Welcome to the new look Team Leader brief featuring our very own focus on TL's! Please do let us know what you think of this new brief! Remember to use the brief to have engaging conversations with your teams.
Action Plan Toolkit Providing data driven recommendations for Action Plans to improve areas that have been highlighted through your team's Your Voice results.
How will this benefit me? It is important we act on the priceless feedback our game- changers have provided to us, but it can be hard to know what solutions will work or make a difference. People Solutions has worked hard to solve this problem! With this resource, you can investigate each Your Voice question and see what actions can be put in place to measurably improve employee sentiment. What’s more, improving one area can also increase future scores in other categories! How do I use this toolkit? Discuss and prioritise. 1.dentify the lowest scoring questions in Domo Plan and review. Review the data driven recommendations that have a relationship to that question 1. 2.Proceed to action planning instructions
Select a question to view recommended actions...
As a company we care for our planet and are doing enough to reduce our impact on the environment
Concentrix provides me with the tools I need to support my wellbeing
My company is dedicated to investing in my learning and development
I am clear on my current role and responsibilities
I am encouraged by my manager to participate in company events related to wellbeing such as wellbeing workshops
I am satisfied with the health and wellness benefits of Concentrix
I believe the organization will take actions on the issues identified in this survey
I clearly understand the Vision 3V Operating Philosophy and Culture of our company
I feel a sense of belonging at Concentrix
I feel comfortable with being myself at work
I feel encouraged to take risks and try new approaches in my work
1/3
I feel that the organization respects setting boundaries to manage work and private life
Select a question to view recommended actions...
I have had a constructive conversation about my career with my manager in the past 6 months
I feel included or valued at work regardless of a characteristic defining who I am
I have the right tools materials and equipment to be effective in my job
I receive the right level of praise and recognition for the work that I do
I tend to bounce back quickly after challenging times at work
I understand how my work supports the goals of my team, department, and the overall business
I understand the breakdown and calculation of my pay, benefits and taxes
I'm able to bring up wellbeing related problems and tough issues to my manager
I'm satisfied with the amount of flexibility I have in my work schedule
My length of service and loyalty are recognized and appreciated
There's a strong sense of teamwork amongst my colleagues
2/3
My workplace is free from distractions
Select a question to view recommended actions...
People of all backgrounds have the same opportunities at Concentrix
The visibility of diverse individuals matters to me
There are fair processes for ensuring equal opportunities to succeed for employees at our company
I feel our company is committed to supporting diversity, equity, inclusion and belonging
My physical work environment contributes positively to my ability to do my job
My manager communicates openly and honestly with me
I feel our company is committed to the health and wellbeing of our game changers
My manager provides me with the coaching and feedback I need
Finished viewing recommendations? Move to the Action Planning process
3/3
As a company we care for our planet and are doing enough to reduce our impact on the environment
Recommendations
Regularly communicate the ESG goals we have set as an organization and keep the team updated on progress and how they can contribute. Plan a regular slot in your team meetings/town halls on ESG.
Drive participation in ESG-related training to continue to educate and spread awareness.
Actively promote Project Change and Roots as ways any game-changer can share their ESG-related ideas and get involved. Find a way to recognize those who submit and implement their ESG-related ideas. [Data Driven Recommendation] Lead by example, promote sustainable practices, and consider activities such as setting team challenges linked to Volunteerism and environmental initiatives (e.g. recycling competitions, commute to work). [Data Driven Recommendation]
Begin your Action Plan
Concentrix provides me with the tools I need to support my wellbeing
Recommendations Regularly communicate available Wellbeing tools, such as Core and SafeSpace, and how to access them. Plan a regular slot in your team meetings/town halls on Wellbeing. [Data Driven Recommendation]
Gather feedback to understand what tools would be of benefit to your team and explore the possibilities to provide or discuss with the Wellbeing team.
Encourage a culture of open communication where team members feel comfortable discussing their needs and regularly checking in with team members.
