Conference 7.286::digital

            .-1

    i guess the survey thing they do is based on some sort of layout
    whereby by you select a choice "as in , please choose one of the following 
    options A,B,C or D" etc..

    this way it makes it easy to tally stuff at the end , they might give
    each choice some number value , and at the end they and punch it
    all in the computer and come up with nice numbers and charts to make
    plots from.

    i guess a survey makes it easier to quantify things for managements, reading
    this note file will be more time consuming probably for them to do.

    managements like to see bottom lines, just the facts please, numbers, 
    plots, graphs , bar charts, CPM , precedence diagrams, density
    functions, probability distribution plots, accumulation diagrams, P&PL,
    profit margarines bottom lines, etc...

    managements they dont like to spend there time reading notes files ,
    they have BETTER thing to do !!

    \nasser
    a_DEC_inspiring_to_be_a_VP_one_day

I guess that expecting the readers of this conference to actually put on a 
technical hat for a moment is too much...

Perhaps we are hiring a consultant because a self selected sample is 
useless.  I agree that management should read this conference to find out 
what some articulate and intelligent employees think, but I also feel this 
conference is hardly a significant or statisticaly meaningful sample of the 
corporate population.

I wish I knew why we couldn't generate a valid sample using the consulting 
resources we have in the company.

Matt

 Re. basenote
    
    >> Wouldn't it be smarter and more cost effective to set up a 
    >> dedicated system to host a Digital Employee Survey Notesfile
    >> and encourage all to reply there with opinions and concerns 
    >> regarding the company.  Are we only in business to provide 
    >> cushy work for outside consultants?
    
    	Of course it would probably be smarter and more cost 
    	effective to develop our own dedicated system, however,
    	the powers that may be would probably argue about manpower
    	to develop, run, monitor, and maintain the system. 
    
    >> Can't the SLT just read *this* notesfile?  Practically everything 
    >> you ever wanted to know that is wrong with this company is here anyway.

    	Don't think that they [SLT] don't. I can personally voucher for 
    	several members whose staffs periodically read this file and 
    	report on issues. 
    
    
    Re. .3
    
      >> ... but I also feel this conference is hardly a significant or
      >> statistically meaningful sample ...
    
    	Unfortunately you're probably right. The odds of read-only noters
    	FAR outweighs the "vocal" participants. Too many people are fearful
    	to reveal themselves, either due to past experiences, or war
        stories from other folks. Until people stop being punished for
    	voicing an opinion you'll never get the majority of noters to
    	respond on-line.
    
    
     










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    How many new employees do we have, anyway?
    

    Can you direct me to the VTX article regarding this new employee 
    survey?  I can't find it.
    
    Is this survey only for new employees and not all employees.  If it
    is only for new employees, does anyone care to speculate on the reason
    all employees are not included and to what purpose the results might
    be put?  
    
    Thank you

    #3 on the LIVEWIRE world menu.

    I'm mailing you the article from VTX LIVEWIRE - I believe the inference
    that the survey was to be completed by new employees only was
    tongue-in-cheek...
    
    /dlw

    Worldwide employee survey begins next month.
    

    RE: .8  by CTHQ::DWESSELS 
    
    >I'm mailing you the article from VTX LIVEWIRE - I believe the inference
    >that the survey was to be completed by new employees only was
    >tongue-in-cheek...
    
    Yes.  Sorry.  How do you do a smiley face for tongue-in-cheek anyhow?
    
    Like this, maybe?    :-')
    

    .7-.10
    
    Thanks for the information; I did read it and also tongue-in-cheek
    wonder if new employees will be the only DEC,,,er, Digital employees
    left??   (or maybe not so tongue-in-cheek)
    
    }-(

    	It is probably valid to use an outside company to take a survey.
    They would be more experienced in avoiding false sampling techniques.
    
    	And using this notes file is certainly a false sampling technique.
    It excludes all employees who do not have access to the network. It
    excludes all employees who do not know of the existence of this notes
    file. It excludes all employees that do not care enough about the
    future of the company to bother about this notes file. It excludes all
    employees who are too busy to read this notes file even if they know it
    exists. And as mentioned, it excludes all those who don't dare put a
    note in here, for whatever reason. On the other hand, contractors who
    are not direct employees can and probably do note in here.
    
    	It depends on who you want to reach and why. This notes file does
    not represent the average employee.
    
    	Dave, who was threatened with firing as a result of his first note
    in this file.

    re: -1
    absolutely.... who in their right mind would attach any validity to a
    survey conducted BY digital FOR digital.... 
    
    it'd just be another "let's tell 'em what they wanna hear" case./
    
    tony

   I just finished the survey in VTX.  74 questions, 5 lines of comments
   and some demographic info.  The preamble to the survey stresses the
   anonimity of the survey.  Apparently, tracking information by name is
   not recorded.
   
   This raises a question: How are they keeping people from making
   			   multiple submissions?
   
   Having just finished a Social Research Methods class 6 months ago, I
   believe that by not disallowing multiple survey responses from a
   single respondent would render the survey statistically invalid.

	... that you did one.  That's a simple RMS file, or tweaking some
unused ELF byte from "0" to "1", IMHO.

    The following reply has been contributed by a member of our community
    who wishes to remain anonymous.  If you wish to contact the author by
    mail, please send your message to ROWLET::AINSLEY, specifying the
    conference name and note number. Your message will be forwarded with
    your name attached  unless you request otherwise.

    Bob - Co-moderator DIGITAL

=============================================================================
	Be aware that using any SURVEY tool over the network makes
	it possible to gather NODE::USERNAME information. One of the
	tools in use maintains a list of each responder and their
	address into a distribution list for later use, if desired. 

	Want to know more....look in VTX TOOLSHED at the SURVEY tool
	contained there. One of the Features it states is:

	" - Optional list of all respondees' names"

I just took the survey, and was disappointed by the focus.  Almost all of
it was related to your direct manager (does she/he make you feel good, help you,
etc).  A couple of questions about "Digital Management".  That's it.  For
the life of me I can't figure out what useful purpose this survey has, other
than to put $$ in Gallup's pockets.

Tracking node/username combinations does not, of course, eliminate duplicate
survey responses, since many people have accounts on more than one system.

Paul

    re .17
    
    Thanks for the information. I won't bother completing the survey, if
    the focus is that limited.

I found little to no substance in this survey - reminded
me of something one might give to an elementary school
age child.....(do you like your teacher?....does your
teacher like you?....did you like what they served today for
lunch? ....are you happy today?)

I was ESPECIALLY upset at the questions at the end.....
(what is your race?....male/female?.....) What does this 
have to do with whether or not you like your job, company,
boss.....)???????

And most importantly - the space left available for comments?
I wish I had much more space I would have listed ALL the 
issues I have with both the survey and my view point of the
supposed leadership of the company!  It didn't seem to me 
that THEY do not really care what I think!

Donna

I didn't have a problem with the demographic information at the end.  It
seems to me that this was the influence of a professional survey group
who likes to produce reports showing the different responses among the
various social/ethnic/gender/whatever groups, ie, "The average response
to question # 7 among left-handed female albinos who were not working in 
the country in which they were born and who reside in a southern state
was .0003 greater than right-handed female albinos who (etc)".  The value
of such reports is left as an exercise for the reader...

Someone earlier talked about why it is not a good idea to simply read 
this notes file, since this is a self-selected non-standard sample of
the population.  It seems to me that the survey shares the same problem.
It requires access to and familiarity with VTX, something that I do not
believe is true for a significant number of our population.  I am in
Sales Support, and one of the tasks that I have been asked to perform was
to prepare training for our Sales people to allow them to use VTX.  The
justification for this training was that most Sales people do not know
how to use VTX, and therefore do not use any of the services which could
benefit them.  If they don't use services such as the Order Tracking system 
(which gives them status of their orders, which lets them know when the
equipment will ship to customers so they know when their commission checks
will be paid), how are we going to convince them to take a survey?  Sales
people in my experience have little patience with paperwork which does
not directly lead to closing sales and making budget...

