• Displays Key Performance Indicator data, including Response Rate.
  • Response rate is a percent of responses received from the total number of associates invited in the filter group.

• You cannot change which questions are displayed here, but you can segment the data using filter fields.

• Shows the top and bottom-scoring questions in your reporting structure based on an aggregate of all responses received from associates who report up to you.
  • The default view includes any associates who report up to a manager who reports to you.

• A quick way to see at a glance where your departments need the most support.

• Allows you to view responses for all question groups using the Engagement Driver Filter feature.

• The default selection is Current Wave.
  • Current Wave shows an aggregate of all responses received during the most recent survey as long as the minimum number of responses (3) were received.

• Last Wave shows results from the previous year's survey as long as the minimum number of responses (3) were received.

Managers of managers may use the Supervisory Orgs to better segment dashboard reporting based on your reporting structure.

• Supervisory Org 1 displays the direct reports of the selected manager.
  • To view your own direct reports, select your own name in this box.

• If your name is Supervisory Org 2, the results from direct reports of all the managers reporting to you displays.
• If NO Supervisory Org is selected, you are viewing aggregated results from your entire reporting structure.

• Managers who have multiple departments reporting to them and/or multiple associates in the same job function will be able to filter and view aggregate scores from those segments.
  • For confidentiality, scores are masked unless a minimum of 3 responses were received from that segment.

• Allows you to view average responses for all the numeric score questions by questions group. 
  • These display in the How Are Associates Doing Over Time? module. 

• Allows you to choose Past Performance instead of Entire Back so you can compare against Last Wave data for your supervisory area.

• Allows you to change the way the data is calculated, if desired.
  • Percent Favorable is the default and the primary measurement of satisfaction, but you may also view as a Percent Unfavorable, Average, and Count.

Clear expectations about what success looks like, role fit, and the ability to see how one's work aligns to the broader goals of the organization help ensure associates are motivated and interested in their work.

Survey questions involving Role Satisfaction:

• I am enthusiastic about my job.
• I am satisfied with my current role.
• My current position make good use of my talents and abilities.
• I am empowered to use my judgment when solving problems.
• My job allows me to balance work and personal life.

Suggested actions for Role Satisfaction dimension:

• Ensure your team understands the overall goals and objectives of the company, as well as how your team and their individual work helps further the overall company goals.
• Have regular discussions with associates about their role to ensure they understand what is expected of them. 
  • Encourage them to voice their questions and concerns so you can work to quickly resolve them.
• Have regular check-ins about whether associates feel like their skills are being fully leveraged in their role. 
  • If you find they are not being fully leveraged, work with them to identify areas where you can better use their full potential.

• Provide support, guidance, and honest feedback to enable people to feel and be successful in their work.
• Whenever possible, work to ensure your associates have freedom and autonomy over their work so they can decide the best way to move forward.

Belonging is one of our key performance metrics because we believe it's important to our culture and central to who we are. Feeling like one belongs hinges on feeling included, valued for their unique contributions and treated with respect.

Survey questions involving DEI&B:

• I feel like I belong here.
• Associates are treated equally with fairness and respect, regardless of background or position.
• We listen to and value each other's thoughts and opinions.
• Capital City Bank demonstrates a commitment to developing and retaining a diverse workforce.
• I feel I can share ideas and opinions without fear of negative consequences.

Suggested actions for DEI&B dimension:

• Reinforce respectful behavior among the team and ensure team members treat each other with respect even when they have different opinions.
• Facilitate an atmosphere of safety during team meetings.
• Take time to get to know what motivates each associate on your team, as well as each's unique strengths and background.
• Work to establish a culture that celebrates the unique differences that associates bring to the table.

Associates are more engaged when their leaders are engaged, transparent and set clear expectations. Managers work closely with their associates and thus influence the tone of the team. A manager’s attitudes and behaviors can have a big impact on the level of engagement within their team. As a manager, it is imperative to serve as a model of the behaviors you want to see practiced.

