Employee Communications and Engagement Strategist
Employee Communications and Engagement Strategist
Dear EF Community,
During the spring and summer, we heard feedback from two community surveys – the 2013 Great Place to Work and “What’s Meaningful about Working at EILEEN FISHER?” surveys – that revealed there were a number of issues that people were interested in having us address, including: growth and development, opportunity and participation, and salary reviews. (These were themes that were also explored in July’s inter-generational world café.)
We have taken all of your comments into consideration, and have decided to develop three programs that we hope will address some of this feedback. They will begin as pilot programs so we can get them up and running relatively quickly and work out any kinks before offering the programs company wide. They are:
pilot mentorship program: Launch the first phase of a mentorship program to encourage connection and development.
pilot project opportunity program: Identify opportunities in the company to which anyone may apply to participate; collect information on the skills and interests of people in the company so we bring greater awareness of the talent in our organization; evaluate ways for people to begin projects they are passionate about.
pilot learning and volunteerism days: Provide each person in the company with 3 days in which they could volunteer at an organization or sign-up for learning programs. Develop the volunteerism opportunities and offer them in a way that is easy to negotiate and continually updated.
To help shape each of these programs we have asked small project teams to develop recommendations on how we could introduce these efforts into the company. They are:
Alex Cukier, Duggie Carlson, Patrick Wilson for the mentorship program
Allison King, Ermine Jerome Awai, Pam Yip for the opportunity program
Charlie Mullen, Karen King, Marian Spurrier, Reisa Brafman for learning and volunteer days
Each team will present their recommendations and resource needs to the FLT Partners by the end of 2013 so we can stagger the rollout of the programs throughout the 1st half of 2014.
Salary Reviews and Shared Increase: In addition to these programs, we are committed to reviewing our approach to salary adjustments and the shared increase. Our Human Resources team is initiating conversations to explore and facilitate this process. We anticipate that this process will unfold throughout 2014.
We hope you are as excited as we are to see how these programs will unfold in the company. If you have any questions, please let us know.
Allison King
Internal Communications / People & Culture
Enhancing a Sense of Community + Connection throughout Our Company