1. SUNY Oswego Survey Employee Comments-Snapshot
Neil Strodel to lmc
June 9, 2016

2. Highest and Lowest Scores Employees
I like the work I do 94% Physical working conditions are good 86% I clearly understand my job role 90% I feel safe at work 85% My work site is clean 89% I am willing to do extra effort 87% I am going to work here for at least two more years 91%
My work environment is positive and
encourages me to do a good job 55%
There is room for me to advance 49%
I can trust what I am told 26%
I am treated like a person not a number 44%
I am recognized for what I do 33%
Staffing is adequate 35%
This is a spirit of cooperation 30%
I feel fairness is being maintained 53%
I am informed ahead of time on things
that impact me 38%
I have confidence in leadership 34%
My care and wellbeing is being attended to 29%
Follow up on department objectives is done 30%

3. Employee Comments Fairness
Friends, family, stall tactics, evaluations used unfairly
Provide clear expectations, listen, and follow up
Listening, hardest workers are not promoted
Fear, retribution
People with short tenure are on fast track
Held to different standards
Supervisors ask productive employees to carry the lazy ones
Special treatment happens way too often
Same pay grade/different assignments
Discipline not given out equally nor is evaluation of work
Nepotism rampant in some areas- we can predict who will get jobs
Too many times people allowed to perform below the standard-undue pressure on others
Teacher’s pets are kept happy
Some decisions made based on friends and favoritism
Be more trusting and don’t play favoritism
Be fair- no pets allowed
Address those who are doing things wrong instead of making us all pay the price

4. Employee Comments Spirit & Cooperation Listen to us
The reward for good work is more work
Openness to new ideas is a façade
Decisions are dictated down the line
Nepotism, favoritism and rewarding “yes men”- that is what's wrong
If you treat employees with respect, they will work hard
Many people trying to figure out how to dodge work
How do you supervise those who don’t care?
Pecking order in custodial- 15’s/11’s/7’s/5’s- Management doesn’t see it!!
Unwillingness of some employees to do their jobs
Bar is set lower because of underachievers. If we were a sports team we would not win any games.
We maintain the buildings, but we are not appreciated!
Listen and let the people know opinions are valued
Put downs need to stop
Less negativity and down talk
I feel like I am engaged but I don’t feel I should be yelled at
Don’t assume we are always wrong- work with us
Start listening to those doing the work
When things are done without explanation it seems like they don’t care
They don’t listen because my ideas are not in line with the higher-ups!
Treat people with dignity and respect
Some supervisors can’t control the nonsense

5. Employee Comments Recognition An “at a boy” goes a long way
Do not feel valued- been here 20+ years
Never in 15 years have I been complimented!
My customers praise my work, not my manager
Find a way to sincerely reward those that deserve it
Look at me with a sincere face and tell me my work is appreciated. Don’t fake it, we can tell!
Too much negative feedback- not enough positive!
Give credit where credit is due
A little honey goes further that vinegar. If you keep hearing the bad things, you eventually think you are bad.

6. Employee Comments Trust
Listen to the people Management used to plan projects, now they are paper pushers
Meetings after meetings, rules and regulations
The breakdown of trust between supervisor and employee is a cancer
Some supervisors are rude and belittling. Do not like other opinions
Bring the human factor back to HR. Call them and you get sarcasm, belittlement!
Need to listen to the work force
Different bosses, different rules
Leaders try to make it seem like we are involved- just putting on a show
Most management are extremely condescending
Unnecessary new management positions and not responsive
No open door policy
Too much micro-engaging
To have a positive work force most employees need a positive leader
When intimidation is used, respect is lost
Certain supervisors don’t listen and they discourage new ideas
Consider our ideas, don’t tell us we don’t know how to do things
Fix the problems we are bringing to you
The campus need to make me feel like the work I do matters
Just wish upper management would do a better job with employee problems and show they really care
It would help if someone listened
Be open and honest- do a full investigation before pointing fingers!

7. Questions?