1. What are the visions and values of the company and how are these communicated to employees and outsiders?
Is there a compelling vision for the company and for each unit? Is there a mission that supports the vision that employees understand and can support? Does each unit have objectives that support the vision? Do all employees know how their work relates to the vision? Is there a common set of values that binds the organization together? Do officers/owners follow these values or is there a gap between what they say and what they do?
2. Are hiring and benefits fair and open?
Is the interview process one of mutual exploration, where the prospective employee has an opportunity to ask questions and receive realistic answers as well as present qualifications? Is there equal access for different types of people? Are benefits available to partners with different lifestyles?
3. What is the process for training and developing employees?
Is there training for new employees on the culture and procedures for the corporation? Is there position-specific training? Is there developmental training? Are employees given challenging work to help them grow and develop? Are creativity and risk-taking encouraged if supported by a solid foundation? Are some mistakes tolerated to help employees learn and develop new ideas?
4. What is the communications culture of the organization?
Do officers/owners regularly and meaningfully communicate with all levels? Are the customer service and financial results widely distributed? Is there meaningful two-way communications throughout the organization? Does the direct supervisor meet face-to-face with employees and discuss important company and quality of work life issues? Are employee surveys on organizational and cultural issues conducted and published, and are employees asked for input on solutions? Is there an open door policy for access to management versus hierarchical procedures?
5. How do people treat one another?
Is there an atmosphere of civility and respect? Is there a win-win orientation? Is teamwork valued and encouraged with all ideas welcomed? Are employees' spirituality respected in terms of time off and boundaries around work-related values?
6. How are evaluations and personnel issues handled?
Is there informal feedback immediately on successes, identified areas for development and missed promises? Are evaluations based on agreed upon objectives that have been clearly communicated? Are employees asked to provide accomplishments and wins for input into their evaluations? Is there face-to-face feedback at least twice a year per employee on performance? Are planning and feedback conducted in a spirit of coaching rather than intimidation? Can employees initiate job, performance, and procedure reviews? Does the company use 360 reviews (employee asks peers and subordinates to review his/her performance as well as the supervisor).
7. How is compensation handled?
Do employees understand and perceive the compensation system as being fair? Do employees and their supervisor set objectives at the beginning of each year or evaluation period? Can these be mutually adjusted if conditions warrant? Are teamwork and the overall performance of the company balanced with individual performance? Is compensation based on performance and applied fairly to all employees?
8. Are employee diversity and safety valued and ensured?
Are all employees treated fairly and respectfully, regardless of race, creed, length of service, gender, age, and experience? Is it clear that sexual discrimination and inappropriate behavior will not be tolerated? Are harassment policies clear and enforced? Are opportunities for special assignments, challenging work, training and compensation based on ability and contribution? Is there a mechanism within the company that allows employees to express concerns, report violations, and receive due process to handle complaints?
9. What is the role of quality management?
Does each unit have a plan to improve their processes? Are employee ideas acknowledged, encouraged and acted upon and is the employee given credit for it? Can employees determine how quality is used so that they can improve their work life as well as the company?
10. What is the climate of decision making and leadership?
Once a decision is made, do people remain committed? Is there room for decision review? Are there personnel procedures that protect all employees from abuse of power by supervisors? Are policies consistent with the company's long range vision and values, or does the company have the management fad of the year?
This piece was originally submitted by Hannah Wilder and Nancy Needhammer, Business and Personal Coaches, who can be reached at NancyN@bellatlantic.net ; Hannah@Wiseheartcoach.com or visited on the web. Hannah Wilder and Nancy Needhammer wants you to know: Nancy Needhammer is a Business Coach who enjoys working with Small Business Owners to increase profits, attract more customers and improve their management processes. Hannah Wilder, who owns Wiseheart Coaching, loves working with Business Owners who want to bring intuition, creativity and spirituality into everyday life and work