Ensure that a regular cadence of 1:1 meetings are happening across the team and that all leaders have completed relevant Wellbeing training, such as Mental Health Awareness Training. [Data Driven Recommendation]
Begin your Action Plan
My company is dedicated to investing in my learning and development
Recommendations Create a culture of development across your team, encouraging the use of Individual Development Plans and participation in available learning programs. Use available reporting to ensure these activities are happening across your team. Regularly promote Concentrix University in team meetings/town halls and recognize participation in learning. [Data Driven Recommendation]
Look for opportunities for learning on the job, stretch assignments, and strategic projects. Reinforce that 70% of skills are built through experiential learning.
Encourage your team to participate in learning activities and facilitate knowledge sharing sessions where team members can share what they learned. Create spaces for team members to share resources, articles, or courses that may benefit others. Encourage team members to consider working with a mentor, register with iRise on Workday. Use available reporting to understand current participation levels. Encourage all leaders to register to become a mentor through iRise.
Begin your Action Plan
I am clear on my current role and responsibilities
Recommendations Ensure there is a job description that outlines the expectations and KPIs for each role and that these are accessible and understood by all team members.
Hold 1:1 meetings with your direct reports to discuss individual role responsibilities and expectations and encourage them to do the same with their teams. Use clear, concise language to avoid ambiguity.
Establish clear, measurable goals for each role that align with overall team and organizational objectives. Regularly review and update goals to reflect changes in priorities or responsibilities.
Provide regular feedback to help team members align with expectations.
Begin your Action Plan
I am encouraged by my manager to participate in company events related to wellbeing such as wellbeing workshops
Recommendations Regularly communicate available Wellbeing events, such as the Masterclass Series, and how to access them. Plan a regular slot in your team meetings/town halls on Wellbeing.
Communicate clearly by providing transparent information about the purpose and benefits of Wellbeing events.
Lead by example by actively participating in initiatives such as SPOT Training, and share your personal experience to encourage others to join. [Data Driven Recommendation]
Foster a culture where participation in Wellbeing activities is encouraged and valued. Normalize discussions around wellbeing and mental health, reducing any stigma associated with seeking help with resources like SafeSpace. [Data Driven Recommendation]
Begin your Action Plan
I am satisfied with the health and wellness benefits of Concentrix
Recommendations Communicate clearly by providing transparent information on the benefit offerings available. If you feel your team may not understand what is available to them, connect with your PSBPs or Wellbeing team to discuss how to increase awareness, and continue signposting to SolvNow where individuals can raise tickets relating to their benefits. [Data Driven Recommendation]
Lead by example in sharing your own experience in using the health and wellness benefits.
Regularly communicate available Wellbeing tools, such as Core and SafeSpace, and how to access them. Ensure that all leaders have completed relevant Wellbeing training, such as Mental Health Awareness Training. [Data Driven Recommendation]
Begin your Action Plan
I believe the organization will take actions on the issues identified in this survey
Recommendations Ensure focus groups are held once the survey results are available to communicate the results to the team and get further insight into the opportunities for improvement. Hold a review with all leaders in your area and clearly set expectations on the actions required.
Develop a meaningful action plan based on the priorities. Ensure the action plan is visible and assign responsible individuals or teams to address each identified issue with clear timelines for implementation.
Plan a monthly slot in your team meetings/town halls to highlight specific actions that are planned /taken based on the survey feedback. Hold regular reviews with the leadership to hold yourselves accountable for progress against the agreed upon actions.
Plan a quarterly communication to the whole team in the "You Said; We Did" format.
Begin your Action Plan
I clearly understand the Vision 3V Operating Philosophy and Culture of our company
Recommendations Ensure all team members have participated in Culture training. Use available reporting to understand progress and actively encourage and promote participation. Plan a regular slot in your team meetings/town halls on culture. Share culture stories; discuss a culture dilemma or make use of the resources and toolkits on the Culture and Engagement center on Core. [Data Driven Recommendation] Actively engage with the Culture Partners in your area and develop a Culture Plan for your team, and empower your team to participate in the Global Concentrix Academy for ongoing engagement. [Data Driven Recommendation] Model our culture. Demonstrate our culture beliefs and 3Vs through your actions and leadership style. Consistently recognize behaviors aligned to culture and provide timely feedback and coaching to address behaviors that are not aligned.
