The results of the Defense Logistics Agency 2018 Denison Culture Climate Survey are in, and the findings illustrate noticeable progress.
While DLA received its highest ever Enterprise-wide score of 66 with improvements in all 12 indices, DLA Energy-specific results showed an even bigger improvement with an average index score of 83, up 22 points since the last time the survey was conducted in 2016.
“I’d like to say that DLA Energy has a strong reputation as a high-performing organization, and you are our greatest asset,” said DLA Energy Commander Air Force Brig. Gen. Albert Miller in a recent DLA Energy video. “With a participation rate of 74 percent, I want to say thank you for taking the time to complete the survey. You responded, and we are listening.”
In the video, Miller and DLA Energy Deputy Commander Guy Beougher share some of the highlights from the survey results. Beougher noted that the biggest improvement was in the Consistency index Coordination and Integration categories. In this area, the score jumped 33 points, or 72 percent, indicating that DLA Energy has done better to reduce barriers and align strategic priorities across all levels so that employees can work together to achieve and execute common goals.
To hear more about the results and the path forward, watch the video below.
In an email to all employees Nov. 9, Beougher wrote that although scores have improved, there is still an opportunity to sustain and increase the results.
“Over the course of the next several months, we’ll work to with your culture champions to address areas of concern and develop our Culture Action Plan,” he said.
Since 2003, DLA has assessed the culture of the workforce using the Denison Model of Organizational Culture and its survey instrument. The purpose of the survey is to provide a confidential mechanism for employees to share their feedback on their work environment. As a result, it provides an opportunity to engage DLA employees and leaders in thoughtful, data-driven discussions that will lead to informed action and improve our collective performance.
As outlined in the DLA People and Culture Plan, DLA strives to be a high-performing organization, and culture is key to driving organizational performance. The DLA Culture Climate Survey uses workforce input to identify the organization’s strengths and weaknesses from an enterprise perspective down to the work-unit level.