I took the survey this morning and was also disappointed that the questions
concentrated on local management with very few questions on either Digital
in general or the SLT.  I was hoping for a more balanced survey, with the
same number of questions for each of the categories.

-- Ken Moreau

    
  > believe that by not disallowing multiple survey responses from a
  > single respondent would render the survey statistically invalid.
    
    This is probably an inferential statistics design.  They could test
    the validity of the sample according to the Central Limit Theorem,
    comparing multiple samples drawn from a large population.
    
    C
    

    
    Well I'm only a casual observer of VTX and how to access this dumb
    survey is not so obvious to me.  Could some kind person relate the
    selection string please?
    
    

I took the survey yesterday, and also thought there was a large focus
on your direct manager. The gist of the questions were 'Is your manager
doing his/her job?'. I was very dissapointed by that focus (as well as
concerned by the implication).

			/ed/

    I agree with you.  Alot of focus on immediate management, or senior
    management, which are the top dogs.  What about middle management?  My
    manager is top notch.  Best manager I ever worked for.  However, I
    think that there is a major disconnect in this company with all the
    stove piping that still exists, and the survey gives you such small
    room for personal comment.  No other place on the survey can you rate
    or comment on middle management.
    
    Bob
    

    Re: Note 2831.23 by MIMS::PARISE_M
    
�    Well I'm only a casual observer of VTX and how to access this dumb
�    survey is not so obvious to me.  Could some kind person relate the
�    selection string please?
    
    Assuming you can get to a DCL prompt, you should be able to simply:
    
    	$ VTX RENEW
    
    A menu should be displayed with (I think) options numbered 1-4. Press
    whatever number you want, followed by <return>. To exit VTX press gold
    period (i.e. press the PF1 key and then the period key on the mini-
    keypad).
    
    	BD�

      1           2           3           4           5                6
   Strongly    Disagree   Undecided     Agree      Strongly           Not
   Disagree                                         Agree          Applicable
 

  1  The ongoing training that I receive helps me do my job better.
  2  Creating a positive work environment is a vital part of Digital's mission.
  3  Recognition at Digital is based on performance.
  4  I have opportunities for advancement within Digital.
  5  Processes and procedures at Digital allow me to meet my customers'
         needs in the most efficient manner.
  6  At Digital, we are developing products and services that will allow
         us to be successful well into the future.
  7  The last time I asked someone in another work unit for help, I got it.
  8  During the last five working days, I completed a task or assignment.
  9  My immediate manager gives me praise whenever I deserve it.
 10  Senior management's behaviors are consistant with Digital's stated
         core values.
 11  My immediate manager acts in accordance with Digital's stated core values.
 12  Whenever I need help with a customer, I know whom to call within
         Digital for help.
 13  I have the right amount of independence from my immediate manager
         to do my job.
 14  I get enough information from my immediate manager to do my job well.
 15  Senior management sticks to a decision long enough to see if it will work.
 16  My immediate manager understands what I do.
 17  I am committed to senior management's direction for Digital.
 18  I have the resources I need to meet the needs of my customers.
 19  I trust my immediate manager.
 20  I have a good understanding of what Digital has to offer our customers.
 21  My immediate manager has helped me develop realistic career goals.
 22  In the last week, I have told a co-worker to let me know if I could
         help him or her.
 23  I get enough information from co-workers in my work unit to do
         my job well.
 24  My immediate manager involves me in decisions which affect my job.
 25  My immediate manager cares about me as a person.
 26  I am very loyal to Digital.
 27  My immediate manager is consistent and predictable.
 28  When errors occur, the emphasis in our work unit is on making it right
         instead of assigning blame.
 29  My immediate manager is available when I need to talk to him/her.
 30  My immediate manager helps me remove any barriers that get in the way
         of doing my job well.
 31  My immediate manager listens to me.
 32  I am aware of Digital's future technical direction.
 33  My co-workers are committed to doing quality work.
 34  Digital management does all it can to make Digital a better
         place for us to work.
 35  In the past week, I discovered a way to prevent an error from
         happening again in the future.
 36  Overall, our training programs are meeting my expectations.
 37  The last training activity I completed helped me increase my productivity.
 38  The last time I asked my immediate manager a question, I got an answer.
 39  My co-workers treat me in a positive and accepting manner.

 40  Policies and decisions made by senior management are always consistent
         with our mission.
 41  I believe managers at Digital will use the results of this survey in a
         positive way.
 42  This last year, I have had opportunities to learn and grow.
 43  During the last week, I have seen my immediate manager do something that
         meets the needs of our customers.
 44  My immediate manager has discussed my work performance with me in the
         last six months.
 45  I feel the cooperation among territories, areas, countries, functions
         and corporate is excellent.
 46  The environment at Digital supports teamwork.
 47  My immediate manager emphasizes my strengths rather than my weaknesses.
 48  My immediate manager fairly evaluates my performance.
 49  The people with whom I work respond quickly to the needs of our customers.
 50  I am able to balance demands on my time between my work life and
         my personal life.
 51  I plan to be working for Digital one year from now.
 52  I know what my immediate manager expects of me.
 53  My immediate manager always encourages me to be honest with our customers.
 54  I understand how my work contributes to the company's profitability.
 55  My immediate manager takes corrective action when employees violate
         ethical standards.
 56  I feel free to take risks in getting my job done at Digital.
 57  Promotions in Digital are based on performance.
 58  The job I am now in uses my talents to their fullest.
 59  When I make a commitment to my customer, I keep it.
 60  In the last week, I have praised someone within Digital for doing a
         good job.
 61  In the last week, I have seen my immediate manager take action that
         demonstrated his/her commitment to quality.
 62  I feel free to express my thoughts, feelings and ideas to my immediate
         manager without fear of reprisal.
 63  I have a good understanding of my customers needs.
 64  My manager creates an environment where diverse perspectives are
         valued and encouraged.
 65  Senior management has a clear sense of direction for our company.
 66  I am treated with respect.
 67  In the last month, I have seen a person in senior management take action
         that demonstrated his/her commitment to quality.
 68  In general, meetings I attend help me do my job better.
 69  I believe my efforts directly and positively impact the success of
         my work unit.
 70  I could clearly explain, to others, the mission of Digital.
 71  I am very optimistic about my future with Digital
 72  I like coming to work each day.
 73  The diversity of the people at Digital is one strength of our
         organization.
 74  Overall, on a scale of 1 to 10, with "10" being high and "1" being low,
         please rate your job satisfaction.
 Several background data questions will then be asked.

re: .22

>   This is probably an inferential statistics design.  They could test
>   the validity of the sample according to the Central Limit Theorem,
>   comparing multiple samples drawn from a large population.
    
    Get real - this is an employee survey in Digital.  I don't believe that
    much thought was put into it.

    This survey also assumes that ones' manager is close at hand. Some
    people work far removed from their manager, seeing them only a few
    times a year.
    
    Lee
    

At least 10 of the questions require a simple YES or NO answer. Very 
useful to have Strongly Disagree thru Strongly Agree!

Gerry

    Re: .26
    
    Did it!  Thanks, Barry.
    
    

>    Get real - this is an employee survey in Digital.  I don't believe that
>    much thought was put into it.

The announcement stated:
    
         "As one of many efforts to rebuild and renew Digital, the Senior 
   Leadership Team is sponsoring a worldwide employee survey.  This survey 
   process will commence with a *pilot* in January 1994."
    