Begin your Action Plan
I feel a sense of belonging at Concentrix
Recommendations Encourage feedback by creating channels for game-changers to share their thoughts and feelings freely. Be approachable by practicing transparency, sharing own experiences, and being available for 1:1 conversations. Promote inclusivity by building diverse teams with varied backgrounds and perspectives, learn more about inclusivity with the DEI Inclusivity Training on Concentrix University. Celebrate diversity in experiences; cultures and ideas. [Data Driven Recommendation] Encourage participation and get actively involved in Game-changer Resource Groups (GRGs). Plan a regular slot in team meetings/town halls to provide visibility on GRGs and the work they are doing. Use available reporting to drive participation. Clearly communicate our culture beliefs. Role model inclusive behaviors; demonstrating empathy; openness and support and be a mindful leader, showing awareness of the diverse needs of game-changers and adapting your style accordingly. Learn more in the Culture Hub on Core. [Data Driven Recommendation]
Begin your Action Plan
I feel comfortable with being myself at work
Recommendations Encourage a culture of transparency where game-changers feel safe to share their thoughts, opinions, and vulnerabilities. Create platforms for feedback, both formally and informally, ensuring team members understand that their voices are valued and heard.
Share your own experiences and challenges. Model authentic behavior by being relatable and approachable, thus encouraging others to do the same.
Recognize and respect diversity in backgrounds, experiences, and perspectives by fostering an inclusive environment. Encourage participation in DEIB Inclusivity Training on Concentrix University to enhance awareness and understanding of various identities and experiences within the team. [Data Driven Recommendation] Acknowledge and celebrate the unique contributions of each team member, reinforcing that individuality is a strength. Encourage team members to share their personal stories, interests, and cultural backgrounds during team meetings. Learn more in the Culture Hub on Core. [Data Driven Recommendation]
Begin your Action Plan
I feel encouraged to take risks and try new approaches in my work
Recommendations Create a safe environment. Foster a culture where game-changers feel safe to express ideas without fear of consequence. Learn from leaders about taking risks, trying new approaches and creating safe learning environments at the Global Concentrix Academy. [Data Driven Recommendation] Include innovative objectives in goal setting and IDPs to encourage game-changers to think creatively. Allow team the autonomy to approach tasks in diverse ways to achieve results. Schedule frequent discussions about ongoing projects; reviewing progress and seeking input on better approaches. Encourage open dialogue and collaboration. Host brainstorming or idea generation sessions. Facilitate collaboration across different teams to combine diverse perspectives and encourage creative solutions. Actively promote Roots as ways any game-changer can share their ideas and get involved. [Data Driven Recommendation]
Celebrate risks and successes - publicly recognize teams and individuals who take risks with new approaches and establish a recognition program that incentivizes innovative ideas and successful implementation of new approaches.
Begin your Action Plan
I feel that the organization respects setting boundaries to manage work and private life
Recommendations Establish clear work expectations by communicating expectations around work hours, project deadlines, and response times. Encourage game-changers to take regular breaks throughout their working days. Encourage game-changers to use vacation entitlements and have processes in place to have cover. Ensure all leaders are aligned on importance of work-life balance. Regularly assess team workloads and provide support where possible.
As a leader and role model, make sure to practice your own boundary setting behavior by taking vacation days and utilizing out of office auto responses with coverage contacts.
Foster an environment where team members feel comfortable discussing their personal needs and challenges. To do this, increase Wellbeing literacy through the Mental Health Awareness Training on Concentrix University. [Data Driven Recommendation]
Begin your Action Plan
I have had a constructive conversation about my career with my manager in the past 6 months
Recommendations Foster an environment where open dialogue about career aspirations and development is encouraged. Ensure all game-changers have career and development conversations through ensuring leaders participate in relevant training and tracking progress through available reporting on Workday. Encourage leaders to work with their team members to set Individual Development Plans that align with both individual aspirations and organizational objectives. Use available reporting to track progress. Coach leaders on having effective conversations; providing guidance and support.
Lead by example through actively participating in Talent Reviews and Succession Planning and encourage the same from all leaders in your team. Plan a regular connect with the leadership team on talent planning.
Communicate available growth opportunities and ensure all leaders understand resources and programs available and are sharing with their teams. Actively look for opportunities to provide career paths in your teams, as well as exploring cross functional options and projects.
