Transcript
A (0:00)
Welcome to Manager Tools how to Action engagement Survey Results Chapter 3 the Questions Part 9 the Questions this cast answers are how should I respond to my engagement survey results? What should I do with my scores on an engagement survey? And how can I improve my engagement survey results? If you'd like answers to these questions and more, keep listening.
B (0:29)
Good Morning Austin or Good Afternoon Kansas City, wherever you are. And seriously, Austin. I am hosting a Halloween EMC and ECC no costumes in Austin this month. We'll be downtown October 31st and November 1st. Come out. Learn the next steps to being a more effective professional in our Effective Manager and Effective Communicator courses. Austin's a great town and I'd love to host you there. Sign up at manager-tools.com training come see me in Austin on Halloween.
C (1:01)
Folks. Again, a warning if you haven't listened to our previous several casts on this particular topic, where we talked about the questions on engagement, survey and strategy. We talked about the main drivers. We talked about questions regarding organization, strategy and culture. We talked about questions on the survey regarding communication regarding your work, regarding management, and if you stayed with us so far. Now we're going to go on to those questions in this 140 question engagement survey that Mark painstakingly went through question by question. Now we're going on to those questions regarding leadership.
B (1:42)
Yeah, so folks, since we just covered management, it's easy to make the mistake that questions about leadership are about you as a manager, but they're about your bosses. Okay? Unless you are in fact a very senior leader, there's a general convention in surveys that manager means you at the lower levels and leadership means the chain of leaders above you. Except, since we're doing this for executive tools as well as manager tools, there are some executives listening and it's possible that this is about you. But generally speaking, if you're a manager or senior manager director, that's generally manager stuff. And then above that. But all companies are different. We're talking about leadership. Sometimes they use the phrase senior leadership to mean C suite personnel and the EVPs and SVPs that report to them. Almost all of these questions are simple, ask and capture. Okay, up until now, either all or part of the question related to you and your behaviors, but these really do not they're about your bosses unless you're a senior leader. We also just don't recommend spending a great deal of time on these questions relative to the other categories, because if you're an executive, you're going to see two sets of survey results, probably depending upon how they Roll them out to you. And sometimes they don't do it right. So if you're a vice president, you'll get your directs team response, but you'll also get your organizational responses. And so the organizational responses will be the ones that will be more related to you in this portion, which is about leadership. If there's a lot of frustration on your team of directs, you need to ask yourself how your boss or bosses will respond to a litany of their sins. It might be enough to make some mentions of known issues rather than spend 15, 20 minutes on each question getting a a long indictment prepared. You want to be careful spend even less to almost no time on the questions where the leadership did well. Again, unless you're a leader, probably the leadership of the organization is managing this by exception and will only be looking for details and proof relative to the negatives. That's probably a bad call because if you don't make sure what you know the positives are, you may end up changing them and and you'll be end up playing whack a mole. It may be wise to ask your team, particularly for a lower level manager, who they were thinking of during this portion of the survey, but probably it will have been a while since the survey and they won't remember. And just make sure you gather good data. It may be that they have specific comments about specific people and you'll have to make a political call about whether or not you can protect the anonymity of your folks if in fact somebody's specific is being mentioned.
