3. Start a 360 degree performance review process. Have employees reviewed not only by their supervisor, but by their peer group as well. Make these reviews optional for first year, but mandatory for employees who want to be considered for promotions.

A Caveat: It takes at least 6 months of preparation to introduce a 360 degree review process effectively. Show employees evaluation materials you intend to use up front. Train employees how to accept negative feedback by giving them a system to take it in and process it before reacting. Also train employees to give feedback that is work-related and objective with factual examples not feelings.

4. Have employees review company. Ask employees to hold company up against its own standards. Do this survey annually and check trend over time.

Ask yourself and others these questions:

Does company walk talk of its vision and values? Are management employees role models for ethical behavior? Do you take short-cuts with safety? Do you encourage honesty in reporting or do you shoot messenger?

5. Create action plans for each individual tied to your vision. Make a direct connection between employee actions and company vision.

Consider this process:

1.Develop a more specific mission statement from your overall vision, by defining your focus to what markets you are serving and balancing your commitments to quality, value, and service. 2.Determine factors key to your company’s success and focus on specific, but long-term, goals in these areas. 3.Create annual corporate objectives related to your goals. 4.Have each department manager develop department objectives derived from corporate objectives. 5.Post results of 1-4 and ask each employee to develop individual objectives related to his or her department’s objectives.

Do managers or supervisors…? Discriminate by gender or race Allow unsafe or unhealthy work conditions Discourage criticism Forget or fail to give promised performance reviews or salary increases Have unfair work performance expectations

Does top management…? Ignore long-term problems Live up to our mission statement Provide rewards such as promotions on a basis other than competence Mismanage company funds Really care about employees

When you get answers tabulated consider these thoughts:

Are there ethical issues you uncovered with this survey that surprised and concerned you? Are you setting right example for employees? Are you satisfied that standards of behavior you have set are high enough? Are there items that should be added to this list that are unique to your company or industry? Do you have a policy and procedures manual or employee handbook that sets standards on these issues? Should some of these behaviors be cause for termination of employment?

Honest feedback can be hard to hear. I suggest you work with an industrial psychologist or other professional to help you hear positive message in survey results and formulate a plan of action. The real reward will come later when you administer survey a second time and results have changed for better.