Begin your Action Plan
I feel included or valued at work regardless of a characteristic defining who I am
Recommendations Foster a transparent communication culture by encouraging open dialogue where team members can share their thoughts and concerns without fear of judgment. This promotes an inclusive atmosphere and helps identify potential exclusionary practices.
Ensure participation across the team in DEIB training. Educating the team on different perspectives can build empathy and understanding. Use available reporting to track progress.
Encourage collaboration and team building. Organize regular team building activities; making sure they are accessible to all team members.
Model inclusive behaviors. Demonstrate respect for diverse perspectives and show commitment to inclusivity in all actions and decisions. Be mindful of meeting practices to ensure everyone has a voice. Actively encourage participation from quieter team members and ensure meeting environments are respectful and open to all perspectives.
Begin your Action Plan
I have the right tools materials and equipment to be effective in my job
Recommendations Evaluate the current resources available to your team and identify any gaps or shortages that may be affecting their performance. Take actionable steps to address.
Define the standards for tools and equipment needed within the team.
Look for opportunities to leverage technology solutions to streamline workflows and improve user experience.
Adapt to changing needs. Be willing to adapt the resources provided as team goals and technologies change. Foster a culture of feedback where team members can voice concerns or suggestions. Take actionable steps based on this feedback.
Begin your Action Plan
I receive the right level of praise and recognition for the work that I do
Recommendations Reflect on your current practices regarding recognition. Plan consistent recognition programs and initiatives across your team to acknowledge individual and team efforts. Establish clear guidelines on these programs and share these with the team. Foster a workplace culture that emphasizes the importance of recognition, encouraging all levels of game-changers to acknowledge each other’s contributions. Ensure your team are making use of tools like Workday badges and programs like the Game-changer awards and Presidents Club. Lead by example and encourage the use of diverse forms of recognition, including verbal praise, written notes, awards, and public acknowledgment during meetings or events. Tailor recognition to suit individual preferences when possible. Promote a practice of giving immediate recognition for achievements, rather than always waiting for formal reviews or meetings. Regularly ask game-changers how they prefer to be recognized and what types of achievements they feel merit recognition. Communicate success stories; showcasing individual and team achievements through meetings and internal communications.
Begin your Action Plan
I tend to bounce back quickly after challenging times at work
Recommendations Create a safe environment for team members to express their feelings and experiences related to challenges. Ensure all leaders have completed Mental Health Awareness Training. Use available reporting to track progress. [Data Driven Recommendation] Conduct debriefing sessions after challenging events or periods to reflect on what happened, what can be learned, and how the team can move forward together. Promote available training on resilience skills and coping strategies available on Concentrix University.
Regularly communicate availability and ensure access to Wellbeing resources available to all game-changers, notably SafeSpace on Core. [Data Driven Recommendation]
Focus on creating a positive and supportive workplace culture. Recognize achievements, promote teamwork, and celebrate small wins to enhance morale. Encourage collaborative activities, such as the iRise program, where mentees can benefit from supporting learning experiences. [Data Driven Recommendation]
Begin your Action Plan
I understand how my work supports the goals of my team, department, and the overall business
Recommendations Regularly share the organization's vision, strategic goals, and objectives through team meetings/town halls and internal communications. Learn more about the Concentrix Culture and resources you can direct your team to on the Culture & Engagement Hub on Core. [Data Driven Recommendation]
Establish practices within your team to explicitly connect each game-changer's responsibilities to the team and organizational goals during onboarding, 1:1s, and quarterly connect conversations throughout the year.
Hold regular team meetings to discuss progress towards team, departmental, and organizational goals, and ensure they are made available to the overall team. Seek input from the team on strategies aligned to these goals. Ensuring practices of regular feedback across your team shows how individual contributions have impacted team and organizational goals.
Encourage collaboration across departments to help game-changers to see how their contributions and efforts integrate with other areas of the business.
Begin your Action Plan
I understand the breakdown and calculation of my pay, benefits and taxes
Recommendations During onboarding for your team, ensure new game-changers receive information relevant to them. Check onboarding practices and materials used for your new game-changers to ensure this is included.
