The senior leadership team met and were given a full briefing on
the results. Here’s a quick summary of what we’ve learned.
WHAT’S WORKING WELL (Top 3 Engagement Drivers):
9%
Strategy
4%
87%
12%
Having a good
understanding of the
company’s strategy
and goals and how the
employee’s individual
role contributes to the
strategy and goals.
Resources
7%
81%
Collaboration
5%
85%
10%
Having a reasonable
workload and the
appropriate tools,
equipment, and
technology needed
to do your job.
Having good
relationships with
peers, collaborating
with other functions
or teams, and where
diverse types of people
can work well together.
Kara Lawson
WHERE WE COULD DO BETTER (Bottom 3 Disengagement Drivers):
Training/
Development
21%
11%
Autonomy/
Empowerment
68%
12%
66%
22%
Compensation/
Benefits
18%
58%
24%
Panel members answered questions about diversity and inclusion in the workplace.
Having the training to
be successful in your
role, a manager that
coaches on how to
get better at your job,
and training programs
for new hires.
Having the opportunity
to be involved in
decisions that affect
you, decisions are
made at the appropriate
level, and people take
accountability for results.
Respondents:
Having fair and
comparable pay to people
in similar roles in other
organizations and having
benefits/programs that
add significant value.
Strongly Agree, Somewhat Agree
Neither Agree Nor Disagree
Disagree Or Strongly Disagree
Based on these findings, management teams across the Group
are developing action plans for improvement.
What’s Next
To measure improvements and progress based on action plans, the frequency
and methodology of surveying are being revised. To augment the bi-annual
LHMVoices survey, quarterly Pulse Surveys will be conducted. The Pulse
Survey is a fast and frequent survey approach that will provide a quick insight
into the health of the Group, hence the name Pulse.
The quarterly Pulse Survey will use a smaller survey (20 questions)
and a smaller number of invited participants (400 responses). Receiving
feedback on a quarterly basis will
provide us with quicker feedback
and measurement of employee
engagement and satisfaction.
We will continue to work hard
to live by our aspirational vision
to become the best company in
town to work for. ◆
Strengthening
Our Workforce
Leadership Panel Focuses on Inclusion
A
fter the 2018 Who We Are presentation, leaders and others
within the LHM Group were invited to a special panel to
discuss the importance of inclusion and diversity in the
workplace.
The panel was moderated by Kara Lawson, Olympic Gold
Medalist and ESPN analyst, who was joined by notable leaders in
the Utah business and education community, including Barbara
Snyder, vice president of student affairs at the University of Utah;
Cristie Richards, executive vice president at Zions Bank; Jeanetta
Williams, president of the NAACP Salt Lake City Branch; and
our own Linda Luchetti, vice president of basketball operations
for the Utah Jazz.
Lawson asked each panelist hard-hitting questions about the
struggles and challenges they’ve faced in regards to inclusion
throughout their careers. Afterwards, the audience was allowed
to ask questions. In the end, attendees gained a new perspective
on how important it is to include everyone in company culture
and in individual projects. ◆
Watch the panel discussion at LHMWSM.com
LHMWSM.com
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