Action plan

(blue star) Not started | (blue star) Started, ongoing | (blue star) Done

(blue star) All team members | (blue star) Lead by Extended Management

 

Area of improvement:

Engineering

Management & Extended Management & Strategy

Marketing

People & Operations

Product & AI

Sales & CX

Survey results overall

(blue star)

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

  • 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. (blue star)

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

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

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

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

  • 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. (blue star)

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

Compensation

(blue star)

  • Analyze our salary data using a Compensation Benchmarking Data tool. (blue star)

  • Add more information about datapoints to the compensation strategy. (blue star)

  • Take the learnings to the next compensation review. (blue star)

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

Workload

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  • 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. (blue star)

 

  • Consider redistributing workload. (blue star)

  • Discuss current roadblocks and redistributing workload. (blue star)

  • Ongoing monitoring is required to ensure that workload remains shifted. (blue star)

Career growth

(blue star)

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  • 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. (blue star)

Support: Learning & Development benefit

  • Establish a process for internal promotions and lateral moves. (blue star)

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

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. (blue star)

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

(blue star)

(blue star)

  • A β€œLearning & Development” meeting should happen at least once per quarter.

  • A β€œLearning & Development” meeting should happen at least once per quarter. (blue star)

  • A β€œLearning & Development” meeting should happen at least once per quarter. (blue star)

  • A β€œLearning & Development” meeting should happen at least once per quarter. (blue star)

  • A β€œLearning & Development” meeting should happen at least once per quarter.

Social / Work environment

(blue star)

(blue star)

 

  • Help the team work in public more, so folks can feel more engaged cross-departmentally. (blue star)

  • Hold cross-functional forums to allow employees to connect across teams. (blue star)

  • Introduce the β€œMeet & Eat” benefit. (blue star)

Accomplishment, recognition & feedback

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  • 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. (blue star)

  • A formal 1:1 happens at least once per week (blue star)

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

 

Support: how to do 1:1s

Meaningful work

(blue star)

 

  • 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. (blue star)

 

 

 

DEI&B

(blue star)

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