     "Gallup, Inc. of Lincoln, Neb., was selected as our partner for 
   Digital's first worldwide sensing study.  They were chosen, after a 
   lengthy and rigorous vendor comparison, on the basis of their proven 
   record of conducting large employee surveys with a special focus on 
   reliability and sensitivity to worldwide cultures."
    
         "During the weeks of Nov. 29 and Dec. 6, Gallup conducted several 
   focus groups in selected Digital sites worldwide to test and enhance 
   the survey design.  This gave employees the opportunity to play a 
   significant role in the design."
    
    The different samples from the focus groups allow them to test validity
    of a given sample.  Why d'yer think they do it?  Compared to the
    healthcare survey,  this is an pretty robust design.
    
    Colin
    
    
      
                                                        

    I took mine, but at the end this "confidential" test asked if I was in
    sales, what unit I was in, what region I was in and asked for my site
    ID.  Did this happen only to people in sales??
    
    Ken

OK - it's not worded perfectly and it's commissioned by folks we have variable
amounts of trust in.

Instead of complaining about THEM not reading THIS, you have a means of
delivering to THEM a however-edited version of answers to their questions plus
some kind of distillation of a 4-line essay which you can write at the end of
the quiz - er - survey. 

There are a few places to record your level of confidence about senior
management and you can write your (abbreviated) heart out on middle management
in the essay section.

Short of writing in Magic Marker(tm) on the walls of the executive bathrooms in
Stowe, I don't know how else grunts can influence the officers in this person's
Digital.

JMHO.
Norm

I took the survey, and was glad to have the opportunity.  The fact that someone
went through the process of getting funding to hire an outside agency to 
address this issue indicates that there is a high level of visability 
surrounding the issue of employee moral.  I'm glad for that.

I think the emphasis on immediate manager is a little strong, particularly
since I get a new one of those on the average of every 10.3 months, but the
overall emphasis was on how I FELT about my working environment.   That's good.

But I'm glad that Digital is at least starting to look at the effect of low
employee moral on productivity.

I think the results will be more surprising to the SLT than to readers of this
forum.

Bob

Re: .33

>>    I took mine, but at the end this "confidential" test asked if I was in
>>    sales, what unit I was in, what region I was in and asked for my site
>>    ID.  Did this happen only to people in sales??

The heading page says:

>>   ... We are asking
>>   that only employees in those organizations reporting to Russ Gullotti in
>>   the U.S. Territory respond at this time.  All other Digital employees will
>>   have the opportunity to respond by the end of the fiscal year.

Perhaps this has something to do with it?

						Brian

    When I identified myself as a sales code, the survey also went into
    geography, and what type of sales position, and then went into an
    additional 12 questions.
    
    Bob
    

    I grouped the questions and got the following average figures:
    
    Work environment and co-workers	3.6  Undecided/Agree
    Training				3.4  Undecided/Agree
    Immediate manager			4.8  Agree/Strongly Agree
    Senior management			2.5  Disagree/Undecided
    
    The difficult questions were the management ones, do they mean site,
    territory, area, corporate, departmental or business unit?  Each one
    would get a different score.
    
    And there are some really surreal questions too, for example:
    
    31 My immediate manager listens to me.
    		<but does he/she do anything afterwards if action is needed?>
    
    38 The last time I asked my immediate manager a question,
    	I got an answer.
    		<but was the answer constructive?>
    
    51 I plan to be working for Digital one year for now.
    		<I'd like to be working for Digital one year from now, but
    		my plans have no influence on Digital's plans, so the 
    		question's superfluous>
    
    59 When I make a commitment to my customer, I keep it.
    		<yes, and then actions/inactions by management 
    		jeopardise the actions>
    
    
    Apart from that it's probably a reasonable survey to start a
    discussion.

Re -1:

>>Apart from that it's probably a reasonable survey to start a discussion.


And I think that's the problem.  There's so little specificity in the survey as 
to the real problems here that the tendency may very well be to have more 
"meetings" and "discussions" and not generate meaningful results.  

	The questions seemed ok to me although there did seem to be too
	many about my "immediate manager". My disappointment was that
	there was only the 4 lines at the end for comments. From having
	looked at hundreds of customer surveys I know that what people
	take the time to write is much more important than the number
	they give to a particular question.

joe

    
    Re last few.  
    
    It's a *pilot* - the intent is to test the validity
    of questions, designs and samples.  Bad questions get thrown
    out in the final design.  Some `bad' questions are deliberate.
    
    C
    

    Re string.
    
    Perhaps the questions regarding immediate managers might help decide
    who stays or goes. Perhaps the questions regarding the SLT might open
    some eyes. The absence of questions regarding "middle management"
    leaves alot to the imagination.
    
    	fred deady

    re String
    
    I've seen the questions, and I've seen other survey's prepared at a
    former employer.
    
    Quality surveys usually are seeking candid, "gut reaction" responses
    from about 7 to 10 specific questions only.  The other "filler" 
    questions are in part to "distract" or mask those target questions, 
    so the survery direction does not become obvious.
    
    Study the questions - pick the 7 -10 you think are the "meat" of the
    survey.  What do you think SLT wants to know about Digital, from the
    eyes and minds of employees?
    
    Digital Corporation cannot change itself - only the people can!
    
    The results will be interesting, perhaps painful.   I'm pleased Russ
    and others are taking this first step.
    

	"When you have a problem, ask your employees for the solution.  
        'Time after time,' says Jack Shewmaker, former president of 
        Wal-Mart, 'I have seen struggling businesses where the solutions 
        to problems were known by employees.'  And they weren't asked for 
        the answers."

			- Harvey Mackay, in "Beware the Naked Man
			  Who Offers You His Shirt."

I, too, was surprised by the questions, but I will respond.  The survey 
is a step in the right direction.

President Clinton said on the "Challenge to America" show (previous note)  
that every problem American businesses face today have been addressed and 
solved by someone, implying you just have to ask the right questions and 
then implement change.

Tony Robbins talks of asking empowering questions to solve problems and 
eliminate frustrations.  For example, "What's not perfect yet?"  "What's 
great about Digital, or what *could be* great?"  

Don't ask lousy questions that whip yourself into a frenzy; many of this 
type can be found in this conference.

Only a few questions in this survey could be considered empowering or 
compelling.  But at least they're asking.

    
    
    I have worked at several companies where employees surveys have been
    implemented (including DEC).  I have always filled them out honestly
    with the hope that they will make a difference.  Perhaps employees will
    talk and listen.  Perhaps management will talk and listen.
    
    My experience:
    
    DG:  We had a real problem with managment communication.  Survey was
    held.  I got a terminal in my office (no data line to it though).
    Last we ever heard of it.  Voluntary attrition continued without
    comment.
    
    Prime:  A very sincere management had a survey done.  When management
    held a review meeting, they were unwilling to listen to more detailed
    comments about the survey (I, as an engineer, could not relay comments
    from the assemblers/technicians in the group that the would not speak
    out about directly because of fear [like long liquid lunches by the
    privileged few]). No followup after the first meeting.
    
    DEC:  Our group had a very nice survey shortly after I started.  I, as
    a new employee, had little to complain about.  Meeting degenerated into
    an hour discussion of whether we should openly add comments to the
    results of the survey, even voluntarily.  One followup meeting by middle
    management and  that was it. 
    
    
    Surveys can give some ideas about attitudes, but there there is little
    management can do about most of the items raised.  Attitudes have
    already been determined.  Management styles were formed long before. 
    Pecking order and privileges for different classes of people generally
    won't change.
    
