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Frequency/cadence - feels a bit overwhelming

Unpack, set up converesations, pick action, etc. feels a bit much.

People do like the survey.

Additional questions did pose some questions about comparison.

Most striking thing is there is a reaction!

People didn't really notice the previous survey.

Mostly positive reactions.

Cadence doesn't feel too bad, however, missed the timing on the second survey.

Effort as we go along will decrease, conversations are ongoing.

Tremedous value for onboarding.

Good engagement with engagement. Lots of comments.

People are open and sharing.

Too tight, too much else going on.

If we can't solve the problems, people stay frustrated.

We have to raise the accountablity.

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Maybe not exciting, but people do appreciate the transparency and having the conversation. Feels fresh, updated approach.

Refreshing!

The fact that we've put more importance behind it. We are ACTUALLY talking about it. Not being shelved, but bringing to team meetings.

Still a work in progress. Cultural shift, not a flash in the plan.

Staff are perhaps not fully onboard, other elephants in the room.

Again, maybe not exciting, but optimistic that the proof will be in the pudding.

Workloads tend to shift in the academic portfolio, makes it challenging.

Challenges.

The frequency. Ask for my opinion, but then you are asking too much!

Seeking more feedback is the better place to be vs. the opposite.

Very easy for someone who is having a bad day to vent about their issues.

Positive people sometimes didn't take it, didn't make it a priority.

Those that are disgruntled are quick to respond.

Have observed in other places that engagement surveys come out when something negative has happened. The frequency will help us get away from that.

AUPE just had their AGM.

The challenge with frequency is not the time to take the survey, but the one small step. Maybe taking steps that are too large - turning into projects.

The spirit is to make a small change - how do we shrink those down?

People want to take some big steps.

How do we make everyone a part of the change and action?

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Folks who have something negative to say might make this a higher priority.

There's just SO much going on. So much energy spent on the last semester.

APPR is still going strong...and very busy.

Cascading up of the information, but with a view of the team level. Say things to their Senior leaders, and their team leaders.

It feels safe, and they can express amongst their colleagues.

There's some implied accountability with the roll up of data.

Different times of year, what impact will that make.

People want to be heard, and this is a great opportunity.

So used to long term strategy, move to ONE SMALL THING!

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ACtually talking about it
Frequency and bringing data from direct supervisor to employees about micro view of engagement is refreshing
Team shocked and surprised to look at actually team data
Didn't know there would be a conversation
More meaningful; staff can see themselves in the bigger picture
Shift from eval of exec to actionable team activities
Believable that people see what they said, was suspicions of it being edited by the institution
INst struggle with EE because leadership feel that they have to defend themselves. The fact that we're doing them and doing them regularly, frequency could have been issue for workload but it's beocming part of our conversations; it's become part of our normal flow
Still a little anxious about frequency (hands raised!)
Some topics are meaty and take time to make progress on; took on big action second time, smaller action next, now the third one - what's that going to look like?
There's a time commitment from team members.
Overwhelming negative impact - there should be one big survey and then a Pulse Check to check in on how we are doing on the big survey.
We're hopping from one lily pad to the next.
Leaders need to learn not to overreact.

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Have results from last time - personal.

If it's changed, why is that?

Need to be aware of a framing bias?

Suggested resources on the action plans are kinda sucky.

Linkedin learning integration.

Some of the articles didn't work, couldn't access them.

How can we share resources for specific learnings.

Numbers on how you are feeling today, locked in, then how your numbers are from the past. Comments on that?

The solution identifies what you were most happy about? Unhappy about? Have you seen movement?

People are more apt to put in some negative comments.

Can we create some questions that are framed more positively.

