Taking Action


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:

Unit Involvement

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. 

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.

Contact Information

Jeremy Bean
Senior Change Consultant
Office of Organizational Excellence and Engagement