(1) …employees can determine their own working pace.

(2) …employees decide for themselves how to perform their work.

(3) …employees primarily perform imposed tasks (reversed).

(4) …employees perform different types of tasks.

(5) …employees have many different responsibilities.

(6) …employees mainly solve complex problems.

(7) …employees provide a lot of customization to the customer.

(8) …employees mainly do routine work (reversed).

(9) …it is normal to ask why employees are required to do something in a particular way

(10) …employees regularly ask others for their opinions.

(11) …employees discuss mistakes to learn from them.

(12) …employees are given time to try out new things at work.

(13) …employees see issues as an opportunity to learn.

(14) …employees treat each other with respect.

(15) …employees have trust in each other.

(16) …it is possible to improve the execution of your work at your own insight.

(17) … it is possible to constantly look for new knowledge and experiences.

(18) …employees help each other to learn and develop.

(19) …employees encourage each other to think from multiple angles.

(20) …teams/departments work together to learn more about what their work entails.

(21) …employees regularly reflect on work that has been done.

(22) …employees regularly share knowledge and insights with each other.

(23) …by talking about the content of our work, employees can do what they are good at.

(24) …employees reflect on how they work together.

(25) … when employees in our organization make suggestions to improve the quality of work, this is taken seriously.

(26) …employees adjust work processes when they are no longer effective.

(27) …employees know from each other who is good at what.

(28) …leaders encourage employees to think creatively if there is an issue.

(29) …leaders have clear ideas about learning and development.

(30) …leaders encourage employees to continue developing themselves.

(31) …leaders continuously learn and develop themselves

(32) …employees can directly approach a leader with a problem.

(33) …employees quickly receive approval if we want to attend a training, course, or educational program.

(34) …leaders clearly explain why it is important for employees to continuously learn and develop themselves.

(35) …employees have places and moments to share ideas (e.g. through a suggestion box, bulletin board, or daily stand up).

(36) …employees can quickly and easily get the information they need to learn or develop.

(37) …employees can share with colleagues at set times what they have learned.

(38) …employees can see what is done with their improvement suggestions.

(39) …employees can easily learn from colleagues.

(40) …the workspaces help us to easily learn from each other.

(41) …departments/teams are organized in such a way that makes it easy for employees to collaborate with other departments/teams.

(42) …employees have enough resources to develop themselves (e.g. training budget, time, training opportunities).

(43) …employees are regularly informed about new developments, e.g. market, competition, new technologies or trends.

(44) …employees are encouraged to look for new information, e.g. market, competition, new technologies or trends.

(45) …employees collaborate with people from outside the organization, such as suppliers and customers, to achieve shared goals.

(46) …employees are encouraged to seek customer feedback.

(47) …employees frequently draw on the experiences of other companies.