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Joyner CenUS
Joyner CenUS
Your voice shapes Joyner. The CenUS is our quarterly pulse — a confidential survey that lets associates grade leadership, surface opportunities, and drive continuous improvement across every division.
What Is the Joyner CenUS?
The Joyner CenUS is a quarterly barometer survey that gives every associate a direct, anonymous voice in how the company is run. It measures team environment, management effectiveness, culture, and operational support — and the results go directly to Operations and Leadership for action.
Your responses are fully anonymous. Your manager cannot see how you individually rated them. Results are only reviewed in aggregate. This is your honest, no-consequence opportunity to tell us how we are doing — and how we can do better.
Why Your Voice Matters
Joyner operates across 13 freight hubs, 24 international locations, and a growing network of remote associates. At that scale, the only way leadership can know what is actually working — and what is not — is if associates tell them. The CenUS exists because we believe the people closest to the work have the best ideas about how to improve it. Your honest feedback is not just welcomed here. It is essential.
Quarterly
Survey Cadence
Four times per year — giving leadership a consistent pulse on what is changing and what is staying the same
100%
Anonymous — Always
Individual responses are never visible to managers or leadership — only aggregated scores at the team or division level
10
Questions Per Survey
Designed to take under five minutes — focused, specific questions that generate actionable data
4.2+
Above Target Score
The enterprise benchmark for a healthy, high-performing team environment — scored on a 1–5 scale
What the CenUS Measures
Every CenUS question is mapped to one of five core dimensions. Together they give leadership a comprehensive view of the associate experience — not just a single satisfaction score.
Team Environment
How valued associates feel on their team — whether contributions are recognized, ideas are welcomed, and a spirit of continuous improvement exists within the work group.
Management Effectiveness
How well managers are leading — whether they communicate goals clearly, provide useful feedback, develop their people, empower decision-making, and are accessible when needed.
Skill Building & Development
Whether associates have the resources, coaching, and opportunities they need to grow in their current role and progress toward their career goals at Joyner.
Operational Support
Whether associates have the tools, systems, and organizational clarity they need to do their jobs effectively — and whether metrics are being actively used to support team goals.
Culture & Belonging
Whether associates feel psychologically safe, included, and connected to Joyner's mission — and whether the lived experience matches the values we say we stand for.
How CenUS Results Are Used
Completing the CenUS starts a conversation — not ends one. Here is what happens after you submit your responses.
1
Results Are Aggregated & Reviewed
Within two weeks of the survey close, Operations and HR compile results by team, division, hub, and enterprise level. No individual responses are ever surfaced.
2
Managers Receive Their Scores
Each manager receives their team's aggregated scores. Results are discussed in their 1-on-1 with their leader and factored into manager performance conversations.
3
Action Plans Are Created
Teams scoring below the 4.2 target are required to create a written action plan. Plans are shared with HR and tracked every quarter.
4
Results Are Shared with Associates
Within 30 days of the close, managers share high-level results with their teams — what scored well, what needs improvement, and what specific actions will be taken.
5
Progress Is Tracked Quarter-Over-Quarter
Joyner tracks CenUS scores over time to identify whether changes made after one quarter had a measurable impact on the next.
Understanding Your Score
4.2+
Above Target — Performing Well
The team is in a strong place. Continue the behaviors driving these results and share what is working across the broader organization.
3.8–4.2
Near Target — Opportunity to Improve
The team is functional but specific areas need attention. Identify the lowest-scoring dimensions and create focused, achievable improvement goals.
< 3.8
Below Target — Action Required
A written action plan is required within 30 days. HR will partner with the manager and next-level leader to build a meaningful improvement roadmap.
Trend
Quarter-Over-Quarter Trend
A score trending upward — even from below target — signals momentum. A declining score at any level triggers a leadership conversation.
For Managers — Leading with CenUS Data
Your CenUS score is not a judgment — it is a gift. It tells you exactly where your team needs more from you. Here is how to use it well.
Share Results Transparently
Share your scores with your team within 30 days — the good and the challenging. Transparency builds trust faster than any score improvement.
Never Try to Identify Who Said What
The survey is anonymous. Attempting to identify individual respondents is a serious violation of associate trust and Joyner policy.
Focus on Two or Three Dimensions
Do not try to fix everything at once. Concentrate on the two or three lowest-scoring areas. Focused effort produces measurable results.
Invite Conversation, Not Defense
"What would make this better?" is more productive than explaining the score. Your team already knows the answer — your job is to listen.
Close the Loop Every Quarter
At the start of each new cycle, remind your team what actions you took based on the last results. When associates see change, participation rates go up.
Use HR as a Partner
If scores are below target or declining, contact HR & Employee Care at hr@myjoyner.com to co-create a meaningful improvement plan.
Joyner's Confidentiality Commitment
Your CenUS responses are completely anonymous. Individual answers are never shared with your manager, HR, or anyone else at Joyner. Results are only reviewed at the team, division, or enterprise level — never individually. No attempt to identify individual respondents will ever be made or tolerated. If you believe this commitment has been violated, report it immediately to hr@myjoyner.com.
Take the CenUS Survey
Quarterly Associate CenUS
Rate each statement on a scale of 1 to 5. Your responses are completely anonymous and cannot be traced back to you individually. Results go directly to Operations and Joyner Leadership.
Frequently Asked Questions
What is the Joyner CenUS?
The CenUS is a regular feedback survey for both associates and first-line leaders that gathers input on environment, culture, process improvement, skill building, and management support. The questions align to Joyner's company planning and design standards.
What are the targets?
Enterprise targets: a score of 4.2 or greater is above target. Between 3.8 and 4.2 is near target. 3.8 or below is below target.
Who should complete the CenUS?
All associate direct reports of first-line leaders complete the Team CenUS. First-line leaders complete the Management CenUS.
When are CenUS surveys taken?
CenUS surveys are taken quarterly. Joyner Operations and Leadership will announce each survey window.
Are the CenUS surveys anonymous?
Yes. CenUS submissions are fully anonymous. Your manager cannot see how you individually rated them — results are only visible in aggregate to Operations and Leadership.
Are the CenUS surveys mandatory?
Surveys are not mandatory, but participation is highly encouraged. Your feedback drives real change and gives every associate a voice in how Joyner operates.
What action should leaders take with results?
CenUS results give leadership data to assess trends and take appropriate action. Leaders are encouraged to share results with their teams and identify areas for improvement.
Will the questions change?
A standard set of questions is maintained for consistency. Questions are reviewed periodically for relevance and to meet the needs of the organization.
Why is there no free-form text field?
The CenUS is designed for quick responses using a rating scale. For additional comments, associates are encouraged to use the open door policy with their supervisor or a member of HR Services.
How were the questions developed?
Questions were developed through industry and workplace research focused on what employees expect from workplace leaders.