Partner with People Solutions to develop a guide or handbook that outlines pay structure, benefits options, and how taxes are calculated for your team and make this information accessible.
Create a culture where game-changers feel comfortable asking questions about their pay and benefits, and signpost to resources like SolvNow for further information. [Data Driven Recommendation]
Ensure your team is comfortable navigating Core, where game-changers can learn more about the benefits policies that are available to them. Visibility is important - More information on the 3Vs can be found on the Culture and Engagement Hub on Core. [Data Driven Recommendation]
Begin your Action Plan
I'm able to bring up wellbeing related problems and tough issues to my manager
Recommendations Encourage a culture that values openness and empathy. Clearly and regularly communicate the importance of Wellbeing, focusing on normalizing the access of resources and tools by including it in email signatures and having dedicated time in your team calls to signpost to resources.
Ensure a regular cadence of 1:1s is happening across the team and that all leaders have completed relevant Wellbeing training, importantly SPOT Training. [Data Driven Recommendation]
Regularly inform game-changers about available Wellbeing resources such as SafeSpace. Ensure all game- changers know where to turn to for help, particularly focusing on it during onboarding conversations.
Incorporate Wellbeing awareness into regular discussions and team meetings. Actively combat stigma around discussing Wellbeing issues through communication across the team and storytelling.
Begin your Action Plan
I'm satisfied with the amount of flexibility I have in my work schedule
Recommendations Ensure any relevant policies (e.g. flexible working) are accessible to all game-changers. Explore ways to provide additional flexibility when requested and when not possible, communicate with transparency and timeliness.
Involve game-changers in discussions on preferred work arrangements. This may lead to more tailored and effective solutions that meet individual and business needs.
Encourage game-changers to participate in initiatives, such as the Wellbeing Masterclass Series - the quarterly series where the focus is on topics such as navigating work-life balance and managing workloads. [Data Driven Recommendation] Ensure your team is comfortable navigating Core, where game-changers can learn more about the flexible working arrangement policies that are available to them. Visibility is important - More information on the 3Vs can be found on the Culture and Engagement Hub on Core. [Data Driven Recommendation]
Begin your Action Plan
My length of service and loyalty are recognized and appreciated
Recommendations Using Workday reporting, find out each team member's anniversary and on the day, plan to call or email them to mark the occasion and recognize their length of service and loyalty. Create structured programs that acknowledge game-changers on significant anniversaries (e.g. 1 year, 5 years, 10 years). Recognitions can include certificates or public acknowledgments in team meetings, for example.
Feature long-serving game-changers in internal newsletters or town halls, for example. Share their stories, contributions, and insights to highlight their loyalty.
Focus on creating a positive and supportive workplace culture. Recognize achievements, promote teamwork, and celebrate small wins to enhance morale. Learn more about our culture and approach to recognition in the Culture Hub on Core. [Data Driven Recommendation]
Begin your Action Plan
There's a strong sense of teamwork amongst my colleagues
Recommendations Establish shared objectives that require collaboration. Clearly defined goals promote a unified focus and encourage team members to work together toward common outcomes. Include team recognition in any recognition program you have in place.
Foster an environment where open and honest communication is valued. Encourage team members to share ideas, concerns, and feedback freely, enhancing trust and collaboration.
Recognize and utilize the diverse skills and strengths of team members. Encourage collaboration based on individual talents, which can generate a sense of value and belonging.
Be proactive in managing conflict within the team. Ensure all leaders are trained on handling conflict. Provide clear pathways for conflict resolution and encourage constructive discussions to address issues promptly. Provide coaching and mentoring to leaders.
Begin your Action Plan
My workplace is free from distractions
Recommendations For onsite game-changers, work with facilities to optimize the office layout by creating zones for collaborative work and areas for quiet concentration or interacting with customers.
Implement tools that facilitate focused work (e.g. focus time on MS teams).
Review meeting cadence and structures. Streamline agendas and coach and train leaders on holding effective meetings.
Gather specific feedback via focus groups to identify solutions. Consider identifying a member of the team to track and implement changes.
Begin your Action Plan
People of all backgrounds have the same opportunities at Concentrix
Recommendations Ensure access to internal job postings in Workday and regularly communicate how to access internal opportunities in team meetings.
