Finance's Culture Survey update: A note from Steve Murphy

Our culture journey – where we are now 

Over the last two months, when talking about Finance’s most recent culture survey (KFD), I shared that the SLT and I view shaping culture as a journey. We are committed to regularly and formally requesting feedback from you to make sure we stay on the right path. I often say, “Facts are friendly,” and the data guides our decisions and actions as we identify—and reach—our goals. In 2018, we set out to create a positive work environment, among many other goals. We’ve navigated hills and valleys and will continue to do so together.  

Following the January culture survey data, the SLT and I reviewed, discussed, reflected, and then did it all again. We have a lot to be proud of regarding our culture. We have experienced significant growth in how we work together, support each other, serve our customers, and demonstrate that we value each other’s contributions.  

Our greatest strengths are: 

• Feel every staff member in Finance is responsible for building a positive work environment [4.49] 
• Provide high-quality customer service to faculty, staff, and students every day [4.33] 
• Feel part of a team where people care about each other [4.30] 

The SLT and I also acknowledge that 8 of the 16 culture survey items had minor to moderate decreases from last year’s scores. First, we are so grateful for your honest assessment and candor. We know we need to keep our foot on the gas pedal and continue to improve the “what” and “how” of our work environment and results.  

Our most significant gaps are: 

• Try to keep things simple and avoid unnecessary processes [3.66] 
• Feel every staff member in Finance leads by example [3.75] 
• Take accountability for their behaviors and results (both “what” and “how”) [3.84] 

Therefore, I want to share what we’re doing with your feedback. The SLT and I have committed to several actions to address the suggestions we heard in the feedback immediately: 

• Best-practice sharing across the SLT – we’ll share what’s working well within specific units (e.g., FP&A’s practice of anonymous feedback and the Controller’s Office’s unfiltered Finance SLT meeting debrief) so that other units can adopt these practices. 
• Send more recognition cards and encourage teams to do so, too. We have this valuable program in place, and there is so much great work and progress to identify, recognize, and celebrate. 
• Schedule regular After-Action Reviews (AAR). These AARs will help us collectively own results, acknowledge what’s happened, reinforce what’s working, and problem-solve what could be even better next time. 
• Commit to balancing our operational and project portfolio. We need to redouble our efforts on what’s working and stay focused on the goals we already have in play. 

Additionally, each SLT member, together with their ELT members, has developed a unit-specific culture-shaping action plan by focusing on three or four culture items. While most of the focus is on the areas where we want to see changes, there are also areas where we want to continue the positive momentum and keep going! In the coming months, your unit will implement those action plans, with all of us working together to close the gaps between where we are now and where we want to be. 

Again, thank you for your feedback and contributions to our work environment. Our continued focus on shaping culture has yielded excellent results, and I am confident it will continue to do so. I’m glad we’re on this journey together.