    There may be some positive, but subtle changes from a survey.  Change is
    evolutionary, not revolutionary.  Any expectation of anything else is
    naive.  There are few managers who will believe, even with an honest
    survey, that their style is not correct, or that their workers are not
    appreciated.  There are few workers who will belive that their
    management should not grant them additional privileges and freedom.
    
    

Needing a survey points to the problem. Either there is no communication or 
management chooses to deny the reality of the situation. My feeling is that our 
case is the latter. It's comming from the top that only "Happy Speak" is 
permisable. Talking about problems is negative. When communication does happen,
something is done to stop the noise, not fix the problem.

About the survey....If it is a pilot, why where there no meta-questions? 
(Questions about the questions) Like :

75. Did we ask the right questions ? 
76. Could you answer the questions ?
77. ....

How do "They" know if the survey is "good" ? or is the point really to provide
the appearence of upper management listening ?

   ...as uncommon in American Companies these days as some in the big
   dinosaurs seem to think. It appears that even Lou Gerstner of IBM has started
   doing it. It appears that he prefers talking to first-line employees
   in an effort to get a sense of what needs to be done to turn the
   company around.

   All it takes is a couple of trips around the world, talking to employees,
   existing customers AND Prospects, one-on-one. You could gather a lot more
   than by endless surveys and reports from management consultants.

   Nari

    The problem with MBWA is that it leaves you with no proof that you've
    done nothing stupid.  Paying someone to do a formal survey give you
    reams of statistics that you can use to CYA.
    
    Steve

At my previous employ I participated in an employee satisfaction survey which
was somewhat voluntary (names were not taken).  As I sat in the company cafeteria
with a sharp pencil I was interrupted by a person (obviously a machinist) who asked
me "Hey, how do you spell chicken-s___?".

Following the survey, things changed at that company for the better.  The company 
was a major aewrospace employer in the Southwestern US.

I guess it helped then to tell it like it was!

cw

    We just were told the %'s of each site in the area that had responded
    to the survey.  If these surveys are confidential, how would they know
    that??

    RE: -1
    
    One of the several questions at the end of the survey asked for the
    location code of the respondents.
    
    

    Oh, I know how they got the location code. That's not my point.  
    
    If that test is confidential, they shouldn't be revealing any
    information about the people who responded.  Some sites are small
    enough that those questions at the end of the survey could nail a
    specific person to a specific set of responses.  

    I was under the impression that Digital had gone to some big-time
    survey company and had a specific, unique survey done to fit the
    situation.  But...
    
    I told my wife who works for an insurance company about the survey and
    she said it sounded VERY much like the one they do yearly.  So, I
    showed her the questions in the earlier reply and after reading them
    she said other than the minor changes to reflect the difference between
    the 2 businesses the surveys were virtually identical.  It appears to
    be some generic thing used by a lot of companies...
    
    Of course, at her company the results are used yearly to make decisions
    about who would be leading the troops.  As she said, your longevity as
    a manager is tied directly to not only your ability to maintain
    productive people but to keep them HAPPILY PRODUCTIVE as measured by
    the survey.  

    re my concerns about site codes.
    
    I was informed today that the managers are just getting a summary sheet
    of the % of respondents per site code.  In fact, they sent a copy of
    the sheet around to show what they were getting.  My mistake, I
    apologize.

    
    
    very weird, indeed, that upper managment needs a survey to discover
    the root reasons for poor/low moral.....
    
    
    
    

    re.:  .55  " very weird, indeed,"
    
    WHY is this so weird.... Upper management hasn't a clue of what's going
    on down in gruntsville..... Just the thought of a survey of this type
    proves that......
    
    No surprize!
    
    This is of course, "my opinion!"
    
    

From:	MSBCS::DEMMER "Bill Demmer DTN: 293-5000 BXB1-2/D10  05-Apr-1994 1819 -0400"  5-APR-1994 18:21:50.31
To:	@CSG
CC:	DEMMER
Subj:	Renew 94 Employee Survey **PLEASE FORWARD TO ALL EMPLOYEES**

     ******************************************************************
          D I G I T A L    I N T E R N A L    U S E    O N L Y
     ******************************************************************

     +---------------------------+ TM
     |   |   |   |   |   |   |   |
     | d | i | g | i | t | a | l |      I N T E R O F F I C E   M E M O
     |   |   |   |   |   |   |   |
     +---------------------------+

     TO:  CSG Staff                     DATE:  5 April 1994
                                        FROM:  Bill Demmer
                                        DEPT:  Computer Systems Group
                                        EXT:   293-5000
                                        LOC/MAILSTOP:  BXB1-2/D10
                                        ENET:  MSBCS::DEMMER
   
     SUBJECT: Renew 94 Employee Survey
   
     ********************************************************************
     *									*
     *		PLEASE DISTRIBUTE THIS MESSAGE TO ALL EMPLOYEES		*
     *									*
     ********************************************************************

     The Senior Leadership Team is sponsoring a worldwide employee survey 
     entitled, RENEW 94.  Digital is partnering with Gallup Inc. of Lincoln, 
     Nebraska, a proven leader in conducting large scale employee surveys.  
     Gallup's survey tool will enable us, in a confidential way, to capture 
     and analyze employee feedback.  Although this survey covers the worldwide 
     population and general employee concerns, we have asked that specific 
     questions geared to engineering be included as well.  This will enable us 
     to take more focused action on our employees' concerns and work towards 
     the revitalization of all of us.  As we learn to manage change more 
     effectively and improve our employees' morale, we can better meet the 
     needs of our customers and therefore maintain a competitive presences in 
     the marketplace.

     The survey will be available from April 11 through April 29.  Survey 
     responses from employees are completely anonymous.  The results of the 
     survey will be shared with all employees.  Managers will be required to 
     develop action plans and will be responsible for implementation and 
     reporting progress.

     I fully support this effort along with the Senior Leadership Team as a 
     critical step towards Digital's transformation.  I expect each manager 
     in the Computer Systems Group to have the same level of support for this
     process.  I strongly encourage you to actively participate in this survey.

     Attached is a set of frequently asked questions and answers regarding the
     survey.  If you have further questions regarding this process please 
     contact Paul Neuman, the CSG Renew 94 Program Manager.  

     Thank you in advance for your participation.  I look forward to working 
     with you in making a difference.

     Bill 

     WRD:swh
     WRD049.3

                RENEW 94 DIGITAL'S WORLDWIDE EMPLOYEE SURVEY
                            QUESTIONS & ANSWERS



Q:  WHY ARE WE DOING THE SURVEY?

A:  We are doing a survey of all employees so that we can gather real
    data that will help us identify opportunities for improvement.  The
    survey will give managers direct individual productivity information
    about specific areas where local action can improve company
    performance.  The survey will provide a starting point for revital-
    izing the lines of communications within and across organizations.
    The survey will create a platform from which the company can begin
    to enhance positive work environments and relationships.  Finally,
    the survey will engage all employees in an effort to improve employee
    and customer satisfaction.

Q:  ARE WE DOING THIS SURVEY ONE TIME?

A:  No, this survey will serve as a baseline.  Follow-up surveys will
    be conducted at regular intervals.

Q:  WHAT WILL BE DONE WITH THE RESULTS OF THE SURVEY?

A:  Managers at all levels will be responsible to use the results they
    receive, and work with the members of their organization to develop
    action plans.  They will receive results regarding both strengths
    and areas for improvement which were discovered in the survey.  If
    issues can't be solved locally, there will be a process to route
    them to the appropriate levels.  Action planning will be done at
    all organizational levels.

Q:  WILL I BE GIVEN TIME BY MY MANAGEMENT TO TAKE THE SURVEY?

