care and fairness and occasionally displays these behaviours.

5. Recognises positive and negative behaviours, but is slow to take action on these. Listens to feedback but tends to be defensive.

1. Avoids ownership and looks to pass the blame when things go wrong.

2. Ignores the impact of actions or behaviour on others. Does not learn lessons from actions that do not end well.

3. Withholds information or complicates issues with jargon. Deliberately obstructive to others achieving their goals and objectives.

4. Can be unfriendly, rude and uncooperative. Likes to complain and negatively influence others.

5. Does not acknowledge the contribution of others, self-promotes and willingly overlooks unacceptable behaviours. Unable to take feedback on personal behaviours.

1. Considers the health, safety and wellbeing impact on colleagues and customers in all that they do.

2. Values diversity and difference and shows everyone fairness, dignity and respect.

3. Encourages input and ideas, actively listens to understand and respects other opinions.

4. Listens empathetically, showing kindness and concern for others whilst respecting any need for confidentiality.

5. Demonstrates awareness/interest in our local communities and the environment. Proactively supports community or environmental initiatives through advocating, volunteering or otherwise.

1. Conscious of the health and safety of colleagues and customers, and takes active steps to promote these.

2. Is aware of the importance and need for diversity and difference and is actively working to understand their own personal bias's.

3. Will listen to input and ideas from others when raised. Respects opinions when broadly in line with their own.

4. Takes the time to listen. Generally good at keeping confidentiality.

5. Demonstrates some awareness/interest in our local communities and the environment. Will support community or environmental initiatives but could be more of an advocate.

1. Follows all company guidance and rules on health and safety and is aware of the importance of this.

2. Values diversity related to their own characteristics, but not necessarily to those of others. Will complete requirements placed on them by the organisation.

3. Asks for input and ideas, but often talks over others and can be dismissive of ideas which are not in line with their own.

4. Listens when they have time to. Occasionally breaches confidentiality or professionalism in settings they believe are ok to do so.

5. Supports community or environmental initiatives if asked, and completes awareness/educational tasks on these topics if requested.

1. Cuts corners, looks for the quickest way to do things rather than the best way. Acts in a way that puts others’ safety and wellbeing at risk or without consideration for the colleague or customer impact.

2. Shows bias in their behaviours, creates cliques, excludes or isolates others.

3. Likes to micromanage and think they know best. Listens in order to respond rather than to understand.

4. Ignores or dismisses others, quick to gossip and uses the guise of banter to harass or discriminate.

5. Uninterested and ill-informed on our local community and the environment. Does not support company initiatives in these areas.

1. Thinks openly to initiate continuous improvement and willing to help others.

2. Demonstrates curiosity and enthusiasm, applying learning from new knowledge and experience.

3. Embraces and drives change, looking for new ways to do things. Adaptable to changes, with a willingness and capability to challenge past assumptions.

4. Anticipates risks and opportunities within their area or adjacent areas of the business and then takes necessary active steps. Forward thinking.

5. Proactively looks outside of the organisation and industry to maintain a fresh perspective on innovation opportunities and benchmarks.

1. Will complete learning reviews and lessons learned activities when required and make genuine attempts to improve.

2. Is interested in new ideas and happy to attend workshops or meetings to discuss these.

3. Acknowledges the need for change and is open to discuss it. Does not proactively drive change and is happy to defer it.

4. Consider future risks and opportunities, and any subsequent actions, but only when asked to do so.

5. Will consider and explore innovation opportunities when shared with them directly through internal or external channels to the company.

1. Participates in learning reviews and lessons learned sessions, but can be defensive and dismissive of improvements needed in their area.

2. Is indifferent or apathetic to new ideas or initiatives, but will go along with them if requested.

3. Will only support change if it does not affect them too much personally. 

4. Does not always understand potential future risks and opportunities and can miss key indicators of these. 

5. Does not actively engage with current industry-wide thinking and has little interest in the activity of other operations or organisations.

1. Closed-minded and only concerned with their own needs, disinclined to share knowledge.

2. Is reluctant to learn new things, accepts the status quo. 

3. Is disengaged and feels threatened by new processes or smarter ways of working. Puts up barriers to new ideas and unwilling to do things differently. 

4. Closed to thinking beyond the current task at hand and has little interest in the future success of the business. 

5. Resists looking for or accepting innovation inspiration that originates outside of the organisation. Shuts down those trying to share external perspectives.