Page Comparison

Survey results overall

🎯

• People team & Department lead(s) will deep dive in the results. 🟢

• Team/Department to book a call with the whole team to have a transparent and honest conversation about the results.

• People team & Department lead(s) will deep dive in the results. 🟢

• Team/Department to book a call with the whole team to have a transparent and honest conversation about the results.

• People team & Department lead(s) will deep dive in the results. 🟢

• Team/Department to book a call with the whole team to have a transparent and honest conversation about the results. 🟢

• People team & Department lead(s) will deep dive in the results. 🟢

• Team/Department to book a call with the whole team to have a transparent and honest conversation about the results.

• People team & Department lead(s) will deep dive in the results. 🟢

• Team/Department to book a call with the whole team to have a transparent and honest conversation about the results. 🟢

Compensation

🎯

• Share the logic behind the compensation strategy with direct reports.

• Share the logic behind the compensation strategy with direct reports.

• Analyze our salary data using a Compensation Benchmarking Data tool. 🟢

• Add more information about datapoints to the compensation strategy. 🟢

• Take the learnings to the next compensation review. 🟠

• Request the People & Operations team to share the logic behind the compensation strategy and provide more detailed info about datapoints used. 🟢

Workload

🎯

💪

• Implement the Improvement Initiatives roadmap.

• Suggestion: Lead by example. For ex. avoid sending emails / Slack messages or setting up meetings after 19h (local time for the receiver). Use the scheduling options on Slack and Gmail instead.

• Connect with each team member on workload & make adjustments as needed. 🟠

• Consider redistributing workload. 🟠

• Discuss current roadblocks and redistributing workload. 🟢

• Ongoing monitoring is required to ensure that workload remains shifted. 🟠

Career growth

🎯

💪

• Implement the Engineering Career Framework [already setup on Leapsome] for team members to clearly understand what's expected from them in the different seniority levels.

• Close the loop between feedback and learning: team members should sign up for trainings based on skills assessment and career ambitions.

Support: Learning & Development benefit

• Close the loop between feedback and learning: team members should sign up for trainings based on skills assessment and career ambitions. 🟠

Support: Learning & Development benefit

• Establish a process for internal promotions and lateral moves. 🟢

• Close the loop between feedback and learning: team members should sign up for trainings based on skills assessment and career ambitions. 🟠

Support: Learning & Development benefit

• Close the loop between feedback and learning: team members should sign up for trainings based on skills assessment and career ambitions. 🟠

Support: Learning & Development benefit

• Close the loop between feedback and learning: team members should sign up for trainings based on skills assessment and career ambitions.

Support: Learning & Development benefit

Learning & Development

🎯

💪

• A “Learning & Development” meeting should happen at least once per quarter.

• A “Learning & Development” meeting should happen at least once per quarter. 🟠

• A “Learning & Development” meeting should happen at least once per quarter. 🟢

• A “Learning & Development” meeting should happen at least once per quarter. 🟠

• A “Learning & Development” meeting should happen at least once per quarter.

Social / Work environment

🎯

💪

• Help the team work in public more, so folks can feel more engaged cross-departmentally. 🟠

• Hold cross-functional forums to allow employees to connect across teams. 🟠

• Introduce the “Meet & Eat” benefit. 🟢

Accomplishment, recognition & feedback

🎯

💪

• A formal 1:1 should happen at least once per week (please book it via Leapsome).

Support: how to do 1:1s

• Continue to celebrate accomplishments and give credit to great work achievements.

• Encourage everyone to continuously praise colleagues publicly (CEO Award, #mostly-kudos-and-tacos ) and privately.

• Provide direct feedback via 1:1 meetings on performance praise, areas of growth, and more. 🟠

• A formal 1:1 happens at least once per week 🟢

• A formal 1:1 happens at least once per week (please book it via Leapsome). 🟢

Support: how to do 1:1s

Meaningful work

🎯

• Remind everyone of MOSTLY AI's purpose.

• Give frontline team members a voice in the STATUS meeting to let them share experiences and success stories, focusing on the direct impact that MOSTLY AI has on customers and colleagues.

• Connect our work back to the larger company OKRs. 🟠

DEI&B

🎯

💪

• Execute actions proposed in the DEI&B Manifesto 🟠