Employee Engagement Survey

Which line manager are you completing this survey for?

Maximum 255 characters

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Thriving Environment- How do you feel your line manager encourages your Autonomy and Empowerment by showing the following behaviours?

Positive behaviours

Employees have a say in how they do their job
Welcomes ideas and feedback from employees involving them in problem solving and decision making
Encourages employees to step outside of their comfort zone
Strikes the right balance between giving guidance and giving responsibility
Makes an effort to support and back up employees
Acts as a coach when needed
Shows faith in employees’ capability to do their job

Negative behaviours

Is overly critical of employees
Micro-manages employees
Culture of blame
Demonstrates lack of trust in employees’ capabilities
Directs rather than consults
Does not allow decisions to be challenged
Does not give employees opportunity to solve their own problems
Negatively compares employees to others

Score as follows:

1- Very Poor

2- Fair

3- Average

4- Good

5- Very Good

Maximum 255 characters

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Thriving Environment- How do you feel your line manager encourages your Development by showing the following behaviours?

Positive behaviours

Gives team members extra-role responsibilities
Sets challenging/stretching tasks and objectives
Encourages and arranges for training and development opportunities
Helps/encourages employees to apply for promotions/new jobs

Negative behaviours

Discourages employees from pursuing further job opportunities
Does not provide opportunities for employees to use their skills
Does not provide training/ development opportunities for employees
Gives inadequate time for training and development tasks

Score as follows:

1- Very Poor

2- Fair

3- Average

4- Good

5- Very Good

Maximum 255 characters

0/255

Thriving Environment- How do you feel your line manager encourages your Feedback, Praise and Recognition by showing the following behaviours?

Positive behaviours

Shares employees’ achievements with the team and senior management
Gives positive, constructive and specific and timely feedback and gives clear reasons for feedback balancing positive and negative feedback effectively
Nominates individuals for awards/rewards where relevant
Recognises both team and individual contribution and performance

Negative behaviours

Only gives negative feedback
Does not give thanks and recognition
Does not show appreciation for people’s hard work and extra effort
Gives limited or no feedback

Score as follows:

1- Very Poor

2- Fair

3- Average

4- Good

5- Very Good

Maximum 255 characters

0/255

Values and Integrity- How do you feel your line manager encourages your Individual Interest by showing the following behaviours?

Positive behaviours

Cares about employee achievements
Shows consideration and interest in employees’ personal lives
Checks employees are feeling okay
Makes employees feel as if they’re part of a team
Shows understanding of employee pressures
Asks employees how they can improve their job enjoyment
Listens to what employees have to say

Negative behaviours

Demonstrates lack of consideration of employees’ personal circumstances
Does not demonstrate interest in employee job satisfaction
Inflexible with employees wanting time off
Does not listen to what employees have to say
Does not take employee concerns seriously
Makes assumptions

Score as follows:

1- Very Poor

2- Fair

3- Average

4- Good

5- Very Good

Maximum 255 characters

0/255

Values and Integrity- How do you feel your line manager encourages your Availability by showing the following behaviours?

Positive behaviours

Holds regular one-to-one meetings
Is available for employees when needed
Genuinely makes time to help and support the team
Has regular team meetings
Informs employees how to contact them when they are not in the office

Negative behaviours

Is too busy to give enough time to employees
Cancels one-to-one meetings
Does not have regular one-to-one meetings with employees
Is unavailable when needed
Is not visible on a regular basis
Limited or no contact with individual

Score as follows:

1- Very Poor

2- Fair

3- Average

4- Good

5- Very Good

Maximum 255 characters

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Values and Integrity- How do you feel your line manager shows their Personal Manner by showing the following behaviours?

Positive behaviours

Takes a positive approach to work
Shows enthusiasm for work
Is approachable
Provides employees with reassurance that they are doing a good job
Demonstrates good communication skills
Lives the values of the organisation
Actively encourages employees to live the values of the organisation
Challenges those who do not uphold the organisation’s values
Demonstrates open and honest communication
Respects employee confidentiality

Negative behaviours

Is aggressive towards employees
Uses email rather than speaking personally to employees
Is unapproachable
Demonstrates a lack of care about one’s own work
Is not interested in work
Uses humour and sarcasm inappropriately
Does not demonstrate openness and honestly
Ignores the organisation’s values
Demonstrates favouritism
Does not lead by example
Does not respect confidentiality
Criticises employees in front of others.

Score as follows:

1- Very Poor

2- Fair

3- Average

4- Good

5- Very Good

Maximum 255 characters

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Engaging Managers- How do you feel your line manager encourages Reviewing and Guiding by showing the following behaviours?

Positive behaviours

Gives guidance on how to meet targets and makes suggestions for improvements and setting priorities
Highlights any barriers and gives guidance on how to overcome them
Monitors work to improve quality of work
Asks if employees need help and provides support for tasks
Helps employees to come up with new ideas and ways to do their work

Negative behaviours

Does not give advice when required
Criticises without providing solutions
Not interested in finding out answers to employees’ questions
Ignores employee requests for guidance
Deflects responsibility of problem-solving to senior management
Gives vague rather than specific advice

Score as follows:

1- Very Poor

2- Fair

3- Average

4- Good

5- Very Good

Maximum 255 characters

0/255

Engaging Managers- How do you feel your line manager Clarifys Expectations by showing the following behaviours?

Positive behaviours

Sets clear goals and objectives
Takes time to explain what’s needed in the role
Makes employees aware of how their role fits in with Vision, mission and Business plan
Demonstrates understanding of the role that employees do

Negative behaviours

Does not clarify expectations and role requirements
Is not clear of their own role requirements
Does not keep employees up to date of changes in job requirements
Demonstrates a lack of understanding of employees’ job role
Communicates poor and conflicting information

Score as follows:

1- Very Poor

2- Fair

3- Average

4- Good

5- Very Good

Maximum 255 characters

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10.

Engaging Managers- How do you feel your line manager Manages time and resources by showing the following behaviours?

Positive behaviours

Is aware of, understands and resolves their team’s workload
Allows employees to adopt flexible working when necessary
Pitches in to help during busy periods
Gains extra or redistributes resources to manage high workload
Provides time and space for employees to complete complex tasks
Sets effective deadlines

Negative behaviours

Does not respond to the need for extra resources
Does not give adequate time for planning
Interrupts employees when working to a deadline
Does not discuss workload with employees
Gives extra tasks to employees late in the day
Does not stay behind to support with extra workload

Score as follows:

1- Very Poor

2- Fair

3- Average

4- Good

5- Very Good

Maximum 255 characters

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11.

Engaging Managers- How do you feel your line manager follows Process and Procedures by showing the following behaviours?

Positive behaviours

Involves employees in preparing work plans
Sets regular performance reviews
Demonstrates an understanding of work processes
Sees the process through from beginning to end
Clearly explains procedures
Always does what they say they’re going to do
Follows up on issues on behalf of employees

Negative behaviours

Demonstrates lack of understanding of processes and procedures
Does not consistently follow process and procedures
Unduly focuses on one element of the process
Tells employees to follow process and procedures but does not follow themselves
Does not follow up on action points
Does not follow up on employee issues

Score as follows:

1- Very Poor

2- Fair

3- Average

4- Good

5- Very Good

Maximum 255 characters

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12.

Please indicate an area or characteristic which you would feel that your line manager could benefit from further development.

13.

Please indicate which area or characteristic which your line manager shows that you value most within their role.