This is an anonymous survey conducted twice each year within the FBI team The objective is to measure engagement and job satisfaction and identify needed areas of improvement.
The Yes/No questions on this survey are from the Gallup Q12. This survey was developed by interviewing more than 3 million employees across 100,000+ teams and asking hundreds of questions about various aspects of the workplace.
This extensive research helped Gallup determine that team members who answered “yes” to these 12 questions had the best workplace experience.
In organizations with teams scoring in the top quartile, average benefits to those businesses included:
Overall team satisfaction improved 4 points from prior year Our goal is to achieve a score above 90. Our three lowest scores were in these categories:
In the last seven days, have you received recognition or praise for doing good work?
In the last six months, has someone at work talked to you about your progress?
Do you have a good friend at work?
teamsurvey
Do you know what is expected of you at work?
Do you have the materials and equipment you need to do your work right?
Do you have the opportunity to do what you do best every day?
In the last seven days, have you received recognition or praise for doing good work?
Does your supervisor, or someone at work, seem to care about you as a person?
Is there someone at work who encourages your development?
Do your opinions seem to count at work?
Does the mission or purpose of your company make you feel your job is important?
Are your associates or fellow employees committed to doing quality work?
Do you have a good friend at work?
In the last six months, has someone at work talked to you about your progress?
In the last year, have you had opportunities at work to learn and grow?
comments summary
conductedMarch‘25
“What would you like to see changed on the team?”
While some employees appreciate the flexibility, support, and positive culture, others express concerns about the return-to-office mandate, the need for better communication and collaboration, and the impact of providing customer service on their own work. Suggestions for improvement include conducting role audits, implementing structured workflows, and having regular check-ins to ensure alignment on tasks and deadlines.
“What is something we should definitely not change?”
Employees appreciate the flexibility, camaraderie, and team-building activities, as well as the inclusive and supportive workplace culture The leadership style, transparency, and recognition for good work are also valued. The team culture is seen as a key differentiator, encouraging members to flourish within their teams and the organization as a whole Regular all-team meetings, especially for remote employees, are appreciated for maintaining communication and connection
“Is there any other feedback you have?”
There is a highly positive sentiment among team members, who express their love for their team and job, appreciation for the supportive and inclusive work environment, and gratitude for the leadership that provides a safe and motivating space. There are mentions of the return-to-office mandate, the need for recognition of contractors' contributions, and the desire for leave during Indian festivals Overall, the team culture is praised for its flexibility, camaraderie, and opportunities for growth and development
teamsurvey
comments
conductedMarch‘25
Answers to the question, “What would you like to see changed on the team?”
The return to office mandate is extremely tone deaf to the current state of the US and ignored the needs of the employees
My team is perfect as it is.
We have such an excellent team and feel fortunate that we have support, flexibility, respect, and can be ourselves I had to really dig deep to think of something to put here The only thing that comes to mind is maybe doing our own internal FBI survey of how much of the work we are doing is relevant to what we "believe" our role to be versus how much work we might be doing that is actually on behalf of another team. And maybe a survey isn't going to appropriately reveal that, but food for thought. In my space as an example, I have heard in three instances this week where we are providing good customer service because that's what we do, but it is putting us behind and stressed on our own work because we are having to provide that assistance when it wasn't ours to begin with. I don't know how to pull this out of people or really identify it, but that is the only thing I can think of that would make my job a little easier is if we weren't always the first " go to". Other teams should do some troubleshooting to help succinctly identify the issue rather than assuming it to be our issue and we investigate and reveal otherwise Maybe role audits to find out what people are doing with the 5%, 10%, or 25%+ of their time spent on something outside of their standard job duties.
Consistently changing direction and our minds on what we want to do. Being told that there will be more opportunities for advancement with NBS but appears opportunities are being taken away
comments teamsurvey
conductedMarch‘25
answers to the question, “What would you like to see changed on the team?” (continued)
It's always nice to have the chance to meet the team, especially when we ' re working in different locations :)
Team Synergy
At the moment nothing comes to mind, I truly believe and continue to see this is the best culture I have been a part of Keep doing what you are doing
I would like to have monthly 1:1 meetings with supervisors to just check in and see how things are going.