A:  This survey is an important piece of the revitalization of
    Digital.  A key message to management within the corporation is
    to encourage the members of their staff to participate in the survey.

Q:  HOW MUCH TIME SHOULD BE ALLOWED TO TAKE THE SURVEY?

A:  The survey should take approximately thirty minutes.

Q:  WHY ARE WE SPENDING MONEY ON THIS SURVEY?  SHOULDN'T WE WAIT FOR
    PROFITS TO IMPROVE?

A:  For this reason alone, the survey is a MUST.  This survey will give
    Digital the ability to drive change.  The results from this survey
    will give all of us a basis for action planning for improvements.
    Other corporations have used similar surveys to compare year to year
    improvements in their corporations.  This survey is part of the
    revitalization process for the corporation, and is an investment in
    Digital's future.

Q:  HOW WILL THE SURVEY BE ADMINISTERED?

A:  The survey will be administered using VTX.  VTX gives us the ability
    to quickly turn around an electronic feed to Gallup, Inc. for their
    analysis of the information received from the survey.  We chose to
    use Digital's own technology wherever possible.  Where VTX is not
    feasible, we will implement a hard copy alternative.
                RENEW 94 DIGITAL'S WORLDWIDE EMPLOYEE SURVEY
                            QUESTIONS & ANSWERS


Q:  WHY WAS THE VTX TECHNOLOGY CHOSEN?

A:  We looked at many alternatives for automating this survey and had to
    choose an alternative that fit the following criteria:

	1) The tool needs to be available worldwide with no
	   installation required.
	2) The tool needs to be familiar to as many employees
	   as possible.
	3) The tool needs to be simple to "log in" to and use.
	4) The tool needs to create a single database of
	   responses for analysis by our vendor.
	5) The tool needs to be supported and "programming"
	   completed within a 6 week timeframe.

Q:  WILL THE SURVEY BE CONFIDENTIAL?

A:  We are taking extraordinary measures to ensure that the survey will
    be confidential.  We will not report any demographic cut in which
    there are less than ten participants.  Information will not be
    reported on any grouping of organizations which have less than ten
    participants.  We are also removing all tracking capabilities in
    the VTX survey.

Q:  DOES THE SURVEY OFFER AN AREA FOR COMMENTS ON EVERY QUESTION?

A:  No, there is one open ended question at the end of the survey where
    you have the chance to give feedback.  This is not a standard survey
    where results are only tabulated and acted on by management.  You
    will have the opportunity to voice your comments as part of planning
    sessions fostered by the survey at every level of the corporation.

    In fact, we actually put questions in the survey that should lead to
    the kind of dialog you want to see.  The action planning sessions will
    give you and your management the opportunity to discuss, act on, and
    escalate issues as part of an ongoing process.

Q:  IF YOU ARE NOT TRACKING WHO IS TAKING THE SURVEY, WHAT WOULD STOP A
    PERSON FROM TAKING THE SURVEY MORE THAN ONCE?

A:  We had to make some trade offs on this survey in order to get the
    kind of participation we would like to see.  The easiest thing in
    the world for us to have done would have been to ask for your badge
    number so that you could only fill out one survey.

    We decided to treat survey respondents as adults and assumed that
    each of us would only fill out the survey once.  There are some
    statistical methods to look for ballot-box stuffing which we will
    use.

Q:  WHAT IF I HAVE ANY FURTHER QUESTIONS REGARDING THE SURVEY?

A:  If you have general questions about the survey, please send them
    electronically to:  RENEWAL @MSO or STOWOA::RENEWAL.

    When the survey is actually being administered, the name of a
    person and a phone number will be provided as an additional resource
    to help answer questions.

    So, since the survey apparently is now going world-wide...
    
    How were the meetings in all your locations to discuss the specifics of
    the responses to the questions with your management chain?  Ours was...
    Oh, wait a minute, I forgot - WE HAVEN'T HAD ONE.
    
    I gave this thing a bit of thought back when we took it a few months
    ago.  It seems to me that if there is to be any usefulness to the
    results it SHOULDN'T be "rolled up".  They know the group you're in
    (MCS, DC, whatever), and the site code where you are, so it shouldn't
    be TOO difficult to isolate the bunch of answers that apply to a
    particular group and site...  This should make it VERY easy for those
    up the chain to figure out how well things are being managed in a
    specific unit at a site...  For example, there were a whole bunch of
    questions that apply to "immediate manager".  If these questions were
    done as:
    
 24  My immediate manager involves me in decisions which affect my job.
    0 - 5%    1 - 5%   2 - 20%   3 - 50%   4 - 15%    5 - 5%   overall - 3.5
    
    this would give useful feedback in a particular group at a particular
    site on a particular question.  In this case, the numbers are made up,
    but the idea is that the people attending the meeting at a site would
    know how their group answered.  And the manager would get specific
    information on how he or she is perceived by the people managed.  Just
    getting a number "3" on the survey doesn't tell much...  Did everybody
    think you were a "3" or did 50% give a "0" and 50% give a "5"?
    
    By question group ("immediate manager", "Senior management", etc) they
    could be rolled up but retain the individual percentage scoring:
    
 65  Senior management 
    0 - 0%    1 - 5%   2 - 20%   3 - 50%   4 - 20%    5 - 5%   overall - 3.6
    
    This way they could look at that portion of the survey and know that
    75% of people who took the survey think they're doing an average or
    better job.  
    
    I guess it comes down to what the PURPOSE of the survey was...  If a
    particular "immediate manager" scored extremely high would they give
    him or her a big raise?  If extremely low would he or she be gone or
    given a week to shape up?  If the SLT finds out that 90% of the field
    thinks they aren't doing a very good job guiding the company what would
    they do?  More DVNs?
    
    So what WAS the purpose of the survey?

    
>    How were the meetings in all your locations to discuss the specifics of
>    the responses to the questions with your management chain?  Ours was...
>    Oh, wait a minute, I forgot - WE HAVEN'T HAD ONE.

    Remember that the initial survey was a pilot. It's only now going
    to the rest of us. Most of us will not even be answering the survey
    until next Monday. So it's a little early to be expecting results.

    			Alfred

>>I guess it comes down to what the PURPOSE of the survey was...So what WAS the
>>purpose of the survey?
Good question...same thing I wondered as I filled it out. My answers were pretty
much the same as the first round. As far as I know the results went into a
black hole. Does anybody know if the results of the first round are published
anywhere?
			JimG

We actually had a session to discuss the results of the pilot survey.  From
what I remember, the most "positive" response was one asking if the respondant 
always did the right thing for the customer.  The most "negative" concerned
the SLT's willingness to give things a chance to work before new changes
are implemented.

My impression from the session was that the SLT is expecting local management
to come up with solutions to fix these problems.  I guess they just don't get 
it, do they.

    I have conducted three sessions here in NYC with my group as a follow
    up action to the survey.  Bob (-.1) was in one of those.
    
    The survey results present management (local and corporate) with a lot
    of data indicating areas needing improvement.  A few areas are going
    well.  Some of the lowest scores related to 'senior' management issues
    but there was also quite a lot that the 'immediate' manager could
    address.
    
    The goals in this first phase of the followup are to present the
    results to the group and then engage the group in creating an action
    plan for implementation by management that addresses that group's
    priority issues.  This plan is to include the metrics by which
    managment will be measured as it implements the plan.  Management is to
    report progress against the plan on a quarterly basis.
    
    For my group the target date for completion of the action plan is 4/15.
    
    One observation on the results - although 'senior' management in
    general got low scores, there were some very significant problems
    indicated with local management ("your immediate manager").  Creation
    of action plans at a local level is THE appropriate was to address
    this.  I would not want to depend on 'corporate' to determine the
    priorities for these issues vs. the individuals that raised them.
    
