If you find yourself in this place, whether you company offers to help or not, contact us and we will help you understand what you need to move to your next step. It is not free, but it is a very needed investment.
Please be honest. It’s perfectly fine to have responses that are very high or very low, as long as you’re being honest. To help your manager understand, please provide some explanation in the comments section as this is valuable feedback.
Take a moment and give the most honest feedback, and remember that this is about improving your workplace and part of that is giving us the information we need to support your manager. The numerical responses identify trends for the company, but you may not get the changes from your manager without supporting comments.
For a manager, the results indicate which key basics of a fully-engaged workplace may need some work and which are doing well. When the manager gets his or her team together to discuss results, the team can collaborate on solutions for the low scores and celebrate the high ones. It takes everyone to create an environment where the whole team can be engaged.
For the individual employee, the results show that honest feedback has been given. In some cases, this might indicate something that the particular employee needs to work to remedy or discuss with their manager. In other cases, it may inform us of a more general team problem that they can be aware of and helpful with solutions. These results are available to upper management and may signal a company-wide need that can only be seen from a higher perspective.
The Q12 provides upward feedback in the organization allowing a deep comprehension of the health of the organization by managers and executives. This kind of feedback is extremely valuable. The numbers alone can be valuable in terms of highlighting areas of strength and development. However, most often the comments provide immediate and valuable information that can be quickly understood and allows for immediate action.
Managers will receive their results during training sessions with their HRBPs to understand the results and identify areas to address. All vice presidents and directors who are not a part of the Lumeris Executive Team, will also receive coaching from Primrose Consulting. Then they will pull their teams together to share the results and get the group to brainstorm possible solutions for lower score areas. This should result in action plans that will be added to their 2017 OKRs. These changes will occur over time.
Only Primrose Consulting, as third party executive coaches know the specific ratings and comments you provide your leader. Your answers will remain confidential.
The names of the survey participants are removed from all results that are returned to Lumeris. Primrose Consulting presents the scores in two separate reports: one with the numeric scores; and one with the comments. Primrose mixes the comments in a random order.
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