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Next Steps

Communicate survey results November/December

- IDENTIFY KEY AREAS TO FOCUS ON:


1. Considering Leaving citi;
2. Overall satisfaction;
3. Expressing honest opinion & concerns;
4. Info from mgmt;
5. Recognition
Start action planning January
- WHEREVER POSSIBLE, INVOLVE EMPLOYEES IN DESIGN
& IMPLEMENTATION OF ACTION PLANS

Implement action plan Ongoing


- PROVIDE ACTION UPDATES TO ALL EMPLOYEES. BE
SURE TO COMMUNICATE TO EMPLOYEES THAT ACTIONS
ARE BASED ON SURVEY RESULTS- MAKING THIS
CONNECTION IS CRITICAL
Monitor implementation Ongoing

- TRACK PROGRESS & MODIFY PLAN IF NECESSARY


Opportunities: Suggested Actions
0000019768-DECISION MANAGEMENT Total

PIC / Time
Item Suggested Actions
Frame
• Conduct talent inventory; Identify highly valued talent; Assess who might be at risk of leaving
and how to offset it
30. I am seriously considering RP + GN • Talk to your employees regularly --before they resign- don't be surprised
leaving Citi. On-Going • Schedule check-ins, updates on development plans with employees
• Conduct a "stay" interview to understand what motivates/retains each individual on your
team
• Talk to your employees - - ask how they are feeling and what they are thinking
34. Considering everything, how
RP + MN • Use measures and tools like the VOE and pulse surveys to target 1-2 specific areas to
would you rate your overall
Off site Meeting improve employee satisfaction
satisfaction with this company at
2nd week of Dec • Make sure your employees have interesting work to do, are treated with respect and support
the present time?
their efforts to learn and develop

• Breakfast Meeting  every Friday 8 – 830 am with Hold informal agenda-less meetings with
your "boss" and your team, e.g. "Listen Up" breakfasts/brown bags where seniors listen to
15. It is safe to express your what more junior employees have to say
honest opinions and concerns in RP + MN
• Provide communication vehicles for employees, e.g. Suggestion Box with a feedback loop
this company.
• Hold skip level meetings where you are not present
• Create an environment that encourages your staff to speak to you openly and candidly
• Hi-Tea with 2-down from GH
• "Get the news out" to your staff in a timely manner at the beginning of staff meetings,
32. How satisfied are you with the
Internal Weekly Meeting every Monday  followed by more structured meeting
information you receive from
RP + BS • Support/encourage attendance at Sr. Mgmt town halls
management on what's going on in
this company? • Encourage employees to read newsletters, visit intranet websites, to learn about what's
going on; Ask employees what they are hearing/what they want to know more about
• Regularly forward relevant information to your team with necessary context/impact to team
• Remember "one size doesn't fit all" when it comes to recognition; Ask individuals what
matters to them: e.g., public vs. private recognition; Provide more "soft," timely recognition;
e.g., praise, "pat on the backs"
• Leverage any of the many existing recognition programs; e.g., Thank You Notes, CitiAward
31. How satisfied are you with the
for Excellence, CitiStars, RAVE, etc.; Hold an employee recognition event, e.g. "Appreciation
recognition you receive for doing a RP + All Dept Heads
Day", employee picnic
good job?
• Provide top talent visibility to Sr Mgmt; hold breakfasts, lunches; provide them choice
assignments
• Encourage Sr Mgmt to participate in the recognition of employee accomplishments, e.g.
note, call, visit