FY22-Q1 Fulfillment Sub-Department OKR - CultureAmp action `>=75% `

Every manager in Fulfillment to have individual conversations with their team, soliciting 3 areas of change per individual.

We can then collate on and action the top results.

Why is this OKR important?

Our recent engagement survey provided little actionable data on how we can improve our team. This OKR aims to identify topics that are important to the individuals in our team so that we can action them.

How do I achieve this?

Have 1:1's with your team and ask for feedback on 3 items that cause stress, confusion, or disenchantment. Add this (anonymised) information into a table into this OKR. We will then create action plans to address the top 3.

How will this be measured?

  • Minimally, by collating a list of items for improvement for each team member in your team.
  • We can then identify themes that are most pressing to the team as the next step and create action plans
  • 100% achievement of this OKR would require us to develop action plans to resolve the top 3 issues.
Date Comment
2021-02-11 Need clear task priority. Only the “severity” label seems to be driving priority of bug issues.
2021-02-16 No clear documentation around how to gain insights towards debugging (logins; observability; etc), especially where we might want to self-service instead of raising an infrastructure incident. In this regard, a lot of access and knowledge is locked up with James. We could be better about documentation, provide access, training, etc to help solve this.
2021-02-17 Maybe something around the way we spread knowledge, or spend more time/effort on researching what and how for a given issue
2021-03-16 Frontend team is called Purchase but we're handling 3 teams. Should I prioritize Purchase work at the top?

Tracking

Edited by Wayne Haber