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~-s <br /> Check: Measure results. Study what you have learned. This too, may be <br /> accomplished with a survey, focus groups, etc. <br /> Act: Acton test results., Make modifications to the implementation.. <br /> The Committee decided to begin with Step One of the process for Issue #5 as follows: <br /> Step One Plan: Develop theories about the root cause of Issue #5. <br /> Problem Statement: Whx do employees not feel appreciated? <br /> - Some. employees don't know their supervisor well enough to have a personal <br /> relationship with them. <br /> Why? Some employees are not comfortable talking with others -they are more <br /> reserved. <br /> - Supervisors don't take the time to appreciate employees. <br /> Why? It's hard for supervisors to find opportunities to express appreciation. <br /> <br /> _ Why? Supervisors are busy; behind in their workload, trying to catch up. They lose <br /> what opportunities exist to show appreciation. <br /> Why? Work may be considered mundane or routine -the same work all of the time. <br /> Why? <br /> - No one pays much attention when work gets done -only when it doesn't. <br /> t <br /> ~ Employees only see the supervisor when the employee is in trouble. Employees <br /> receive no positive or negative feedback, so they conclude their work must not be <br /> important. No one comes out to look at their work, and even if someone does come <br /> out, they don't understand the work and have no constructive feedback to offeror <br /> they find something wrong. <br /> Why? Employees regarded as a resource to get the work done, not as a person. <br /> Why? Perception of the supervisor's role - to be directive. <br /> - Employees receive no positive or negative feedback, so they conclude their work <br /> must not be important. <br /> Why? Appreciation from other work teams expressed to lead worker or supervisor <br /> instead of person who did work -and not passed on to employee. <br /> Why? <br /> - Employees feel as if their opinion on what to do or how to do it is not asked for, and <br /> if given, not considered.. There seems to be no opportunity to offer suggestions for <br /> improvement and no acknowledgement of suggestions if they are given.' <br /> Why? Supervisors are limited in the way they-can reward people: <br /> Why? Historically, we've always done it this way -resistance to change. <br /> Why? Perception of the supervisor's role - to be directive.. <br /> Why? <br /> <br />