    Of the priority items that have been advanced in the sessions I've
    conducted, at least 80% was addressable at a local level.
    
    Peter Dillard
    

does anyone have both the pilot and real survey questions?
the differences would be interesting.

         Every employee survey that I have seen in the last 13 years 
         with Digital has rated COMMUNICATION up in the top three 
         gripes.  Since the veeps and all the layers of management 
         beneath them have not fixed this major employee concern why 
         should any of us believe that this time they are going to do 
         anything different (and I sincerely believe that the same old 
         subjects will be on the list)?
         
         My 2p worth
         
         ian 

    re .59
    
    >Remember that the initial survey was a pilot. It's only now going
    >to the rest of us. Most of us will not even be answering the survey
    >until next Monday. So it's a little early to be expecting results.
    
    It was only a pilot because it didn't go everywhere...  In the U.S.
    this was done months ago.  I'm not particularly concerned about the
    results in East Timbuktu, but I figure they SURE ought to know what the
    responses were from within this group...
    
    Rumor here says this will be a topic at tomorrow's "unit meeting".

     If this survey is administered via VTX then it doesn't ensure
    confidentiality. VTX can capture your nodename/username and therefore
    they will know who you are.
    
    So if you plan to enter anything scathing, think again.   -N
    

    
>     If this survey is administered via VTX then it doesn't ensure
>    confidentiality. VTX can capture your nodename/username and therefore
>    they will know who you are.

    It's quite a big jump from "can" to "will." Most things that can
    happen, don't. They've said that they are not interested in getting
    the name of everyone who enters and that they are not making any
    attempt to gather that information. You can believe them or not
    but I believe that they are a whole lot more interested in getting
    honest feedback free from fear of retaliation then they are in
    punishing people who don't like their boss.

    >    So if you plan to enter anything scathing, think again.   -N

    It you are *that* afraid of the companies management I don't see
    how you can feel safe coming to work. Let alone writing such a
    note in a conference that people who talk to Bob Palmer read on a
    regular basis.

    I for one am going to say exactly what I believe. I'll pull no
    punches but not over state either. I'm going to do my part to provide
    accurate data. It will be up to senior management to act on it.

    		Alfred

    i agree with alfred in -1. i've been know to scream bloody murder in
    this conference and others when i thought injustices were being piled
    on peoples. i will answer the survey honestly and as directly as
    possible. frankly, i don't think we have a lot of time to solve the
    infighting, political preference, abysmal accounting systems,
    non-existent/horribly skewed metric, etc. etc. problems.
    
    and until we eliminate the unbelievably screwed up metrics we are going
    nowhere. we've got to stop the feeding frenzy on ourselves at the
    expense of ourselves and our customers. i no longer write memos to
    various management trying educate them on the falicy of this mess. i've
    to many gray hairs in my beard because of that.
    
    it's amazing that a blind man could see some of the problems that
    continue year after year yet we do nothing to resolve them.
    unbelievable.

    
    
    
    To cover my butt, I should preface this by saying that overall I am
    happy at DEC.  It has been good to me for the past few years.  I think
    my group has less of the problems that I see expressed here. 
    That said, I have a couple of questions to ask of all of you:
    
    	Does anyone believe that this survey will make any difference?
    
   	Do you think that this survey will be followed up?
    
        Doesn't management already know where the major problems lie?

    I'll fill out the survey, honestly and completely.  I expect that we
    will have one small group meeting, then one at a level higher.  Then I
    think that will be it.  That's been my experience, at DEC as well as at
    other companies, when surveys of this sort are conducted.
    
    By the way, I don't think that these surveys are totally a 'knee jerk'
    reaction.  I believe that they are sincere.  I also believe that, after
    management sees the results, they do not know how to proceed.  Most of
    the issues raised are not solvable by simple means. 
    
    
    
        Jeff
    
    

	It would be wonderful if the SLT knew what the problems where and
	how to fix them. They obviously don't. It would be wonderful if
	"management by walking around" was enough, but that's unrealistic
	for a 90,000 person company. 

	I'm glad that somebody is at least TRYING to find a way to get
	employee feedback. The DIGITAL notesfile isn't an accurate picture
	of what people think, nor are one-on-ones. The survey will be
	better, though of course not perfect. At least its results can be
	analyzed to determine the distribution of answers across the
	company.

	The survey isn't perfect, and it doesn't address all the right
	issues. But it's a start, and I personally hope that people will
	answer honsetly. I know that I did.

	Roy

I think the SLT has a pretty good idea what's wrong and how to fix it.
The problem is they can't do it alone, they need our help.

   Think about it.  If they could "fix it", they would have.

The real issue is how to build sufficient agreement among thousands
of employees at all levels as to what changes are needed and how we
can make them.

A survey is a great tool for this.  We might need more than one.  So what.

Simply telling people what to do doesn't work.  Asking people for their
input and sharing different perspectives in a sincere search for truth
is exactly what's needed.

If your manager or co-workers don't understand this, enlighten them!
We can help make this survey work for Digital by responding truthfully,
avoiding blame, and insisting that the process be taken seriously.

- Peter

    From the Q&A posted in .57
    
    >Q:  DOES THE SURVEY OFFER AN AREA FOR COMMENTS ON EVERY QUESTION?
    >
    >A:  No, there is one open ended question at the end of the survey where
    >    you have the chance to give feedback.  This is not a standard survey
    >    where results are only tabulated and acted on by management.  You
    >    will have the opportunity to voice your comments as part of planning
    >    sessions fostered by the survey at every level of the corporation.
    
    There's 5 lines of 60 characters each to make confidential "open-ended"
    comments. But those 300 characters will be valued and appreciated.
    Fortunately I was taking notes in another session so when those planning
    sessions roll around I will have my comments ready.

    I was reading the questions in the survey, and call me unimformed, but
    where can I find out exactly what Digital's mission is?
    
    -sandy - ah, make that...
    
    -uninformed
    

    re -.1:
    
    Would the fact that you have to ask make your answer to that particular
    survey question (and perhaps several related ones) fairly simple?  And
    very binary?

    I hope most of you are answering the survey now. Though if you are
    fearful enough of logging that you're just going to reply with what
    you think management wants to hear rather than what you really believe
    maybe you shouldn't reply at all. If management really doesn't already
    know the real problems then it's about time they found out.

    			Alfred

	The survey is like voting
	
	If you didn't vote you "can" complain but nobody will listen ;^)

Is there something in place to prevent someone from taking the survey
more than once?  If so, how is that done?

    
>Is there something in place to prevent someone from taking the survey
>more than once?  
    
    No. The company is attempting to treat its employees like responsible
    adults. Besides, to do that would require logging that would increase
    peoples feelings that they were being checked up on. It's all in the
    Q&A that may even be posted here somewhere.
    
    			Alfred

    plus, the DECeeeee must be really bored to voluntarily do the survey more 
    than once !

    \bye
    \nasser
            

    I'm confused.  (not unusual)
    
    Those of us that took it before, are we asked to do it again??  Are
    they the same questions??
    
    Ken

    It's for everyone outside of the U.S this time. If you're in the U.S.
    you don't do it again.

    Re: .82
    
    I don't think you are correct. From what I understand the previous
    survey was a pilot (as in "test run"). I believe those who took the
    pilot survey also are asked to take it again but I can't find that in
    the Q&A. I am in the U.S. and I received a request to take the survey.