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Opportunity to show progress
Cadence feels agile, iterative, healthy for NAIT
Have to be on it (frequency forces this)
Need to choose actions you can deliver on before next survey
Tend to be task oriented, PC gets us to move beyond that
Not complicated, easy to respond to
Seemed transparent
Like what I've heard about action taking being handed to supervisors
Level of focus that we're placing on this is diffrent from the past (once a year, not focusing on it all the time)
Measuring more frequently puts it higher on the priority list
There's hesitation about how often it is; we need to get in a rhythm
what people miss about agile is that it's frequent steps forward, not big leaps
CHALLENGES
Too small of group to get specific feedback
Survey at NAIT level, would also like something that allows us to get more granular

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Difficulties with smaller teams
Big team little team was polarizing element
Didn't feel equal because didn't have data
For some, the formality of this is strange because they already speak openly (x2)

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Just need to get used to it, cadence and platform are great right now
How to share success stories (positive deviance)?
How to celebrate success more?
It's a great change in platform; not much to change
Maybe work around expectations of timeframes to achieve objectives
Learning to set actions that are achievable (e.g. EDI, Innovation)
Communicating even small steps or shifts
It's helped us meet people where they are at

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Intentional, less check the box, frequency allows more continuous process, accountability of making meaningful action from the data. Enjoy both taking and reading them, comments help to provide insight process of setting priorities with the team. concerns about meaning, saw drop off between People don't like lots of surveys. Provides a vehicle for conversation. Can we get data on the length of time people are spending. Leaders, intentionally setting the stage.

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Exciting, having the conversations regularly, choosing an area to focus on and creating the action and realizing improvements has been exciting.  It's been helpful in building the team, collaboration within the team EVERYONE is taking ownership of it. Seems much more real, good information, more authentic. Challenging, shift workers cause challenges to allow for full engagement,  timing is difficult.  There was a lot happening which created challenges with time for engagement. For one member First round had comments, second round no comments, Format changed with the second and third release, the comments were not automatic which may have impacted the comments.  There has been a bit of growth in the maturity in the comments. points at how much work we have to do to garner recognition that leadership has good intentions.

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It's new which may give people hope. Supporting us to have the conversations, and garner feedback through discussion. More intentional, inclusive for teams, which allows the communication plan to tie back to the input. Priorities are not set at every level. Using it as a Catalyst for good. Seasonality in how people are feeling, times of intense pressure may need to be integrated. Pay attention to constructive feedback. Action items within the tool are high level and vague.

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Timing, is critically important, we need to be mindful of what is happening which can/may skew the results. Perhaps backing off on the frequency and increasing over time while we get used to the tool.
To understand some of the other action items that other teams are taking could be beneficial.  We're doing things in isolation.  Seeing and potentially aligning where appropriate.  Understand the scope of others action items. Shared learning across leaders and allow for shared growth.
Learning all we can from the software.
Engage everybody to include individual contributors as well as mangers to keep the momentum going.
Like the tool to provide agenda for action, creating alignment would be valuable.  Positive feedback on the tool.

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- don't even remember what was there before
- leaders are now empowered with information
- able to share and discuss with their teams
- share the actual platform so fully transparent
- transparency is the big change
- trying to be more action oriented with responses
- some trouble with technology - it's more complicated
- action taking
- communicating out
- platform helps facilitate conversations
- call to action
- pulse checks keep it in the forefront as opposed to once a year

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EXCITING
- excited about robust survey and audit process
- the comments
- setting priorities with my team
- one priority at a time so we can focus and make change
- see the progress and improvements
- the platform helps understand where more introverted members of the team are at and how they feel (not just with leader but with one another, too)
- richness and filtering of data
- less opportunity to make faulty assumptions about how people are feeling
- excited about the progress

CHALLENGES
- hope we don't find apathy once we see the same questions over and over year after year
- action plans - hard to keep them small enough - would rather have one master one that lasts a whole year
- cascading of some action plans (many layers mean many action plans)
- 2 different aspects of recognition
- competition aspect between units and teams creeping up
- losing some ability to assess leadership as we are so focused on engagement in general

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- why are the results skewed positive but the comments skew negative?
- people might be responding to the actual question not thinking deeper about the answer
- the meta narrative can overshadow people's overall feelings
- negative news tends to stick around longer whereas positive news (salary increase, for example) tends to go away faster
- maybe check back to see how you're feeling now relative to how you answered last time
- how the larger context affects results

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- what ar we doing as leaders collectively (not in each team) to move the needle>
- training and learning opportunities to explore best practices
- how to merge the recommended actions in the platform with my personal leadership style
- authentic and creative implementation to ensure it "feels like you"
- community of practice, asking people how they want to see improvements, fireside chats (like office hours for leaders)
- stop doing the things people say they don't like in the comments (ex: TH)
- focused learning with SLC (not just another Teams site)