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Priority Area 1: Action 35% of respondents say they saw positive change as a result of survey(s)

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Priority Area 1: Action 35% of respondents say they saw positive change as a result of survey(s)

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Action: Increase positive changes as a result of surveys given.

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Frequent updates, with specific examples, on what changes are taking place as a result of survey(s) through ASM meetings. (A short description in a weekly blast is not enough)

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Factor: Teamwork & Ownership
*Work loads being divided fairly
*People may not understand the workload and goals of others

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Voice:  *When I share my opinion, it is valued.  *I can voice a contrary opinion without fear of negative consequences.

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Factor: Teamwork & Ownership

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*Highlight a Staff Member of the month or "team of the quarter" to increase context and sharing work progress to build knowledge across teams

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Elevate the relationship of managers and team. The foundation is there. This can be used to influence others that we need to focus on, in cultivating strong team culture, voice, and feedback and recognition.

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Explicit understanding of organizational roles

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Explicit understanding of organizational roles

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Clearly communicate to all staff who is responsible for making changes notes in survey(s)

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Priority 1: DEI Commitments/REI Learning and Follow Up

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Priority 1: DEI Commitments/REI Learning and Follow Up

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At a regional level this work needs to keep moving. David Weaver is still on board to lead the next team-wide learning engagement in Feb and consult with us and where to go next as a regional team. Absolutely requires ED leadership as an ingredient.

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Team level engagements on the division of labor on teams and across teams (ASMs and Functional teams if needed(

*Revisit slides that everyone has created FY22Ops Plan to support context/learning
* Repetitive sharing of goals, progress too and work updates in ASMs to help grow context

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Increasing accountability by building upon relationships and strengthening communication with people outside of their functional teams. Thinking about and communicating when it is a busy season for team members, and how we as a team can support each other. Highlighting what is going on and how others can get involved. This would not only support collaboration and culture, as well as helping development and enabling people to ask for help from other team members.

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Action: *I have seen positive changes taking place based on recent employee survey results (35%).  *I believe action will take place as a result of this survey (47%)

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Engaging all staff in Culture Amp analysis and making clear commitments with accountable follow ups for what is in our control (STO and managers)

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When creating regional culture plan - naming the exact change/outcomes we collectively want to see so we can monitor progress

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Decision Making:  *Perspectives like mine are included in the decision making at TFA
*I am satisfied with how decisions are made at TFA

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Workload balance should be a priority. Seeing how work is distributed now, coming up with a way to redistribute, and then checking on that. We don't know what other people are working on and we cannot see what is going on.

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Work is spread fairly

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Quarterly Team Priority Shared out <maybe in ASM? >
MOCHA/RACI normed way of sharing out what work is and where it divided.

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Have complete clarity of what others role is on the team. What are their priorities & projects.

maybe do a "reverse Elevate" where your manager presents to you what they're working on.

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Highlight a staff member each week in STO Blast through a video and/or written interview with set questions to answer. Allows us to understand each person's role.

create a library of these videos so that when people onboard they can watch videos to learn individual people and roles.

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The surveys are very broad, we should do a general focus group to get thoughts on when are opportunities to have a voice. Maybe a second survey or feedback form.

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Use some shared project management software or other tracking mechanism to allow transparency into work and goals.

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Anonymous suggestion box to voice concerns or suggestions.  Maybe this lives in a google form that's general, but more questions can be added as events/things come up
Questions to consider: Who would own collecting and following up? How frequently would this be checked?

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Priority Area 1: Feedback, Recognition, Voice

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Priority Area 1: Feedback, Recognition, Voice

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We take a lot of surveys. We need more clarity on action and follow up. Easy to find, easy to understand, and regular updates

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Publish the survey results across platforms and send an update not just right after the survey, but maybe a couple months later as well.

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Cross-team workstreams/updates on what each team is working on, update on big decisions. Invite other teams to be apart of those decisions, conversations, meetings, etc.

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Clarity of decision making from the top down. Knowing what decisions are made with limited voice/input, and which ones are not

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Action - Follow Through on culture plan and positive impact/change + consistentcy

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Action - Follow Through on culture plan and positive impact/change + consistentcy

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Quarterly Team Priority Shared out <maybe in ASM? >
MOCHA/RACI normed way of sharing out what work is and where it divided.

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Highlight a staff member each week in STO Blast through a video and/or written interview with set questions to answer. Allows us to understand each person's role.

create a library of these videos so that when people onboard they can watch videos to learn individual people and roles.

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historical context of stop and start - this has to stop and we need to stay consistent

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historical context of stop and start - this has to stop and we need to stay consistent

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Workload equity: ASM time to collaborate, inform and even get feedback, work together. 

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Workload equity: ASM time to collaborate, inform and even get feedback, work together. 

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Inviting other staff members to attend team meetings (juanpa's group) -- gain context & info, ask for support, learn how to help other teams

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Inviting other staff members to attend team meetings (juanpa's group) -- gain context & info, ask for support, learn how to help other teams