Not only has First Bank continued to win the Top Workplace Regional Award year after year, but the company is now much more disciplined about communication. In the past, Johnson admitted they would usually collect employee survey responses in a vacuum, without taking the time to say, “Hey, thank you so much. We listened. Here’s what we’re doing, and stay tuned.”
Alter working with Younger, the team is now more disciplined about its priorities and thoughtful about connecting the dots for employees. By meeting regularly as a committee and relating any new initiatives, and the feedback that led to them, back to employees consistently. FirstBank is able to keep its employees informed and engaged – instead of leaving them waiting and wondering.
Bank branch evaluation surveys have also revealed how much employees appreciate the fact that the new changes being implemented directly correlate to the feedback they re providing. Johnson regularly reads comments like. “Great programs you guys are rolling out. and, “Really appreciate how much this company cares about its employees.”
Following the DEIB sessions with Employee Fanatix the feedback from DaVita’s team was extremely positive. A survey was sent out after each session, and these were compared with a prior survey that had been sent out.
Team members admitted to feeling an increased sense of trust, and 100% said they saw how much of a priority DEB was for the team, for senior leadership, and for their direct supervisions.
Employees shared that they now felt they could be themselves at work, and felt safe discussing the ways in which they are diverse with the team, their peers, and leadership. There was also an increase in how safe team members said they felt to be vulnerable with their peers and leadership, and how comfortable they felt about voicing concerns about DElB without fear of nepative consequences.
“Heather did a great job of taking a broad topic and a lot of conversations and information from these sessions, before pivoting to what the team could focus on afterward, and helping us prioritize where we felt like we should start and what our immediate focus should be. That has been extremely helpful as we started this year and been thinking about ways we can keep this work moving and embed some of those goals and initiatives into our everyday work,” said Karyn Gonzales, Director, Payor Partnerships at DaVita Inc.
After working with Younger, the team is now more disciplined about its priorities and thoughtful about connecting the dots for employees. By meeting regularly as a committee and relating any new initiatives, and the feedback that led to them, back to employees consistently, Extraction Oil & Gas is able to keep its employees informed and engaged – instead of leaving them waiting and wondering.