## Summary The [FY'22 Pulse Engagement survey](https://about.gitlab.com/handbook/people-group/engagement/#fy22-pulse-engagement-survey) ran from [November 4, 2021 - November 18, 2021](https://about.gitlab.com/handbook/people-group/engagement/#fy22-pulse-engagement-survey-timeline). The purpose of this epic is to share results with the Engineering division so we can review data and collaborate on proposed actions. In Engineering we reached 86% participation and an overall engagement (5 impact questions) score of **86% favorable**. This score is **10 pts higher** than our New Tech peer group, which consists of ~150 fast growing and disruptive tech companies who have ~1000+ total team members. The score is 1 pt higher than GitLab Overall. We also scored **4 pts higher** than we did in the 2020 Engagement Survey. We will have an (this) epic at the division level across the company, and ask that leaders and managers open issues outlining actions in issues within this epic. ### Timeline - 2021-12-15: Epic opened with an overview of highlights, lowlights, and planned action items - 2021-12-31: Functional group action planning (finalize actions and owners) - 2022-01-21: Functional action plans added to FY'23 Q1 OKRs ## Highlights 1. Our overall factor favorability increased +4 from the Nov 2020 engagement survey 1. Against the [New Tech benchmark](https://www.cultureamp.com/science/insights/new-tech-1000-plus), we are higher in favorability than the standard for all the questions. 1. For “I have seen positive changes taking place based on recent team member survey results” question, it increased +15% in favorability compared with last year’s survey ## Lowlights 1. “I believe action will take place as a result of this survey” went down -12 in favorability from Nov 2020 engagement survey 5. Team members in a People-"Manager" position scored lower than team members in an IC or Leadership position 1. Comments indicate a need for long term focus and negative sentiment towards Company Performance (38% of 60 comments) 1. Comments indicated a need for clear path for (career) growth opportunities ## High Impact questions: 1. "I believe there are good career opportunities for me at GitLab" (78% favorability) 1. "GitLab is a great company for me to make a contribution to my development (89% favorability) 1. "The leaders at GitLab have communicated a mission that motivates me" (80% favorability) ## Potential Actions **Career Development Focus** Our two highest impact questions are the questions related to career growth in the "Growth & Development" factor in Culture Amp. Example actions/KR's: - Following our Talent Assessment process we want all managers/leaders to follow up with a Growth & Development conversation in FY23-Q1. Team members can leverage [IGP](https://about.gitlab.com/handbook/people-group/learning-and-development/career-development/#individual-growth-plan) as an option for structure. - KR: CultureAmp Action: 100% of the team members in Engineering have a Growth and Development conversation with their manager. - We can double click on the engagement of our people managers and ensure we review their options for Growth & Development. - **KR: CultureAmp Action: 100% of the Managers (75x) in Engineering have a Growth & Development conversation with their manager discussing: a follow up on Talent Assessment (Performance/Growth) and [Career Development](https://about.gitlab.com/handbook/people-group/learning-and-development/career-development/#what-is-career-development).** **Compensation/Your role focus** Double clicking on the 70% favorability on this question: "I believe my total rewards (salary, benefits, equity, perks, etc.) is competitive relative to similar roles at other companies" Example action: - Ask all managers to have detailed compensation conversations in FY23-Q1 with each of their direct reports to understand the value of their Total Rewards. - Total Rewards is currently working on training with an external vendor to understand Total Rewards at GitLab which will be rolled out in January 2022. **Engagement/Stay conversations focus** Focussing on the results for: "I rarely think about looking for a job at another company". Example action: - Engagement/Stay conversations for Key Talent + high performers. ## Resources - [Company wide results](https://about.gitlab.com/handbook/people-group/engagement/#fy-22-q4-pulse-engagement-survey-results) - [Engineering division slide deck results](https://docs.google.com/presentation/d/17KyWmuYP95F_4BpEb1NjhhBMCNQDLeWZHPIVhgaPTyY/edit?usp=sharing) - [Engineering Overview sheet including comparisons](https://docs.google.com/spreadsheets/d/1fA_n3Hsf2_uPHXU2EEAi_AxSUDZG8VNKjjcnbsnl5-g/edit#gid=85318839)