Creating a Culture of Engagement Supervisor Survey

Directions: When you complete this questionnaire, think about your department/s. Answer by circling the number which best describes how strongly you believe the following statement describes you or the people with whom you work. Y Yes, Strongly Agree S Agree Sometimes N Strongly Disagree Y S N 1. I encourage the employees who work with me to challenge me in any decision I have made. I trust that the employees who work with me are honorable people and if they tell me they need something, I believe it. I believe as a leader in this organization, I need to put the employee first. I continually look for ways to show my appreciation through special gestures and events. Employees in my department regularly recognize each other and participate enthusiastically in any department recognition events. I continually ask employees, whats important to you? We work hard at keeping scheduling in our department as flexible as possible in order to meet both customers and employees needs. My employees believe I listen to them when they come with their concerns and issues. The employees in this department know they have been heard when they see action taken on their issues and concerns. Employees feel supported by management. I believe each employee needs to have some kind of personal, individual connection with his/her supervisor and manager. I believe that it is important to share something personal of myself with my employees. I know the names and something personal about each and every one of my employees. There is a strong sense of connection, of community, between people in the department. When an employee is having problems, other people in the department rally around and help in constructive ways. When interviewing job applicants, we consider the personality and fit of the

2.

Y Y

S S

N N

3. 4.

5.

Y Y

S S

N N

6. 7.

Y Y

S S

N N

8. 9.

Y Y

S S

N N

10. 11.

12.

Y Y

S S

N N

13. 14.

15.

16.

applicant a priority for hiring. Y S N 17. When seeking potential employees, we believe that technical skills are secondary to other characteristics and interpersonal skills. Department employees are involved actively in the hiring and selection process of new employees. Employees in this department enjoy coming to work. We enjoy spontaneous fun as well as planned fun together on a regular basis. The standards for performance are very high in this department. The expectations and standards are clearly articulated and communicated to everyone. There is a strong, consistent network of coaching available to employees in this department. Development of employees is a key goal in this department. I am continually asking employees, what are you interested in learning, what opportunities are you interested in? I am continually aware that I must model the behavior I expect to see in my employees and colleagues. I am always on the lookout for great performance so I can recognize and reward it in a concrete and immediate manner. I hold people accountable for their actions, dealing with inconsistent or inadequate performance and problems immediately and consistently. I deal with problems immediately and not let them fester. When employees bring me problems of an interpersonal conflict, I use my judgment about when they should resolve the problem or whether I should intervene. Most of the improvements in our department over the past year have come from ideas and concerns shared by employees. I continually ask employees, what needs to be fixed? If a problem brought by an employee cannot be solved, I at least get back to the employee in a timely manner to let them know what I have done. We have a specific structure for involving employees in decision-making in this department (department council, governance structure, problem solving teams, etc.). Employees are instrumental in helping make decisions that impact the department. Our departments committees, councils and teams are robust and active.

18.

Y Y Y Y

S S S S

N N N N

19. 20. 21. 22.

23.

Y Y

S S

N N

24. 25.

26.

27.

28.

Y Y

S S

N N

29. 30.

31.

Y Y

S S

N N

32. 33.

34.

Y Y

S S

N N

35. 36.

37.

If we ask someone to participate in a committee or task force, we make certain they have the time scheduled off to attend the meeting and we actively coach them so they are prepared for their participation. I consider an important part of my job making certain that employees have the necessary equipment and supplies to do their job. Employees are authorized to obtain adequate supplies and equipment, even in my absence. I work to ensure that the physical environment of our department is clean, organized and pleasing. I believe that my most important job as leader is to facilitate the work of the employees. As a leader, I believe that I work for the employee, rather than the employee works for me, regardless of my status or positional authority. Employees on all shifts regularly see the manager and other leaders. I jump in and help out employees with their work on a regular basis. Employees know when I am available or how to find me when they need something. I am readily visible throughout the department throughout the day. I dont hide anything from employees that they need to know. I dont believe in secrets. We have multiple methods of communicating important information within the department. We have regular department or staff meetings that include active dialogue on current issues and concerns. Employees are comfortable giving me direct feedback.

38.

39.

40.

41.

42.

Y Y Y Y Y

S S S S S

N N N N N

43. 44. 45. 46. 47.

48.

49.

50.

Scoring Directions: Count up the number of Ys, Ss, and Ns. Each Y is 2 points, each S is 1 point and each N is zero. Total the number of points by clusters of ten questions. Total Total Total Total Total for Questions for Questions for Questions for Questions for Questions TOTAL Interpretation: If your total score is 90-100, your workplace is likely to have a culture of retention; if your score is 70-89, you have opportunities for strengthening the environment. If your score is 69 or below ... get going!!! Either get going to try and change things, or just get going!! Jo Manion 1-10 11-20 21-30 31-40 41-50 _____ _____ _____ _____ _____ (Put Staff First) (Forge Strong Connections) (Coach for & Expect Competence) (Focus on Results) (Partner with Employees)