Next Steps

Communicate survey results November/December

- IDENTIFY KEY AREAS TO FOCUS ON:

1. Considering Leaving citi;
2. Overall satisfaction;
3. Expressing honest opinion & concerns;
4. Info from mgmt;
5. Recognition
Start action planning January
- WHEREVER POSSIBLE, INVOLVE EMPLOYEES IN DESIGN
& IMPLEMENTATION OF ACTION PLANS

Implement action plan Ongoing

- PROVIDE ACTION UPDATES TO ALL EMPLOYEES. BE
SURE TO COMMUNICATE TO EMPLOYEES THAT ACTIONS
ARE BASED ON SURVEY RESULTS- MAKING THIS
CONNECTION IS CRITICAL
Monitor implementation Ongoing

- TRACK PROGRESS & MODIFY PLAN IF NECESSARY


Item
30. I am seriously considering
leaving Citi.
34. Considering everything, how
would you rate your overall
satisfaction with this company at
the present time?
15. It is safe to express your
honest opinions and concerns in
this company.
32. How satisfied are you with the
information you receive from
management on what's going on in
this company?
31. How satisfied are you with the
recognition you receive for doing a
good job?
Opportunities: Suggested Actions
0000019768-DECISION MANAGEMENT Total
PIC / Time
Suggested Actions
Frame
• Conduct talent inventory; Identify highly valued talent; Assess who might be at risk of leaving
and how to offset it
RP + GN • Talk to your employees regularly --before they resign- don't be surprised
On-Going • Schedule check-ins, updates on development plans with employees
• Conduct a "stay" interview to understand what motivates/retains each individual on your
team
• Talk to your employees - - ask how they are feeling and what they are thinking
RP + MN • Use measures and tools like the VOE and pulse surveys to target 1-2 specific areas to
Off site Meeting improve employee satisfaction
2nd week of Dec • Make sure your employees have interesting work to do, are treated with respect and support
their efforts to learn and develop
• Breakfast Meeting  every Friday 8 – 830 am with Hold informal agenda-less meetings with
your "boss" and your team, e.g. "Listen Up" breakfasts/brown bags where seniors listen to
what more junior employees have to say
RP + MN
• Provide communication vehicles for employees, e.g. Suggestion Box with a feedback loop
• Hold skip level meetings where you are not present
• Create an environment that encourages your staff to speak to you openly and candidly
• Hi-Tea with 2-down from GH
• "Get the news out" to your staff in a timely manner at the beginning of staff meetings,
Internal Weekly Meeting every Monday  followed by more structured meeting
RP + BS • Support/encourage attendance at Sr. Mgmt town halls
• Encourage employees to read newsletters, visit intranet websites, to learn about what's
going on; Ask employees what they are hearing/what they want to know more about
• Regularly forward relevant information to your team with necessary context/impact to team
• Remember "one size doesn't fit all" when it comes to recognition; Ask individuals what
matters to them: e.g., public vs. private recognition; Provide more "soft," timely recognition;
e.g., praise, "pat on the backs"
• Leverage any of the many existing recognition programs; e.g., Thank You Notes, CitiAward
for Excellence, CitiStars, RAVE, etc.; Hold an employee recognition event, e.g. "Appreciation
RP + All Dept Heads
Day", employee picnic
• Provide top talent visibility to Sr Mgmt; hold breakfasts, lunches; provide them choice
assignments
• Encourage Sr Mgmt to participate in the recognition of employee accomplishments, e.g.
note, call, visit