Employee Climate Survey

What a great survey! What do you think about the survey? They sure worked hard after the first one to correct the problems :oops:

I have seen Tom's chair, however, I have not seen Tom :!: Maybe his chair was rollong around with the Jim Davis chair :o

There is a definite need for change in management from the bureau chief level and higher to include the CEO :oops:

What a great survey! What do you think about the survey? They sure worked hard after the first one to correct the problems :oops:

I have seen Tom's chair, however, I have not seen Tom :!: Maybe his chair was rollong around with the Jim Davis chair :o


It would make for a good beer commercial, "Employee climate survey, morals, ethics, it just don't get better than this." What so sad about it is under our current administration, they just don't care about the troops :!:

When did the survey come out? I haven't seen a survey as of yet. I don't understand why they just don't email it to us?

What a great survey! What do you think about the survey? They sure worked hard after the first one to correct the problems :oops:

I have seen Tom's chair, however, I have not seen Tom :!: Maybe his chair was rollong around with the Jim Davis chair :o


It would make for a good beer commercial, "Employee climate survey, morals, ethics, it just don't get better than this." What so sad about it is under our current administration, they just don't care about the troops :!:

Has the new Governors transition team seen this survey? If you have it, you may want to send it to them, for their review. Maybe the transition team will listen to your officers/agents and make some changes in your organization. Charlie supports law enforcement and he ran on a law and order campaign. Charlie is the peoples Governor and he will listen! I am so sorry that you are told not do your jobs. I will forward the leoaffairs web site information to Charlies transition team for their review. Please forward your issues and concerns to Charlie's transition team web site:

transition@myflorida.com

Can you guys post this? I would love to see it. Maybe TT and MK are going to have to work for a living now.

Can you guys post this? I would love to see it. Maybe TT and MK are going to have to work for a living now.


38% - For the Executive Leadership Team, now there is a sound number to build upon. The problem is that no one tries to improve the survey, they just laugh it off. "Got to take it for what it is worth."

34% - For my management provides effective leadership, there is another great number to build upon.

Why does the Secretary allow this type of poor management to continue within the division :?:

Seems as if your leaders and managers have forgotten how to lead by example. They have chosen to not support you or stand up for you on most of the issues. :oops:

It is time for you to come forward and let the "Peoples Governor Transition Team" know that you need a change in management, especially from the bureau chiefs level and higher!

You need leaders and managers who will support you and not throw you to the wolves in order to make themselves look good.

I sent my resume in to assist the Crist team in the examinations of the various departments that Crist will oversee. What message should I deliver to them about your leaders?

Tell Governor-elect Crist to ask John Rivera, PBA, about these people. Crist trusts the PBA. Better yet, get John Rivera to reach out to Crist and offer his "recommendations" about these clowns.

I sent my resume in to assist the Crist team in the examinations of the various departments that Crist will oversee. What message should I deliver to them about your leaders?

Ask them to look at this web site and the two employee climate surveys and how no improvments were made. Ask them to conduct interviews with the rank and file officers, please include the lieutenants and captains.

Please help!

I sent my resume in to assist the Crist team in the examinations of the various departments that Crist will oversee. What message should I deliver to them about your leaders?

Do you think you are being lead by Democrats? :!: Your management is more liberal on ALL of the issues, than having Republican conservative values. I almost voted Democrat, against my beliefs in order to be assured that the democrats would have got rid of your administration.

I believe Charley is a man of his word and he will make changes for the better in this administration. Keep the faith!

:)

I sent my resume in to assist the Crist team in the examinations of the various departments that Crist will oversee. What message should I deliver to them about your leaders?

What is your management doing to correct the problems disclosed in your survey? Are they moving to correct the deficiencies immediately? Let me know so that I can forward this information to the transition team. :oops:

"We know that communication is a problem, but the company is not going to discuss it with the employees." (Switching supervisor, AT&T Long Lines Division) :oops:

Who does this remind you of? Maybe your management! Has there been any discussion about your very poor Employee Climate Survey? Do you think your management really cares about you or what you think? The answer is simple! NO

LISTENING–Leaders listen to all ideas and take the time to explain why a new one can or cannot be adopted. This behavior on the part of the leader keeps people coming back with other ideas, and sooner or later one will be exceptional. Leaders are receptive to bad news, and never “shoot the messenger.” This policy ensures that the lines of communi-cation are kept open and that leaders will continue to receive the initial report of bad news from peers or subordinates rather than from their bosses. Shooting the messenger virtu-ally assures that the only notification of bad news will come from the boss, and that’s not conducive to a leader’s longevity. Additionally, real leaders view the problems brought to them as opportunities to excel.

SOMEONE NEEDS A HUG AND A REACH AROUND

:lol:

SOMEONE NEEDS A HUG AND A REACH AROUND

:lol:

Do you swallow? :D

Have there been any changes?

It goes far beyond the climate survey. What the survey doesn't ask are the specifics. WHY are employees disgruntled? When answers such as because an "officer" who lied on her application for DEP, then became the Lt's pet and was even made Corporal although she never did anything. Then the Lt became Capt and the "officer" quit telling everyone she had a job with another agency in another city although this, too, was a lie. She also lied on their application and the Capt covered for her when she was called instead of the immediate supervisor the new Lt (who should've been called for the reference). Once it became appaulingly clear to the "officer" that the other angeny wasn't stupid enough to actually hire her, she went to the Capt who went to the Chief and because she was Capt's little pet, she was immediately rehired, given back all her former equipment, car, park and even Corporal position. All of this was done to the great dismay of the new Lt who didn't know it had been done until the fat lady sang. How's THAT supposed to help morale? That's just ONE particular example of immoral unethical and illegal proceedings that occur within DEP. It's no wonder the surverys were as low as they were. Take that to Crist's team!!![/quote]

LISTENING–Leaders listen to all ideas and take the time to explain why a new one can or cannot be adopted. This behavior on the part of the leader keeps people coming back with other ideas, and sooner or later one will be exceptional. Leaders are receptive to bad news, and never “shoot the messenger.” This policy ensures that the lines of communi-cation are kept open and that leaders will continue to receive the initial report of bad news from peers or subordinates rather than from their bosses. Shooting the messenger virtu-ally assures that the only notification of bad news will come from the boss, and that’s not conducive to a leader’s longevity. Additionally, real leaders view the problems brought to them as opportunities to excel.

Although eloquently spoken, we little people know all too well this isn't the case.

LISTENING–Leaders listen to all ideas and take the time to explain why a new one can or cannot be adopted. This behavior on the part of the leader keeps people coming back with other ideas, and sooner or later one will be exceptional. Leaders are receptive to bad news, and never “shoot the messenger.” This policy ensures that the lines of communi-cation are kept open and that leaders will continue to receive the initial report of bad news from peers or subordinates rather than from their bosses. Shooting the messenger virtu-ally assures that the only notification of bad news will come from the boss, and that’s not conducive to a leader’s longevity. Additionally, real leaders view the problems brought to them as opportunities to excel.

Although eloquently spoken, we little people know all too well this isn't the case.

See what happens when you fail to listen to your employee's? Your resignation letter is accepted by the Secretary! Now how many others of you in the LE chain of command haven't listened to the troops? I would be worried that I am next! Maybe this will make you listen and get out of those offices, to check on your troops. All we want is support and to be able to do the job, without interference from the top. So what if you have to answer a complaint, from someone who got a citation. Big deal that is part of your job!

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