Ensure all leadership within the team have completed DEIB training. Use available reporting to manage participation.
Review all of your processes and practices to ensure they are fair and equitable. You can learn more about Concentrix policies on the DEIB Hub on Core and by partnering with your PSBP, Talent or DEIB team. [Data Driven Recommendation] Partner with Talent Acquisition to revise recruitment processes to target a diverse pool of candidates. Use diverse job boards and partnerships with organizations focused on underrepresented groups to broaden applicant pools. When hiring, select successful candidates on merit alone using standard pre-prepared interview questions and scoring.
Begin your Action Plan
The visibility of diverse individuals matters to me
Recommendations Create a comprehensive DEIB strategy that outlines specific goals, objectives, and metrics for measuring success. Partner with Talent Acquisition to revise recruitment processes to target a diverse pool of candidates using diverse job boards and partnerships with organizations focused on underrepresented groups to broaden applicant pools. [Data Driven Recommendation]
Encourage teams to participate in the Global Concentrix Academy and DEIB Fireside Chats on Thursdays, where they can learn more about practices and initiatives in the diversity space. [Data Driven Recommendation]
Support the inclusion of game-changers' diverse interests through the dedicated promotion of GRGs and participation in the iRise program. Mentees will particularly benefit from the opportunity to learn from diverse mentors and leaders. [Data Driven Recommendation]
Begin your Action Plan
There are fair processes for ensuring equal opportunities to succeed for employees at our company
Recommendations When hiring, use standardized recruitment processes that minimize bias. Use structured interviews and diverse hiring panels to ensure varied perspectives in selection.
Ensure that all game-changers are informed about available opportunities for professional growth such as internal job postings, register with iRise, Roots, and Project Change, and development opportunities.
Ensure all game-changers have goals listed on Workday. Ensure all leaders are trained on performance management and that fair and consistent processes are in place. Provide coaching to leaders and ensure every game-changer receives a regular 1:1, career conversations, and annual performance review.
Ensure all leadership within the team have completed DEIB training, importantly DEI Inclusivity Training. Use available reporting to manage participation. [Data Driven Recommendation]
Begin your Action Plan
I feel our company is committed to supporting diversity, equity, inclusion and belonging
Recommendations Clearly communicate our culture beliefs and focus on inclusivity and belonging, which can be found in the DEIB Hub on Core. Role model inclusive behaviors; demonstrating empathy; openness and support and be a mindful leader, showing awareness of the diverse needs of game-changers and adapting your style accordingly. [Data Driven Recommendation] Promote inclusivity by building diverse teams with varied backgrounds and perspectives. Ensure all policies and practices are inclusive and respectful of all game-changers. Promote completion of the DEIB Inclusivity Training for all game-changers. [Data Driven Recommendation]
Encourage participation and get actively involved in Game-changer Resource Groups (GRGs). Plan a regular slot in team meetings/town halls to provide visibility on GRGs and the work they are doing across your organization.
Review all of your processes and practices to ensure they are fair and equitable. Engage the support of your PSBP, Talent or DEIB team.
Begin your Action Plan
My physical work environment contributes positively to my ability to do my job
Recommendations Evaluate the current workspace and gather feedback from team members about what changes could enhance their work experience. Collaborate with local facilities team.
Ensure that the workspace has proper heating, ventilation, and air conditioning systems to maintain a comfortable temperature. Promptly raise any issues and see through to resolution.
Introduce wellness programs that promote physical activity, such as activity breaks, or onsite fitness facilities where possible. Physical wellness initiatives can enhance overall productivity and morale.
Collaborate with local engagement and Wellbeing teams for the Healthy Habits campaign, which our business celebrates during the month of January. Campaign toolkits & resources are available from the Engagement & Recognition team.
Begin your Action Plan
My manager communicates openly and honestly with me
Recommendations Establish guidelines that outline what open and honest communication looks like within the team, which can be found on the Wellbeing Hub on Core. Ensure all leaders complete training on effective communication techniques, emotional intelligence, and active listening. [Data Driven Recommendation] Foster an environment where game-changers feel safe to express their thoughts, concerns, and challenges without fear of backlash or negative repercussions. Implement regular forums or town halls where leaders and team members can share ideas and feedback freely.
