P&S LATAM PULSE SURVEY WS by

andresoccio — 2021-11-09 18:32:24 UTC

Implement more Digital solutions

Keep incentivating EBTs/assignments to speed up people´s development

2021-11-09 18:32:54 UTC

Workload

luciamota — 2021-11-09 18:33:19 UTC

Every department has a lot of workload

Systems

luciamota — 2021-11-09 18:33:38 UTC

We need better systems

How to balance increase on operational demand during peak season and projects agenda

ursulatavares — 2021-11-09 18:33:50 UTC

Common agreements about meetings, availability, active effort on coordination and planning

ramirocarrales — 2021-11-09 18:33:55 UTC

Upon a certain point its ok, if we are adding value

luciamota — 2021-11-09 18:34:18 UTC

andresoccio — 2021-11-09 18:34:32 UTC

Reinforce the culture of mobility (home office) after the pandemic

Pull resoruces under Supply to move from one function to function, this require workload assestment to understand each worklevel...

2021-11-09 18:34:36 UTC

Workload assessment to understand the situation in the different functions and activate a support across functions

acanoalmagro — 2021-11-09 18:35:08 UTC

Post every open position, regardless if you have a PIC

luciamota — 2021-11-09 18:36:14 UTC

Technology Sharing Showcase

guilhermemaximo_martins — 2021-11-09 18:36:33 UTC

Have cross-functional spaces for sharing tools

Promote a culture of career ownership - people understand that each one is accountable by their development plan

ursulatavares — 2021-11-09 18:36:43 UTC

Successions plans clear defined and put in place as much as posible

2021-11-09 18:36:46 UTC

define dos and donts, determine leaders by theme in the area to reduce the need of the entire team joining meetings

2021-11-09 18:36:59 UTC

have people "dedicated" to project to work in improvements / automation help a to reduce work load

carolinagimenes — 2021-11-09 18:37:28 UTC

Understand that all has expectations, sometimes more feedback, understanding and aligment is need.

ramirocarrales — 2021-11-09 18:37:44 UTC

We need to make it clearer to our teams how we connect IDP´s with opportunities.

2021-11-09 18:38:23 UTC

More sincere feedback (especially for improvement opportunities) is needed and leaders needs to be challenged to ensure that happens

ramirocarrales — 2021-11-09 18:38:39 UTC

Make process clear & documented to everyone to avoid people trying to "find" how to do thing and involving a lot of unnecessary people

carolinagimenes — 2021-11-09 18:40:17 UTC

Feedback among peers

luciamota — 2021-11-09 18:41:24 UTC

Feedback should be promoted in every direction, and preferably it has to be asked, is the easiest way to get it

Create an story regarding all changes in regional level and show the people the carrier development is possible

2021-11-09 18:41:44 UTC

Develop people to create a culture of giving and receiving feedback.

guilhermemaximo_martins — 2021-11-09 18:44:54 UTC

People need to be prepared to create open spaces for giving and receiving feedback. There is a discourse but not actions and tools that promote

Assess our main process, understand the bureaucracy and automate them if was needed

acanoalmagro — 2021-11-09 18:47:06 UTC

Be less stuck in the person´s mobility allowing even more people´s movements virtually (pandemic proved it is possible!)

2021-11-09 18:47:12 UTC

Support our teams in applying for new positions, as it can bring an important experience even without changes on position

ursulatavares — 2021-11-09 18:50:03 UTC

After participation in a specific job posting, it`s necesary to give quality feedback to the no winners and define a clear action plan to work on gaps to have success in the next application

2021-11-09 18:52:43 UTC

create program where the managers requiere feedback 360 to collect and share with the team the action plan

2021-11-09 19:00:36 UTC

Try to reduce number of meetings. Eg. "stablishing 1 day of the week that meetings cannot be booked". So people can focus on their development , pending tasks for example.

carolinagimenes — 2021-11-09 19:04:14 UTC