Cover Story Inside Cover Story Inside - Lockheed Martin

Culture
Second Quarter
Listening to Our Employees
Employee Perspectives Survey
Provides Valuable Feedback
Last fall, Lockheed Martin asked questions and
you provided your candid feedback, which will
help drive the Culture of Excellence at IS&GS.
For the first time, employees were invited to
participate in a combined eLife, Diversity and
Ethics survey about the climate and culture within
the organization.
All IS&GS employees were invited to
participate, with the exception of IS&GS casual
employees and international employees who were
not on LMPeople. The survey was accessible via
the Internet and yielded a 50 percent response rate.
In addition to combining all three surveys, the
new format gave any leader who had at least five
employees respond to the survey the opportunity
to access a summarized report of their employees’
data. “This level of granularity is crucial in helping
to shape our culture since leaders will be able
to isolate their own strengths and development
needs and be able to customize their approach to
development,” said IS&GS Diversity and Inclusion
Director Marina Williams.
The Employee Perspective Survey revealed
IS&GS strengths, as well as opportunities for
improvement. It reported that employees are
engaged, enthusiastic, energized and proud to
work for the company. In addition, employees
felt that their leaders model personal excellence,
integrity and accountability, and that they respect
employee opinions and ideas for improvement.
The data demonstrated that there is also a greater
appreciation for the Total Value of a Career at
Lockheed Martin, including interesting work
assignments and experiences.
“From an Ethics perspective, employees said
that they understand the expectation of an ethical
work environment and are prepared to handle
situations that could result in ethical violations,”
said Readiness & Stability Operations Ethics
Officer Ellen Daly.
Learning what IS&GS does well is helpful,
but the most beneficial part of the survey is
learning how the Business Area can do better.
Employee feedback has helped identify these
areas in which IS&GS could improve. According
to the results, more emphasis should be placed
on recognizing and rewarding employee efforts.
Employee feedback also demonstrated that there
is a need for more information about career
advancement opportunities.
“Other opportunities for improvement
included lack of trust in both company and
senior leaders to meet their commitments.
Building trust in leadership is key, and we’ll
continue to work that element through our Full
Spectrum Leadership activities and our Culture
of Excellence initiative,” added Daly.
So what does this feedback mean for
employees “The leadership team is actively
engaged in using the survey feedback in the
decision making process, as well as in prioritizing
Business Area initiatives,” said Human Resources
Director Karen Haresign. “Employees should
know that the time they invested in completing
the survey was time well-spent, and will be used
to improve their experience at IS&GS.”
Look for more information on the survey
results in the coming months.★
For more information, contact Stephanie Epstein
at 301-240-5631, stephanie.epstein@lmco.com.
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