# data[].attributes.body
Train/orient/motivate leaders across levels within Dept to understand the importance of connection and ways to do it.  Learning from others, development,
PI may not be person that has to do it - can select another person who can take the lead.

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Focus Area 2: Recognition and Remuneration

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Focus Area 2: Recognition and Remuneration

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#2: One on One/Kopi Session with Prof Lee + Snr Leaders + Arnold, across all groups

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Focus Area 2: Recognition and Remuneration

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Focus Area 2: Recognition and Remuneration

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#1: Listen: Go beyond speculating the root causes or what motivates them to actually speaking with employees

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Context for Res, Clin and Admin is very different - they don't work together; varied culture from one team to next;
* motivate PIs to hold informal team activities; provide $ (and time/space) to do activities
* Identify & Share best practices
* Provide training to supervisors
* Bottom up ideas/recommendations
* Build a culture of helping
* Create a willingness to help through relationship
*

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Focus Area 2: Recognition & Remuneration

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Focus Area 2: Recognition & Remuneration

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Remuneration
Recognition
How communicate
Formal and informal
Goal - to empower people to take initiative; build sense of relationship

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Focus Area 1: Build & Strengthen Connections within Dept

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Focus Area 1: Build & Strengthen Connections within Dept

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--younger people get to know sr staff; building informal relationship
--feel safe to approach anyone
--Managers trained/more comfortable with interpersonal connections

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1. Fairly distribution of work

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1. Constant engagement (e.g. EES/ GPTW) to better understand the improvements made & needed.

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Have a session to engage the low scoring group to find out how they are really feeling and to extract reasons for their responses.

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1. small group meetings between dept leaders and research/admin staff
2. dept level recognition like dept awards etc

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1. specific training for supervisors to discuss pay and performance for the year
2. opportunities to show appreciation e.g. meals/small gifts
3. intentional opportunities to allow staff to develop ground up initiatives
4. feedback loop for staff to consult with managers

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recognising people for their contributions to the dept / work they do
- figuring out what staff would value - as this may differ from person to person
- non $ ways (since we may not have the resources to recognise people wrt promotion and $)

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Happy to be part of the team

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Happy
Focus

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trusted
empowered
cared for

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Engaged

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Caring

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empowerment
listened to
respect
fairly rewarded/compensated

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Appreciated - T
Listen

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91%

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1. What are the 2 key actions that the dept could take to address this focus area?
2. For each action, who will take what next steps and by when?
3. How do we intend to implement this?
4. What impact could it have on the dept to make progress on this focus area in the next 3-6 months?

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Building connections

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Remuneration
Recognition
How communicate
Formal and informal

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When people change work units, they are made to feel right at home.

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When people change work units, they are made to feel right at home.

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51%

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Everyone has an opportunity to get special recognition.

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Everyone has an opportunity to get special recognition.

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50%

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Promotions go to those who best deserve them.

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Promotions go to those who best deserve them.

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48%

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I feel I receive a fair share of the profits made by this organization.

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I feel I receive a fair share of the profits made by this organization.

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38%

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People here are paid fairly for the work they do.

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People here are paid fairly for the work they do.

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45%

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People here are treated fairly regardless of their race/ethnicity.

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People here are treated fairly regardless of their race/ethnicity.

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85%

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Management keeps me informed about important issues and changes.

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Management keeps me informed about important issues and changes.

# data[].attributes.body
85%

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I feel good about the ways we contribute to the community.

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I feel good about the ways we contribute to the community.

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83%

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I am able to take time off from work when I think it's necessary.

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I am able to take time off from work when I think it's necessary.

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85%

# data[].attributes.body
1. What are the 2 key actions that the dept could take to address this focus area?
2. For each action, who will take what next steps and by when?
3. How do we intend to implement this?
4. What impact could it have on the dept to make progress on this focus area in the next 3-6 months?

# data[].attributes.body
What is the desired outcome that we are looking to have for each focus area

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Which are the 2-3 focus areas do you want to work on now/ first?

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Which are the 2-3 focus areas do you want to work on now/ first?

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- Think about what impact would it have on the department
- How could the department benefit by improving this focus area?

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What areas should we focus on within our department?

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What areas should we focus on within our department?

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- Identify focus areas that you have control over
- What are some primary causes of issues/ concerns that you want to address with this focus area?
- Which of these issues/ concerns would you like to develop an action plan for?

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How do you want your employees to feel about your team?

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How do you want your employees to feel about your team?