Train leaders on handling difficult conversations. Find relevant training content on handling Difficult Conversations in Concentrix University and provide coaching and mentoring.
Encourage continuous feedback from teams to understand communication barriers. Show responsiveness to feedback by making necessary adjustments and communicating those changes back to the teams.
Begin your Action Plan
I feel our company is committed to the health and wellbeing of our game changers
Recommendations Regularly communicate available Wellbeing events and how to access them. Plan a regular slot in your team meetings/town halls on Wellbeing. Communicate clearly by providing transparent information about the purpose and benefits of Wellbeing events. Lead by example by actively participating and share your personal experience to encourage others to join. Encourage a culture of open communication where team members feel comfortable discussing their needs and regularly check in with team members. Ensure a regular cadence of 1:1s is happening across the team and that all leaders have completed relevant Wellbeing training, such as Mental Health Awareness Training. [Data Driven Recommendation]
Regularly communicate availability and ensure access to Wellbeing resources that are available to all game-changers, notably SafeSpace on Core. [Data Driven Recommendation]
Foster a culture where participation in wellbeing activities is encouraged and valued. Normalize discussions around wellbeing and mental health, reducing any stigma associated with seeking help or support, such as investigating available benefits on SolvNow. [Data Driven Recommendation]
Begin your Action Plan
My manager provides me with the coaching and feedback I need
Recommendations Clearly outline the objectives and approach regarding coaching and feedback within the organization, ensuring all leaders understand their importance. Set performance standards that incorporate effective coaching and feedback as key leadership competencies.
Ensure all leaders complete Coaching training. Use available reporting to manage progress. Observe or conduct coaching triads to provide regular feedback and guidance.
Ensure everyone in the team, regardless of role or level, receives regular feedback and coaching. Implement a process to ensure everyone has at least one 1:1 meeting per month.
Incorporate coaching discussions into regular leadership meetings to ensure ongoing focus and accountability. Foster open communication lines for leaders to discuss challenges, share experiences, and seek guidance on coaching and feedback delivery.
Begin your Action Plan
Action Planning
Important points about Action Planning: Communicate Your Voice engagement survey results with your team as soon as possible and follow up soon after with your action planning session 1. 2.Implement, review and follow up on agreed actions 3.As a leader, set an example by following through on agreed actions
Action Plans are required by 15th November
Continue, to learn about the Action Planning process...
Plan for success with your Action Planning!
Review
Discuss
Prioritize
Plan
Encourage open, honest and transparent comments and discussion from all team members by asking open ended questions.
Change the game in your pursuit of excellence by deciding with your team what is most important to address from the survey. Focus on matters you, as a leader, can influence.
Decide what will be done, by whom and by when.
Improvement is a journey, not an event. Review and follow up to ensure tasks are being completed, which is the foundation for showing actual improvements in the results of
next game-changers engagement survey.
View your Action Planning process...
Geo / Region / Country / GET Leaders
Individual Leaders
Action Plan Process
Global Consistency: Geo, Region, Country and GET leaders
Recommended Actions
Top 6 Focus Areas
Upload Action Plan (use template) into Teams Channel By Nov 15
Update Action Plans
C & E team bimonthly connect per GEO and GET
Powered by COEx with data proven results
Derived by deep VOC Analytics
Every Other Month
Click to access our Action Plan template!
Discover more in DOMO
For all GET, Geo, Region and Country Leaders, tailored infographics can be found on DOMO
Focus Areas will also be provided
E.g. Focus Area based on Scored Questions, there will be a total of 3
E.g. Focus Area from Comments from all questions, there will be a total of 3
Action Plan Process
Individual: Individual leaders throughout the organization – Action Plan Tracking Process differs by Geo
Review results, identify priorities, create action plan
Follow guidance from your Geo on where to track individual leader action plans
Consult with your PSBP and Toolkit on CORE*
Review with line manager in monthly 1:1
Update Action Plans regularly
By Nov 15
Individual Leaders: Will receive reports in DOMO with analytics on top and lowest scoring questions as well as analysis on all comments.
Click to access our Action Plan template!
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