Just how supportive is your company's culture? And how supportive are you as a manager or supervisor? Read the 20 qualities of a supportive culture, and then take the 20-question self-assessment test to see how much you're contributing to your company's supportive culture, and which qualities you may need to strengthen.
20 qualities of a supportive culture
- There is a concerted effort to help employees manage their personal responsibilities as well as their work.
- Employees have a sense of "corporate family."
- Managers are open to redesigning jobs to make them more suitable for flexible work arrangements.
- Efforts are made to eliminate low-value or duplicate work.
- Attempts are made to make jobs interesting and fulfilling.
- Salaries are competitive.
- Benefits are designed to meet life
cycle needs.
- Employees have a sense of challenge at work.
- Managers and workers alike are encouraged to challenge current practices without fear of reprisal.
- Collaborative brainstorming is a common practice.
- Employees feel trusted.
- Employees are treated with respect.
- Employees enjoy control and a good degree of autonomy over their
work and daily routines.
- Employees believe that senior management cares about their well-being.
- The company is socially responsible.
- Employees have a sense of equality and diversity.
- Employees have a sense of shared purpose and empowered to achieving goals.
- Friendships flourish among coworkers.
- Communication is open.
- Decision
making is based on long-term rather than short-term goals.
Self-assessment test for leaders to determine their supportive qualities
To help determine how supportive you are as a manager, rate yourself by answering each of the following questions.
|
|
|
Very often |
Often |
Sometimes |
Rarely |
| 1. |
We take time as a team during the workweek to discuss personal issues that might present a work conflict. |
5 |
4 |
3 |
2 |
| 2. |
When I make business decisions, I consider how it will affect the lives of those who report to me. |
5 |
4 |
3 |
2 |
| 3. |
I use discipline, not punishment, to correct behavior. |
5 |
4 |
3 |
2 |
| 4. |
I seek out and listen to employees' ideas and suggestions about how to get the work completed. |
5 |
4 |
3 |
2 |
| 5. |
I work hard to instill camaraderie and team spirit in my employees. |
5 |
4 |
3 |
2 |
| 6. |
Those who report to me will say I am fair. |
5 |
4 |
3 |
2 |
| 7. |
Those who report to me will say I am approachable and supportive when it comes to accommodating personal issues. |
5 |
4 |
3 |
2 |
| 8. |
I acknowledge my own work/life pressures and take the time I need to handle them, projecting the behavior I want others to exhibit. |
5 |
4 |
3 |
2 |
| 9. |
I encourage employees to handle their personal and family commitments. |
5 |
4 |
3 |
2 |
| 10. |
I often inquire about the health and well-being of those I supervise, and they know my interest is genuine. |
5 |
4 |
3 |
2 |
| 11. |
I encourage employees to anticipate personal and family needs and to plan ahead for them as much as possible. |
5 |
4 |
3 |
2 |
| 12. |
I ask those who report to me to assess how supportive I am of them, and I value their feedback. |
5 |
4 |
3 |
2 |
| 13. |
As much as possible, I give employees the freedom to work in the way that works best for them, as long as their work is completed. |
5 |
4 |
3 |
2 |
| 14. |
I go out of my way to create partnerships with union representatives so that my staff members' needs are met. |
5 |
4 |
3 |
2 |
| 15. |
I trust that employees will do what they say, and I often demonstrate that trust. |
5 |
4 |
3 |
2 |
| 16. |
I engage in creative problem
solving with employees to help them address personal needs while meeting business demands. |
5 |
4 |
3 |
2 |
| 17. |
I encourage employees to take advantage of our company's resources, I and point them to information about those resources. |
5 |
4 |
3 |
2 |
| 18. |
I am careful not to allow one person who has abused my trust color my perception of others. |
5 |
4 |
3 |
2 |
| 19. |
If it's clear that business needs can be met, and it doesn't conflict with contract language, I support flexible schedules. |
5 |
4 |
3 |
2 |
| 20. |
I believe that when morale is high, customer service and productivity improve. |
5 |
4 |
3 |
2 |
How supportive are you?
Based on your answers to the preceding questions, tally your score and check
your results.
| Your score |
Results |
| 90–100 |
Congratulations! You're exactly the kind of leader who everybody wants. |
| 75–89 |
You're doing well, but there's room for growth. |
| 50–74 |
Use these questions to find ways to increase your flexibility and supportive qualities. |
| 49 or
below |
Corporations around the globe are moving toward a more supportive, flexible work environment. Don't be left behind! |
About the author Susan Seitel, president of Work & Family Connection, is one of the nation's leading pioneers in the field of work/life balance. A founding board member of the Alliance for Work-Life Progress, she has been helping companies, organizations, and governments transform their culture since 1984. She writes the publications Work and Family Newsbrief, the Trend Report, and the Manager's Quarterly and has authored several special reports and publications. Susan most recently published The Eleven Essential Steps to Designing a Successful Work-Life Program.
United States
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