December 15th Culture AMP Analysis by EMERSON, KEYOSHA

Priority Area 1 (P1)

keyoshaemerson — 2021-12-08 17:35:09 UTC

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

Priority Area 1 (P1)

keyoshaemerson — 2021-12-08 17:35:34 UTC

Factor: Teamwork & Ownership

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

keyoshaemerson — 2021-12-08 17:35:49 UTC

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

Strategy 1 (P1)

keyoshaemerson — 2021-12-08 17:39:49 UTC

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

Strategy 2 (P2)

keyoshaemerson — 2021-12-08 17:40:23 UTC

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

Strategy 1 (P1)

2021-12-08 17:50:28 UTC

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.

Communication

tawneewaldron — 2021-12-08 18:01:37 UTC

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)

Explicit understanding of organizational roles

tawneewaldron — 2021-12-08 18:01:56 UTC

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

Strategy 2 (P1)

tawneewaldron — 2021-12-14 19:28:50 UTC

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.

Priority Area 2 (P2)

tawneewaldron — 2021-12-14 19:32:07 UTC

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%)

Strategy 1 (P2)

tawneewaldron — 2021-12-14 19:32:18 UTC

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

Strategy 2 (P2)

tawneewaldron — 2021-12-14 19:32:27 UTC

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

Priority 3

tawneewaldron — 2021-12-14 19:53:07 UTC

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

Priority Area 1 (P1)

tawneewaldron — 2021-12-14 20:36:46 UTC

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.

Priority Area 1: Voice

tawneewaldron — 2021-12-14 20:36:51 UTC

Priority Area 1 (P1)

tawneewaldron — 2021-12-14 20:36:55 UTC

Work is spread fairly

Strategy 1 (P1)

tawneewaldron — 2021-12-14 20:37:07 UTC

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.

Strategy 1 (P1)

tawneewaldron — 2021-12-14 20:37:14 UTC

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.

Strategy 1 (P1)

tawneewaldron — 2021-12-14 20:37:20 UTC

Quarterly Team Priority Shared out
MOCHA/RACI normed way of sharing out what work is and where it divided.

Strategy 2 (P1)

tawneewaldron — 2021-12-14 20:37:33 UTC

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

Strategy 2 (P1)

tawneewaldron — 2021-12-14 20:37:38 UTC

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.

Strategy 2 (P1)

tawneewaldron — 2021-12-14 20:37:44 UTC

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?

Priority Area 1: Feedback, Recognition, Voice

tawneewaldron — 2021-12-14 20:38:11 UTC

Priority Area 2 (P2) [Optional]

tawneewaldron — 2021-12-14 20:38:18 UTC

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

Priority Area 2: Decision Making

tawneewaldron — 2021-12-14 20:38:24 UTC

Strategy 1 (P2)

tawneewaldron — 2021-12-14 20:38:51 UTC

Strategy 1 (P2)

tawneewaldron — 2021-12-14 20:38:58 UTC

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

Strategy 1 (P2)Cross team collaboration

tawneewaldron — 2021-12-14 20:39:05 UTC

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.

Strategy 2 (P2)

tawneewaldron — 2021-12-14 20:39:21 UTC

Strategy 2 (P2)

tawneewaldron — 2021-12-14 20:39:41 UTC

Strategy 2-Clarity

tawneewaldron — 2021-12-14 20:39:48 UTC

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

Priority 2

tawneewaldron — 2021-12-14 22:45:54 UTC

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

Priority 1: DEI Commitments/REI Learning and Follow Up

tawneewaldron — 2021-12-14 23:11:45 UTC

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.

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

tawneewaldron — 2021-12-15 20:49:57 UTC

Strategy 1 (P1)

tawneewaldron — 2021-12-15 20:52:48 UTC

Quarterly Team Priority Shared out
MOCHA/RACI normed way of sharing out what work is and where it divided.

Strategy 2 (P1)

tawneewaldron — 2021-12-15 20:54:20 UTC

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

tawneewaldron — 2021-12-15 20:55:52 UTC

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

tawneewaldron — 2021-12-15 20:56:42 UTC

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

tawneewaldron — 2021-12-15 21:00:16 UTC