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Strengths: (enter info)
Opportunities for Growth: (enter info)

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Strengths: interest in future virtual opportunities, care for employees, reassurance, empathy

Opportunities for growth: roll out of communication (clearer and better execution, sometimes overwhelming), having process finalized before rolled out

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Very interested however the dip in score may be due to a sense of uncertainty due the pandemic.
Suggestions: Continue to be transparent with positives and negatives so we are all "in the know" especially with communication from higher ups. Allow sc's in the home office meetings to help share relevant information.

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No a lot of position opening up in RC regions. Very limited. Scared that hours can be cut. Depending on the QVC and if they giving support.

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Group 10:  not being so tech savy, program leader hours were cut, disconnect to mission, quality vs quantity

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Group 10:  not being so tech savy, program leader hours were cut, disconnect to mission, quality vs quantity

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Group 6: Hard to predict what to expect in the future, open to staying but hoping to move up to another position

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Group 6: Hard to predict what to expect in the future, open to staying but hoping to move up to another position

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Including PLs in more regional events, more accessible, more engaging for PLs
Awards for PLs where PLs are presented with awards, employee recognition
More support, especially with technology, ensuring staff is supported
Asking for employee feedback and input; allowing us to be a part of the decision-making in order to make employees feel valued,
Allow time for questions in order to ease and address employee concerns

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Strengths: Asking for employee input, surveys, culture and engagement, challenges
Opportunities for growth: switching from in-person to virtual setting, accommodating things based on COVID-19, providing SC's with opportunities to develop professionally (Build a Bench for SC's, things like that) .

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Depends on the of status pandemic

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+Think Together provided us with the necessary tools/resources to be able to provide resources for Distance Learning.
- In regards to program leaders the work load is much greater in comparison to their pay.
+/-The response to this question has a lot to do with the relationships with supervisors and students.
- Not for the money or the hours.
+Supervisor buy in and trust.

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concern that the students we would be bringing in in person are those that would be some of the most at-risk in terms of health issues and there's a concern that the lower-income families are being used as Guinea pigs to test the waters for safely returning in person

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Primary concern is health risks in going back in person. Accommodations for those who have family members at risk is a major concern that prevent individuals from wanting to return beyond 2020.

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Strength: 1:1s, professional development, showing interest in our life and well-being, Providing opportunities to move up and get experience

Opportunities for growth: Follow through

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Opportunities for the future, encouragement,

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group 10: Yes QAC give opportunity to grow and growth can be impacted by upper management

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group 10: Yes QAC give opportunity to grow and growth can be impacted by upper management

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strengths: coaching, 1-1s, checking in for any support, passing of knowledge, career advancement, supervisor delegates for equal growth, self investment in tasks assigned
opportunities for growth: not always fairly delegate tasks to SCs, need equal opportunity

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The consensus is they are involved but sometimes very busy so this conversation can sometimes be glossed over. Staff appreciate that we receive emails with job postings from all over. We have to remember that sometimes interest in advancing your career comes in a way that means personal development first.

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Relates back to other question. The lack of position causing lack of training to improve. The wording of the question is off. It is misleading.

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- Supervisors do not explain to staff the extent of this question.
-Not everyone wants a career in Think Together they might be interested in other careers related to this field but not necessarily in Think Together.
-Where are the jobs?
+Supervisors are constantly pushing staff to do better.
+Supervisors can ask their staff about their careers goals to find out what it is that they are really interested in.
+Having people ready and inspired for when new positions do become available.
-Supervisors are not approaching the staff members that are actually interested in moving up to other levels in the company (Lack of communication)

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Strengths: Build a Bench for PLs, SC's having opportunities to conduct training and develop professionally
Opportunities for growth: Being more connected with higher up supervisors

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Advancing career: The college degree requirements are a barrier to entry and seem to be weighed a lot more heavily than perhaps more appropriate credentials and hands-on experience

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Advancing career: The college degree requirements are a barrier to entry and seem to be weighed a lot more heavily than perhaps more appropriate credentials and hands-on experience

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Group 10: information can be given at last minute, information isn't always trickled down , transparency is key

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Group 10: information can be given at last minute, information isn't always trickled down , transparency is key

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Very informed most especially by Randy videos

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-  Last Minute updates before we get the full information. ( it could be a little stressful)

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Strengths: randy updates are helpful, updates given when possible

Opportunity for growth: more solidified facts and better communication when facts are changing, consistent notification of when processes change, SOPs need to be more easily available (one location for all of them to be accessible)/ wording sometimes unclear and needs clarification, Simplified guides for specific processes

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It is dependent on the team/supervisor but many feel they get information as soon as it's available.

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Lack of information being told during the start of COVID (lack of transparent) Misinformation being told right and left. Two side of being told of information.

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Strengths: Think Together does try to keep everyone up-to-date with current procedures and things going on due to COVID-19.
Opportunities for growth: Being better informed, providing everyone with answers to questions, employees feeling safe returning in-person, providing detailed information for employees.

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-Sometimes it is overwhelming with the amount of information that comes through.
-Not enough detailed updates.
-Hearing updates directly from the source.
-Waiting to send out the information until we get all the details.
+Stop moving so fast so that we can be more effective.
-Lack of integrity

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Feel very uninformed and updates tend to happen very last minute. Different organization members operate on completely different information and many important updates come from