I would like to see more opportunities for growth or lead roles within this organization seeing as I don't want to leave this group!
I don't know that there is anything specific to the direct team that needs to be changed at the current time. The biggest issue currently is the holding pattern in FBS while waiting for leadership to announce decisions. This wouldn't be as a big of a deal if the process didn't seem like it continues to drag out.
I have no complaints I can honestly say that whenever there are any concerns, they are quickly addressed and resolved
Friendly working atmosphere
comments teamsurvey conductedMarch‘25
answers to the question, “What would you like to see changed on the team?” (continued)
They should get some reward like any kind of vouchers so that they can enjoy and enthusiastically work.
More communication among colleagues
I would like to see improved communication and collaboration within the team to ensure everyone is aligned on tasks and deadlines Implementing a structured workflow, such as using a task management tool, could help track progress more effectively. Additionally, regular check-ins or team meetings could improve coordination and help address any challenges early on Encouraging open feedback and knowledge sharing would also contribute to a more efficient and supportive work environment.
answers to the question, “What is something we should definitely not change?”
The feeling of togetherness as a team. It’s perfect
We should definitely not change the effort made to make this an inclusive and caring workplace.
The flexibility, comradery, and team building activities
Our Candyce :D
Our team culture, as I believe that is what separates us from other groups as we help encourage other members to flourish not only within their teams but in Nutrien as a whole
MY Team
amazing leadership which in return makes an amazing team the acknowledgement, recognition, appreciation, support both work and personal, seeing people succeed and helping them to ensure they are successful at anything they do. Keep the dream team going. :)
I like that our team has biweekly all-team meetings, especially since most of the team is remote. It is nice to get to chat with everyone and touch base with how things are
comments teamsurvey
conductedMarch‘25
answers to the question, “What is something we should definitely not change?” (continued)
flexibility
The support and care provided to all employees
Leadership style and transparency, I truly appreciate everyone having open and honest conversations.
I am grateful for the team dynamics and the fact that everyone seems to genuinely care about each other. I also appreciate the fact this team seem to emphasize doing your job and getting the work done rather than being caught up in the office politics and optics that seem to exist within FBS.
Recognition for good work done and feedback
The cohesiveness should not change. The strong team dynamics should not change. The sincere concern from leadership should not change. The ongoing support should not change
Team work
Your Professionalism
Your Authenticity
comments teamsurvey conductedMarch‘25
answers to the question, “What is something we should definitely not change?” (continued)
Your Preparedness
Your Confidence
Your Key Messages
Supervisor
They way we are working
shift timing
Core Values and Mission
Company culture- The unique blend of values, traditions, and atmosphere that defines the organization.
Mission and vision - The underlying purpose and goals that drive the team's work.
comments teamsurvey
conductedMarch‘25
answers to the question, “Is there any other feedback you have?”
Other than the return to office mandate - no
I love this team!!!!
I'm really pleased with the team )
FBI is the best!
At least give us leave of our Indian festival Ex - Holi & Diwali
always a pleasure and motivation to wake up and come to work. pushes myself and others to continue to utilize full potential and put their all into any task we do how soever small it may be
I love my team and I love my job! I say that to people often. I am very thankful for who I work with and I love what I do.
I understand as a contractor the focus/ goals and overall achievements are geared towards full time employees, however, without the dedication of the contractors the full-time employees would not be able to shine nor meet their goals set forth for each quarterly or annual performance review.
comments teamsurvey
conductedMarch‘25
answers to the question, “Is there any other feedback you have?” (continued)
In my opinion sometimes contractors seem to be overlooked by department leaders as opposed to direct managers or supervisors
Just a thank you for providing an amazing example of what great leaders should look like and holding a safe space for all of us to enjoy coming to work!
I have been fortunate to work for this team for a number of years and there is not much I would change The team as a whole is so supportive and on top of that, I have an insanely supportive and genuinely caring manager. I am also blessed by how down to earth and caring our director is, as well. Though I am a contractor, I have never been made to feel like it. I have always felt included and equal I have been given opportunities to grow and develop I feel appreciated and I am hoping for more opportunities to come.
