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  1. Surveys
  2. 2013
  3. April
  4. M
  5. Managers effectiveness survey
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Exit Survey
 
 
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Valuing Behaviors
1-Almost never 2-Seldom 3-Occasionally 4-Frequently 5-Almost always N/A
Shows respect for all team members.
Seeks input from all team members.
Measures results instead of methods or styles.
Gives support when & where needed.
Recognizes good actions and good results catches people doing things right.
Maintains a balance between "people" issues and "business" issues.
Shows genuine concern for team members
Keeps the focus on fixing problems rather than finding someone to blame.
Treats people fairly, without favoritism.
Protects confidentiality
 
Interdependence Behaviors
1-Almost never 2-Seldom 3-Occasionally 4-Frequently 5-Almost always N/A
Supports a team environment- places a premium on collaboration, cooperation, and contributing to others' success.
Recognizes and rewards team-supportive actions and behaviors of others.
Protects the absent - doesn't criticize those who are not present.
 
Communication Behaviors
1-Almost never 2-Seldom 3-Occasionally 4-Frequently 5-Almost always N/A
Listens effectively.
Encourages others to express different ideas and perspectives.
Takes the time to understand other perspectives- open to changing his/her position.
Open to negative/constructive feedback.
Gives enough information, keeps me informed.
Gives enough open and honest feedback.
Effectively deals with conflict.
Lets me know how I am doing.
Involves me in decision making.
Sets a clear direction for our department.
Communicates openly and honestly.
 
Valuing Diversity Behaviors
1-Almost never 2-Seldom 3-Occasionally 4-Frequently 5-Almost always N/A
Discourages devaluing comments/ behaviors.
Ensures that department activities are inclusive.
Seeks input/feedback from diverse individuals, groups, and internal/external customers.
Demonstrates commitment to valuing diversity.
Open to diversity discussions and issues.
 
Leadership Behaviors
1-Almost never 2-Seldom 3-Occasionally 4-Frequently 5-Almost always N/A
Encourages and embraces change - challenges status quo.
Provides cross-functional development opportunities for team members.
Helps me develop and grow.
Encourages and supports my involvement in training and development.
Encourages and supports my involvement in company activities and events.
Actions and behaviors are consistent with words.
Is trustworthy.
Is a role model for continuous improvement.
Uses a coaching management style, rather than a “boss” management style.
Supports me, helps me achieve results.
Supports a customer service approach for both internal and external customers.
Deals with issues that need to be addressed.
Provides a clear sense of purpose and direction, roles and responsibilities, for me and for our group.
 
 
WHAT SHOULD YOUR MANAGER CONTINUE TO DO?
   
 
 
WHAT WOULD YOU LIKE YOUR MANAGER TO START OR STOP DOING?
   
 
 
WHAT DOES YOUR MANAGER DO THAT MAKES YOUR WORK MORE ENJOYABLE AND HELPS YOU FEEL MORE SUCCESSFUL?