    
    Be careful when you do the survey.  At the end of the survey, it asks
    for demographic information to place your answers with the right
    overall group.  I messed up and entered the wrong information and got
    to a point in the survey where I couldn't back up.  I continued, and
    later answers indicated that I was okay.  Then the survey ended and it
    thanked me and exited. I was still placing my answers in the wrong
    group, 
    
    I called the survey answer line and they told me that they were sorry,
    but they couldn't remove my entry so I could do it over.  They did say
    that they would make it clear in later informational messages about how
    to fill out the demographic information correctly.
    
    They also said that my group should have sent some messages to us to
    explain how to do it right.  I never got them, as best as I recall.
    But then, as I have said before, I don't expect anything to come of
    this survey anyway, either from my immediate management, or upper
    management.
    
       Jeff

>    I called the survey answer line and they told me that they were sorry,
>   but they couldn't remove my entry so I could do it over.  

Did they say what happens to your first response?  If duplicates get in, won't
the results be questionable?

RE: .84

I had the same problem.

RE: previous.  Same questions as the "pilot", as far as I can remember.  I 
presume, since I got a message to do the survey, that we're supposed to do it 
all over again.

I wonder if the results will reflect the "pilot" results.

    re..84, .86
    If you took it as part of the pilot, don't take it again.
    Part of the announcement in worldwide live wire follows, note
    the 2nd sentence...
    
 Worldwide News                                              LIVE WIRE
 ------------------------------------------------------------------------------
 RENEW94 employee survey rolls out worldwide ...             Date: 08-Apr-1994
 ------------------------------------------------------------------------------
                                                              Screen  1 of 3
                RENEW94 employee survey rolls out worldwide 
 
         RENEW94, Digital's worldwide employee survey, will be available 
   from April 11 through April 29.  All employees worldwide, except 
   those in the U.S. Territory organization who were part of the pilot 
   group, are encouraged to complete the survey.  
         RENEW94 is intended to engage employees on a range of topics,
   including company direction, management and job satisfaction.
         The objective of the survey process is to create action plans
   at all levels of the company, based on the survey results.

>    I hope most of you are answering the survey now. Though if you are
>    fearful enough of logging that you're just going to reply with what
>    you think management wants to hear rather than what you really believe
>    maybe you shouldn't reply at all. If management really doesn't already
>    know the real problems then it's about time they found out.
>
>                        Alfred
>

I completed the survey and I said what was on my mind. I don't have much 
faith in these DEC surveys, they seem to be the usual waste of time. I always
exercise the right to express myself even if it does not change things.

Ren�

    re:  duplicates in case of a mistake...
    
    They said there was no way to back the data out of the survey.  This
    has to do with the anonymity of the survey.  Although we know that VTX
    is not secure, the people operating the survey apparently have not been
    given the means to make adjustments. I guess they feel that the "few"
    errors will not affect the overall results of the survey. 
    
    I'm sure that many people in my group will express the same sentiments
    as I did.  I am not shy about expressing my opinions in follwup
    meetings, if any.  If honest opinions are solicited, I expect no
    retribution for expressing them, provided they are intended to be
    constructive. 

RE:87

>>    re..84, .86
>>    If you took it as part of the pilot, don't take it again.
>>    Part of the announcement in worldwide live wire follows, note
>>    the 2nd sentence...
  
Well, just goes to show you that the admininstration of the survey is flawed.
The original pilot was targeted at the US field, if I'm not mistaken.  If
they didn't want us to re-take the survey, why didn't they either exclude us
from the memo announcing the new survey, or make it clear that we weren't to
take it again.  Job and location code could have triggered the separate 
announcement.

I personally don't read Livewire on a regular basis.  And I bet most field sales
and support people are in the same boat.

    re .89
    >They said there was no way to back the data out of the survey.
    
    The data isn't stored into the survey until you see the "thank
    you" screen.  If you make a mistake, and you can go beyond what
    you can correct, you can quit/get out/exit vtx and/or backup
    and if it asks do you really want to quit say yes.  Nothing is stored
    in those cases.  Of course, you'd have to start from scratch again...
    

    re: .90
    
    Interesting.  I never heard about this second survey (I went through
    the pilot).  So, it seems that some Field folks were told and others
    weren't.
    
    -- RUss

 I find it a bit strange that we spend the money to do an
internal survey rather than asking our CUSTOMERS what they
think of DEC.  I'm thinking of Gerstner (IBM) who allegedly
visited some 200 top customers and asked them for advice on
what to do.

Internal surveys are of course nice, but at this stage we (i.e.
the Digital Corporation) need to focus on our primary business,
not on building some kind of employee consensus for what to do.
Paying customers come before anything else!

- Lars

    
    Re: .93
    

    > I find it a bit strange that we spend the money to do an
    > internal survey rather than asking our CUSTOMERS what they
    > think of DEC.  I'm thinking of Gerstner (IBM) who allegedly
    > visited some 200 top customers and asked them for advice on
    > what to do.

    > Internal surveys are of course nice, but at this stage we (i.e.
    > the Digital Corporation) need to focus on our primary business,
    > not on building some kind of employee consensus for what to do.
    > Paying customers come before anything else!
    
    You make a good point, but don't discount the possibility that the
    employees will say the same things that customers would.  I remember
    a comment several years back made by Charlie Christ (who has led
    Storage Systems out of the doldrums) when he He had been at Digital
    about six months or so:  "I've been talking to people at all levels
    and they clearly know what to do.  Knowing what to do is not the
    problem.  Finding someone who will lead them in doing it is what's
    missing.  I've never seen anything like it before, everyone seems
    to be waiting for someone else to take the lead."
    
    One thing I expect is going to come out of this survey is that the
    SLT will be told pointblank that if we don't start satisfying our
    customers instead of slashing costs, then cost controls won't matter
    anyway.
    
    Steve
    

    We do send surveys to customers, and we have been for many years.
    My customer gets so many that he asked me if he really needs to
    fill them all out.

    In one of Harvey Mackey's books, he said if you really want to know how
    your company is doing, go spend a month in a sales office.  If this
    ever happened in Digital, (Lucente going to the (pick the site) sales
    office and working with some reps/sales support people on closing
    business for a month, you would see some quick changes.
    
    Brad.

    As long as a limo was supplied..... :*)

    re:.96
    
    I suggested that in my "Pilot Survey" but for the "Services" side of
    the business.
    
    Brian B.

    re .96 - I happen to know that this is exactly what Ed Lucente
    has done - first month buried in Sales offices, sales calls, no BS,
    saw it like it was.  Subsequently he has kept up a pretty high level of
    ordinary sales calls with field level grunts - I know - he visited 
    one of my customers.
    
    /Look before you leap

    From that came the sales dis-incentive plan ??  

    
    I refuse to fill a survey that asks me
    if i am white or black ...
    
    This kind of questions should be removed at first. Are 
    the answers used to draw EXCEL graphs showing what red people
    are less satisfied that greens ? This is the beginning of
    a racist attitude and is probably against Digital's ethics.
    
    A detail :
    This question (white ? ...) is reserved to US people in the survey
    why ?
    Is it because Gallup knows that this kind of questions are forbidden
    in France for instance ...
    
    
    /homi

    Well, there's an option to bypass the question if you don't want
    to answer it.  (Personally, I don't see the relevance of it 
    either.  I was tempted to claim my smattering of Native
    American blood, just for the heck of it...but what difference
    does it make?)
    

    I also find that question obnoxious, being of VERY mixed blood.  It's
    legal here in the supposedly Politically-Correct US, illegal in most
    other civilized countries, impolite in most all.

    Re: .101
    
    Questions on White/Black/etc,
    
    Boy do I know about this intamently.    Good ol EEOC strikes again,
    equality for all and all that abd By G** (or whoever) YOU are going to
    measure it for us.  This is probably related to some government
    requirement, and they cannot legally ask for this information on such
    as Job Application forms, but we must meet our "x%" to get something
    (contracts, funding, etc).
    
