A 2013 Values and Culture survey indicated high rates of observed misconduct, intimidation, and a lack of trust and accountability within Finance and Business (F&B). In response, F&B created the Taking Action initiative to address these issues and create a healthy environment where everyone can do their best work. The Taking Action initiative conducted several follow-up surveys and focus groups asking F&B employees about their specific concerns, suggestions, and expectations for improving trust and accountability within F&B.
We Heard You and We are Taking action.
Since the onset of this initiative, F&B has been committed to responding to employee concerns and working towards creating the best workplace environment. Today, F&B continues to create environments where employees feel valued, appreciated, respected, and comfortable being their true authentic selves through Taking Action 2.0. The initiative has:
- We conducted Focus Groups (F&B Focus Group Summary Report).
- We reassessed data from the 2017 Values and Culture survey to understand our progress (F&B Values and Culture Data Summary Report).
- We gathered data from the inclusion and belonging survey (F&B Inclusion and Belonging Summary Report).
- We have made Taking Action a Strategic Goal for Finance and Business (F&B Strategic Plan).
- We have convened a Taking Action Work Group to help drive this charge.
- We have also developed unit-level Taking Action Work Groups who will help implement these efforts within all F&B units.
- We will continue to commit to doing what is necessary to improve our workplace environments.
F&B leadership is Taking Action at the unit level. Many units have created professional development programs, employee engagement initiatives and improved communications to address F&B employee concerns.
- Office of Physical Plant (OPP) Taking Action
- University Police and Public Safety (UPPS) Taking Action
Historical Feedback from 2013 Values and Culture Survey
- There is a fear of retaliation, which is a symptom of larger problems.
- Lack of trust and accountability.
- Fear of reporting misconduct.
- There is misconduct occurring.
- Bullying and intimidating behavior.
- Abuse of work time and time off.
- Misuse of university resources.
- There are cultural issues.
- Lack of accountability.
- Inconsistency in policy implementation.
- Unprofessional workplace behavior.
- Lack of addressing misconduct.
- Not feeling valued or permitted to share ideas.
- There are performance management issues.
- Lack of knowledge and skills needed to effectively manage others.
- Not holding all employees to the same standards.
- Lack of skills to manage difficult situations.
- There are communication issues.
- Lack of information sharing.
- Lack of opportunities for open communication and discussion.
- Unwillingness to listen to new ideas.
- Need for better conflict management.
- There are reporting concerns.
- Not knowing where to report issues.
- Not knowing how the reporting process works.
- Lack of confidentiality of information reported.
- Lack of confidence in the hotline process.
- Things we need to improve upon.
- Clear expectations and accountability.
- Employee training.
- Supervisor training.
- Management coaching.
- More input from employees.
Senior Change Consultant
Office of Organizational Excellence and Engagement