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5. What are the expected benefits of Employee trust to the stakeholder?
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6. How do you take a forward-looking perspective in identifying Employee trust research related to market response and models?
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7. As a sponsor, customer or management, how important is it to meet goals, objectives?
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8. Will Employee trust deliverables need to be tested and, if so, by whom?
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9. What does Employee trust success mean to the stakeholders?
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10. Which information does the Employee trust business case need to include?
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11. Are losses recognized in a timely manner?
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12. What creative shifts do you need to take?
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13. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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14. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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15. Do you need different information or graphics?
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16. Why the need?
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17. What extra resources will you need?
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18. Can management personnel recognize the monetary benefit of Employee trust?
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19. How do you recognize an objection?
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20. Does your organization need more Employee trust education?
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21. What is the recognized need?
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22. What prevents you from making the changes you know will make you a more effective Employee trust leader?
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23. Does the problem have ethical dimensions?
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24. Will it solve real problems?
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25. What Employee trust coordination do you need?
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26. Who are your key stakeholders who need to sign off?
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27. Will a response program recognize when a crisis occurs and provide some level of response?
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28. How are training requirements identified?
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29. Who needs budgets?
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30. Who else hopes to benefit from it?
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31. Would you recognize a threat from the inside?
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32. How are you going to measure success?
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33. What is the Employee trust problem definition? What do you need to resolve?
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34. Are problem definition and motivation clearly presented?
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35. What would happen if Employee trust weren’t done?
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36. How much are sponsors, customers, partners, stakeholders involved in Employee trust? In other words, what are the risks, if Employee trust does not deliver successfully?
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37. When a Employee trust manager recognizes a problem, what options are available?
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38. Are employees recognized for desired behaviors?
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39. Are there any specific expectations or concerns about the Employee trust team, Employee trust itself?
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40. What are the stakeholder objectives to be achieved with Employee trust?
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41. How many trainings, in total, are needed?
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42. What are the timeframes required to resolve each of the issues/problems?
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43. What Employee trust capabilities do you need?
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44. How does it fit into your organizational needs and tasks?
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45. To what extent would your organization benefit from being recognized as a award recipient?
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46. What do employees need in the short term?
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47. Are there recognized Employee trust problems?
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48. Are controls defined to recognize and contain problems?
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49. What are your needs in relation to Employee trust skills, labor, equipment, and markets?
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50. What training and capacity building actions are needed to implement proposed reforms?
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51. What activities does the governance board need to consider?
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52. What do you need to start doing?
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53. Who defines the rules in relation to any given issue?
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54. What information do users need?
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55. Is it needed?
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56. How are the Employee trust’s objectives aligned to the group’s overall stakeholder strategy?
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57. What resources or support might you need?
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58. What needs to stay?
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59. How do you identify the kinds of information that you will need?
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60. Is the need for organizational change recognized?
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61. Who needs what information?
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62. For your Employee trust project, identify and describe the business environment, is there more than one layer to the business environment?