Do you…
| Yes | No | ||
| A | Assume that employees will tell you what they want from their work? | ||
| B | Believe that retention is a job for HR or compensation professionals? | ||
| C | Regard employees’ careers as their business, not yours? | ||
| D | Take for granted that employees know you respect them, and therefore you don’t need to show it? | ||
| E | Think employees should tell you if they are not feeling challenged in their work? | ||
| F | Expect employees to leave their personal lives at the door and feel only their business lives are your concern? | ||
| G | Avoid discussing career options with employees, especially when promotions are not readily available? | ||
| H | Hire primarily based on functional or technical skills? | ||
| I | Give information to employees on a need-to-know basis only? | ||
| J | Feel you are here to get the job done, that employees don’t have to like you? | ||
| K | Believe you are not at work to have fun? | ||
| L | Fear that if you introduce employees to others in your network, they might be enticed away? | ||
| M | Feel that you don’t have time to mentor? | ||
| N | Have only a vague idea of what it costs to lose talented people? | ||
| O | Tend to hoard good people instead of helping them seek other opportunities? | ||
| P | Agree that we don’t have the luxury of loving what we do? | ||
| Q | Fail to question policies for the sake of your employees? | ||
| R | Deem good work to be its own reward? | ||
| S | Feel that if you don’t control the who, how, where, and when, the work won’t get done right? | ||
| T | Avoid giving negative or corrective feedback to your employees? | ||
| U | Consider yourself too busy to be a good listener? | ||
| V | View employees’ values as their own business and therefore seldom discuss them? | ||
| W | Believe that employee health programs and initiatives are frills? | ||
| X | Think that generational differences are irrelevant in the workplace? | ||
| Y | Believe employees should usually wait for you to tell them what to do? | ||
| Z | Maintain the employee engagement and retention are not critical leadership skills and you don’t need to spend time improving them? |
Questionnaire from Love ‘Em or Lose ‘Em by Beverly Kaye and Sharon Jordan-Evans (Berrett-Koehler Publishers, Inc) ISBN 978-1-57675-557-0. Adapted and reproduced by permission of the authors. Learn more by visiting their website www.keepem.com.
So, how do you score? Here is how to make sense of the test and decide what to do next.
Count the number of YES and NO responses. If your NOs outnumber your YESs, you are on the right lines. If your YES score is much higher than your NO score, you should reflect whether you are applying ROTA management. ROTA stands for Respect, Openness, Trust, Autonomy. If these four principles inform all your dealings with the people in your organisation, you will be laying the foundations for full employee engagement, and will be on the way to creating a great place to work and a high-performing organisation.
Statec can help you put ROTA management into effect throughout your organisation. Call us on 01727 869300 for a free preliminary consultation.