FYI from my experience as an employee, My Philosophy is never ever trust management. I've seen these surveys used against us so I always declined to take these types of surveys if I'm ever asked to fill one out. But hey that's just me.
I know a LOT of leaders who truly do use this survey to help improve their organization. But I also know of a lot of managers who feel these surveys are used to judge their performance and try to manipulate it accordingly.
I worked for a homeland security lab in NJ, witnessing and experiencing myself abuse of some independently thinking employees by management as well as the abuse of quality and statistical science. After the annual employee surveys at both the homeland security lab and its former aviation organization across the street, managers would hold postmortem meetings to identify low scorers and attempt to intimidate them. Apart from contaminating the survey, the survey itself and managerial "analysis" of the results were also problematic. And, the remedies were designed to fail when the management tried to gaslight staff and redirect attention to trivial mattress, as opposed to taking some accountability for their mismanagement and politicking to reinforce and protect their positions. They were deluded, unwilling to accept responsibility for their own failures, opting for a gaslit interpretation and fun and games fixes. No chance at reform when those who need to reform are controlling and unwilling to break their addictive thinking so damaging to the missions.
I really enjoy and engage with your content David. There is a lot of wisdom here that I build on in my own work trying to help organizations collaborate on, and nurture their future. Here in Scandinavia I find that the corporate leadership tends to be... Well I will not say they share my thoughts 1 to 1, but some do listen, they try to understand and try to bounce ideas with me, other leaders, managers, etc. Most of them at the very minimum try (to take their time and go into the granularity of data) to find out why someone (teams/groups) in the company face adversity, and struggle to perform, while others do not. However, I do feel that in many global cultures (this seems to be very much the case in the US from my experience), leaders just look at the numbers, they cut off that branch without a second thought beyond a profitable bottom line, and move on. 10, 100, 1000 employees gone, and in my opinion none are wiser, it is just misery. Personally, I really hope more will take a step back and look at a wider scope, use the wisdom in videos like this and try to better understand... Oh well, this is just one person's ramblings.
FYI from my experience as an employee, My Philosophy is never ever trust management. I've seen these surveys used against us so I always declined to take these types of surveys if I'm ever asked to fill one out. But hey that's just me.
I know a LOT of leaders who truly do use this survey to help improve their organization. But I also know of a lot of managers who feel these surveys are used to judge their performance and try to manipulate it accordingly.
hence my rule to never trust management... just like never trust HR
I worked for a homeland security lab in NJ, witnessing and experiencing myself abuse of some independently thinking employees by management as well as the abuse of quality and statistical science.
After the annual employee surveys at both the homeland security lab and its former aviation organization across the street, managers would hold postmortem meetings to identify low scorers and attempt to intimidate them.
Apart from contaminating the survey, the survey itself and managerial "analysis" of the results were also problematic.
And, the remedies were designed to fail when the management tried to gaslight staff and redirect attention to trivial mattress, as opposed to taking some accountability for their mismanagement and politicking to reinforce and protect their positions.
They were deluded, unwilling to accept responsibility for their own failures, opting for a gaslit interpretation and fun and games fixes.
No chance at reform when those who need to reform are controlling and unwilling to break their addictive thinking so damaging to the missions.
As shocking as this is...it's more shocking that it's common in a lot of organizations.
Working in the Aerospace manufacturing industry. I’m not surprised I never see any of these surveys. Union shop by the way.
That explains it.
I really enjoy and engage with your content David. There is a lot of wisdom here that I build on in my own work trying to help organizations collaborate on, and nurture their future. Here in Scandinavia I find that the corporate leadership tends to be... Well I will not say they share my thoughts 1 to 1, but some do listen, they try to understand and try to bounce ideas with me, other leaders, managers, etc.
Most of them at the very minimum try (to take their time and go into the granularity of data) to find out why someone (teams/groups) in the company face adversity, and struggle to perform, while others do not.
However, I do feel that in many global cultures (this seems to be very much the case in the US from my experience), leaders just look at the numbers, they cut off that branch without a second thought beyond a profitable bottom line, and move on. 10, 100, 1000 employees gone, and in my opinion none are wiser, it is just misery.
Personally, I really hope more will take a step back and look at a wider scope, use the wisdom in videos like this and try to better understand... Oh well, this is just one person's ramblings.
Good ramblings though and I agree.
Great Video, thanks, can you plz make a video on the best questions to ask leaders. Thanks.
Thanks! Question to ask leaders in what context?