    
    I remember when my wife and I were working for a State university in
    Pennsylvania.   She was in charge of all those pretty reports that went
    to the state to tell how the state portion of the Univ support was
    being spent, and upon which hinged further funding (following year(s)).
    
    One of the REQUIRED FOR FUNDING reports was a count of the student
    population by race/ethnic background.  If this report was not filed or
    was found to be innacurate by over 5%, ALL state funding would be
    WITHELD.
    
    BUT
    
    1) You could not, legally, (the Univ was sued about this once) ask on
    		Application forms
    		Class registration
    		Record on Class rosters
    		Take Census orally at registration
    		Use drivers license information to access this information
    
    2) You could
    		Stand outside the door and count people going through
                Have a voluntary survey
    		Take Census orally in some circumstances
    
    		but these were a problem as the categories were:
    
    		1) Caucasean
    		2) Orental
                3) African origin  (Black wasn't in vogue then)
    		4) Jewish
    		5) Arab
    		6) Native American
    		7) Mixed Caucasean/African
    
    
    Remember the key to correctness is 5% of the TOTAL population, what is
    the margin for error across the above list, given the methods
    available?
    
    

I cannot figure out what value the data from such a question will have if
it is optional... unless you want to measure how many people do/don't
answer it.

Lee

    I was told when I hired on that if I didn't check the race
    box, it would be checked for me based on a visual inspection and the
    discretion of the person in personnel.
    
    "I look for the day when a man will be judged not on the color of his
    skin, but on the strength of his character"
    
    				misquoted Martin Luther King (apologies)
    
    "If you don't select a racial category, I will be forced to select one
    for you"
    
    				Digital Equipment Personnel Department
    
    						Tex

    Do they have "Other" as an option?

     Ah, the dreaded statistics.  Someone once said "That which is measured
will be improved" (or something to that effect).  If you fear the improvement,
you simply oppose the measurement.  By blending the minority opinions in with
the masses, those opinions become insignificant statistical anomalies.

     What exactly is it that you fear will be revealed by polling the various
groups within Digital?  The mere existence of such a desire to conceal is the
very reason why such a survey is necessary.  I suspect the results of this 
survey will be at least "interesting".

                                      Greg

    Re: .108
    
    No, "Other" was not an option. I skipped the question instead.

    re -.2
    
    Nope, no other.  I asked if I could do percentages, but they said that
    wasn't allowed either.  Extremely disparate groups were also lumped
    together.
    
    re -.1
    
    Someone also said "Statistics don't lie, but liers use statistics". 
    The minority opinions of gays, muslims (sunni, shiite, and other),
    handicapped, the aged, etc. are buried in the 'majority' quite nicely.
    
>     What exactly is it that you fear will be revealed by polling the various
>     groups within Digital?
    
    What I fear is creating more divisions among us worker bees and moving
    further away from a color-blind company/society.  I resent anyone who
    evaluates a person's opinions, survey results, or worth based on their
    skin color, sex, religion, sexual orientation, etc.  
    
    You take these questions on everything as positive with good resulting. 
    The same questions under Jim Crow on job applications and voter
    applications weren't considered so, nor were they in 1930s Germany, nor
    were they in this area of the country even ten years ago.  I do not
    consider them any more positive today.  A double-edged sword cuts both
    ways.
    
    							Tex

    Whoops, note collision.  Add one to the -.s in previous note.  Sorry.
    
    							Tex

RE:     <<< Note 2831.111 by DPDMAI::EYSTER "Another Prozac moment!" >>>
   
>>    The same questions under Jim Crow
 
     Really?  How many Jim Crow surveys have you read?  Sorry, the absurdity
     of that overwhelmed me.

>>   on job applications and voter applications weren't considered so

     This survey will not keep anyone from getting a job or exercising
     their right to vote.  Keep that in mind, or all of your analogies 
     will be equally invalid.

          As near as I can tell, they are trying to tap into the opinions
     of some groups who are drowned-out in most arenas within the company.
     Certainly, note conferences tend to convey the feelings of only a
     limited portion of the population.

          I think that what is being done is a good idea.  The fact that
     it is upsetting some people just make me feel even better about it.
     Obviously, it is in someone's best interest to keep these opinions
     unheard.

                                     Greg

>     I think that what is being done is a good idea.  The fact that
>     it is upsetting some people just make me feel even better about it.
>     Obviously, it is in someone's best interest to keep these opinions
>     unheard.
    
    Maybe you oughta call Oliver Stone with all this.  :^]
    
    						Tex

The whole survey is a waste of time and money and will CHANGE NOTHING. This
must be the 10th survey I have completed in Digital of one sort or another
and nothing ever changed. I always complete them in the hope that things
would change for the better.

What the hell does it matter what colour you are, your nationality is valid 
as certain responses may be linked to different values within different
countries. A Black American Jew or a White American Muslim will most probably
be influenced by his country of origin rather than colour or religion 
(moderates in all cases).


El Gringo

While they are analysing the employee survey we may have lost another few
hundred million and the share value may not be worth the paper it is written
on.

There are new Digital type companies taking root with less bureauracy and
less "Cappos", must be time to move on. 

El Gringo

    
    Maybe we need to change our logo...
    
    					:^] Tex

From VTX Livewire:
    
RENEW94 survey complete; next steps outlined
 
         Nearly half (49.9%) of Digital's eligible employees worldwide 
   participated in the employee survey, RENEW94, which ended on April 29.
   Gallup, Inc. of Lincoln, Neb., which worked with Digital's Human 
   Resources organization to design the survey, is now tabulating and 
   analyzing the results. 
         The survey's first phase was completed in the U.S. Territory in 
   January, when 8,179 employees responded to the on-line questionnaire.  
         The second phase, which ran from April 11-29, covered Asia/Pacific, 
   the Americas, Europe, and all U.S. employees who were not involved in 
   Phase One.  During this second phase, 31,590 employees responded to 
   either on-line or paper surveys that were conducted in the local language.  
   In all, 39,769 employees participated worldwide.
         The most critical phase of RENEW 94 is yet to take place: the 
   action planning phase.  Once Gallup has tabulated and analyzed the data,
   it will create reports for organizations worldwide.  These reports will 
   be sent to managers who will meet with their respective organizations to 
   discuss the corporatewide results, as well as the results of their own 
   group or organization.  The discussions are intended to generate action 
   plans that will improve the work environment for employees, improve 
   management practices and improve customer satisfaction.  
         Dick Farrahar, vice president of Human Resources, says he's "very
   pleased" with the high rate of response to the survey, and thanks those
   who responded.  "Senior management has emphasized its commitment to 
   report results back to employees and to ensure that responsive action 
   planning starts at the local level," he added.  "I hope that the spirit 
   of RENEW94 will carry forward and result in outstanding action plans 
   worldwide that will make a significant and positive difference to 
   Digital and its employees."
    
                       FOR DIGITAL INTERNAL USE ONLY
 
    

>   who responded.  "Senior management has emphasized its commitment to 
>   report results back to employees and to ensure that responsive action 
>   planning starts at the local level," he added.  "I hope that the spirit 

I don't know about anyone else, but the actions that I see that need to be
taken can't happen at the LOCAL level.

Sounds like another waste of everyone's time.

Bob 

    RE: .118
    
    BD.....the fact that slightly less than half responded should be the
    real story.
    
    Marc H.

I think a 50% response is considered quite good in the survey business.

    
    That's high; and that really ain't good.
    
    

    RE: .121  by NOTIME::SACKS 
    
>I think a 50% response is considered quite good in the survey business.
    
    I'm glad to see there's at least one business we're good in.