EAG Management Survey

1. EAG Management Survey Employee Advisory Group

2. Why have a Survey? The survey was designed to gauge employees’ views of management effectiveness at the laboratory. With the information received, EAG members can better understand what qualities employees think effective managers and supervisors possess and how much interaction supervisors should have with their employees. The group will use this information to make recommendations on how to foster a team environment and how supervisors can continue to improve group morale. EAG Management Survey

3. Summary of Analysis Done • Demographic Information • Thanks to WDRS for sending lab totals • Histograms for Questions 3-8 • Analysis of ‘satisfaction’ based on Q6 and demographics • What is your level of satisfaction with your current supervisor? • Theme analysis for Open-ended questions 1, 2, 12 298 responses/1916 employees = 16% response rate Focus Group Report - 187 responses EAG Management Survey

4. Demographic Information • Division/Section • Years of service • Job category • Manager/Supervisor or not • Number of employees who work for your supervisor EAG Management Survey

5. 298 responses 26% (305) 15% (524) 16% (426) 11% (439) 9% (222) EAG Management Survey

6. 298 responses 136 17% (820) 17% (683) 12% (413) EAG Management Survey

7. 298 responses 29% (249) 11% (600) Combined in later slides 15% (399) 11% (359) 19% (204) 29% (76) 14% (29) EAG Management Survey

8. 298 responses EAG Management Survey

9. 298 responses EAG Management Survey

10. Change in # of Direct Reports Since Focus Group EAG Management Survey

11. Histograms • Questions 3-8 EAG Management Survey

12. 298 responses Q3 21.8% EAG Management Survey

13. 298 responses Q4 30.2% EAG Management Survey

14. 298 responses Q5 24.1% EAG Management Survey

15. 32.5% 97 298 responses Q6 28.9% EAG Management Survey

16. Analysis of ‘Satisfaction’ • Based on Q6 and demographics • What is your level of satisfaction with your current supervisor? • By organizational grouping • By years of service • By job category • By if you are a supervisor • By Number of employees in your group EAG Management Survey

17. By organizational grouping Error on Satisfied values is 5% except TD, which is 10% EAG Management Survey

18. By Years of Service EAG Management Survey

19. By Job Category EAG Management Survey

20. By Supervisor or not EAG Management Survey

21. By Number of Direct Reports to Your Supervisor EAG Management Survey

22. By Interaction Rate EAG Management Survey

23. New Analysis (New) • Correlate amount of interaction with supervisor, with the demographics • Division/Section • Years of service • Job category • Manager/Supervisor or not • Number of employees who work for your supervisor EAG Management Survey

24. Division/Section & Amount of Interaction (New) +/- 14% +/- 6% +/- 8% EAG Management Survey

25. Years of Service & Amount of Interaction (New) EAG Management Survey

26. Job Category & Amount of Interaction (New) +/- 6% +/- 7% +/- 6% +/- 6% EAG Management Survey

27. Are you a Supervisor & Amount of Interaction (New) EAG Management Survey

28. Number of Direct Reports & Amount of Interaction (New) +/- 6% +/- 14% +/- 8% EAG Management Survey

29. Theme Analysis • Open-ended questions 1, 2, 12 EAG Management Survey

30. General themes – Q1 • Please list the qualities that you think an effective supervisor at Fermilab possesses (as many as appropriate). • “leaps tall buildings at a single bound “ EAG Management Survey

31. General Themes – Q1 • Please list the qualities that you think an effective supervisor at Fermilab possesses (as many as appropriate). • Good Communicator (>100 responses included this) • Keeps employees informed and communicate ‘up the chain’ • Can communicate the ‘big picture’ • Good Listener • Open to employee suggestions/issues • Approachable • Knowledgeable • Domain expertise • Fermilab expertise (policies, procedures, resource acquisition…) • Employee expertise (employees are unique, knows what employees are working on, knows employee skills/abilities …) EAG Management Survey

32. General Themes - Q1 • Please list the qualities that you think an effective supervisor at Fermilab possesses (as many as appropriate). • Fair and honest • Does not micromanage • Leadership • Mentors staff • Organized • Provides positive feedback EAG Management Survey

33. General Themes – Q2 • What steps can a supervisor take to keep the morale of the group high? • “Donuts from time to time won't hurt “ EAG Management Survey

34. General Themes – Q2 • What steps can a supervisor take to keep the morale of the group high? • Positive feedback/compensation/recognition when appropriate (>100 responses included this) • Positive praise in front of peers • Being Communicative (>100 responses included this) • Communicate information from outside the group • Communicates ‘the big picture’ and how the group fits within it • Represent/support employees to the lab • Treat employees fairly, equally, with respect, be honest EAG Management Survey

35. General Themes – Q2 • What steps can a supervisor take to keep the morale of the group high? • Have regular contact with employees • Be open to employee suggestions/issues, and act on them • Group meetings, and individual meetings • Encourage ‘Team’ building (not ‘family’) • Mentors employees • Demonstrates a positive outlook EAG Management Survey

36. General Themes – Q2 • What steps can a supervisor take to keep the morale of the group high? • Alternate suggestions for increasing morale • Thank you’s • Verbal kudos • Donuts • Pot-luck lunches • Pub nights • Pizza parties • Cookouts • Meet outside the lab • Events where many members of the group participate EAG Management Survey

37. General Themes – Q2 • What steps can a supervisor take to keep the morale of the group high? • Why morale is low? • Funding issues • Impossible work loads • No new big project clearly on the horizon EAG Management Survey

38. General Themes – Optional Question • Answered by 135 people (45%) • Many thoughtful and very verbal responses • There were both positive and negative comments. • There were several comments on ‘doing something’ with the information gained from the survey. Comments were made that issues have been reported in the past and nothing has been done about them. • “If HR sees a lot of traffic from one particular area, does anything further happen?” • No ‘major’ common themes, but many interesting sound bites EAG Management Survey

39. General Themes – Optional Question Sound Bites • Supervisors do not have management/domain skills • There is bad management from higher up (my group leader is ok) • Micromanagement is a problem • There is a lack of respect and trust of employees by managers • Upper/senior management needs to interact with employees at all levels • There are too many supervisors EAG Management Survey

40. General Themes – Optional Question Sound Bites • Some supervisors do not make the hard decisions • There is a mismatch of employees and jobs by supervisors • Management needs to be a team too • Good progress has been made with supervisor training • There should be 360 degree feedback on supervisors • 2 supervisors, 1 non-supervisor • Training should be required for managers/supervisors EAG Management Survey

41. Successful!!! • Good turnout • Lots of useful feedback • What are the next steps? EAG Management Survey