Engagement survey 2023 H1

Action plan

Not started | Started, ongoing | Done

All team members | Lead by Extended Management

Area of improvement:	Engineering	Management & Extended Management & Strategy	Marketing	People & Operations	Product & AI	Sales & CX

Area of improvement:	Engineering	Management & Extended Management & Strategy	Marketing	People & Operations	Product & AI	Sales & CX
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.	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. CoLab Day and DONI have been introduced, but not executed yet. 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