Survey questions involving Direct Managers:

• My manager cares about me.
• My manager supports my efforts to develop and grow.
• I understand what my manager expects of me.
• My manager encourages me to express my viewpoints.
• There is open and honest communication between me and my manager.
• My manager communicates changes that will affect me.

Suggested Actions for Direct Manager dimension:

• Keep your associates updated about large company initiatives, events and news.
• Schedule regular one-on-one meetings with each associate to discuss current workload, provide feedback and offer support.
• Allocate time during one-on-ones to connect with associates on relevant non-work topics.
• Give constructive feedback in a timely manner.
• Ask associates how they like to be recognized.
• Set clear expectations for performance and hold associates accountable.
• Hold team meetings to share results and action plan.
• Help to connect the dots by communicating actions being taken by the organization to associate feedback.
• Lead by example, align behaviors to company values.
• Set clear performance expectations, and empower the team to work together to deliver results without micromanaging.

We value our internal relationships and rely on strong collaboration within and between departments to help us achieve our highest levels of performance as we work to serve our clients.

Survey questions involving Teamwork/Collaboration:

• I like the people I work with.
• I feel like I am part of a team.
• The people on my team collaborate and help each other.
• There is cooperation between my team and other departments within the bank.
• We view everything, even mistakes, as opportunities for learning and growth.

Suggested Actions for Teamwork/Collaboration:

• Allow time for team members to get to know each other. 
  • Teams are more effective when they have base level relationships with each other and knowledge about other areas of expertise, work and strengths.

• Hold team meetings where members can understand the overall team’s priorities and how everyone’s work contributes to this goal.
• Ensure team members have a good understanding of their own work and role as well as other’s work and roles.
• Work to ensure other teams and groups understand your team’s purpose, role and the best way to partner together.
• Help your associates build relationships with key members of other teams.  

Opportunities for professional development are a critical part of the associate experience and have a direct impact on desire to remain and grow with the company.

Survey questions involving Learning & Development:

• I am satisfied with the professional development opportunities available to me at Capital City Bank.
• I feel empowered to take advantage of opportunities to learn and develop new skills.
• I have received the training I need to do my job well.

Suggested Actions for Learning & Development:

• Learn the strengths and opportunities for each team member.
• Discuss career goals with each team member.
• Partner with associates to identify learning opportunities, either on the job or via formal training/education.
• Look for opportunities for associates to find mentorship and receive additional training needed to grow. 
  • Consider if an internal or community leadership program or advanced banking school might be a good fit.
  • View a selection of opportunities facilitated by Star University.

Our senior leadership team guides the organization so it is crucial to understand how associates view their management team.

Survey questions involving Leadership & Communication:

• Capital City Bank cares about associates.
• I have confidence the direction provided by our senior leaders will bring future success for Capital City Bank.
• I can trust what senior leaders tell me.
• Information that affects the company is communicated frequently enough.

Suggested Actions for Leadership & Communications:

• Provide the team opportunities to ask questions and share concerns with leaders. 
  • Listen without judgement, create a safe space for associates to share their candid feedback.

• Allocate time during team meetings to share company news and answer questions.
• Ensure your team understands the overall goals and objectives of the company, as well as how their work helps further the overall company goals.
• Build trust by being inclusive, candid and sincere.
• Ask associates for feedback about new initiatives, policies or other changes.

We want all associates to feel recognized and rewarded for their contributions.

Survey questions involving Rewards & Recognition:

• Outstanding team performance is recognized at Capital City Bank.
• I am satisfied with the recognition I receive at work.
• We take time to celebrate each other’s personal moments and/or professional achievements.

Suggested Actions for Rewards & Recognition:

• Look for opportunities to reinforce what your associates do well.
• Celebrate achievements as a team.
• Encourage your associates to recognize each other for their contributions and wins.
• Ask your team how they like to be recognized to help you effectively celebrate their wins.
• Ensure associates receive credit for their contributions.
• Personally thank associates for their hard work and high performance. Sometimes the little things go a long way, like a hand-written note or a thank you e-mail from leadership.
• See Recognition & Reward Resources below for materials that can make quick, on-the-spot recognition easier.
   

Recognition & Reward Resources: 

The first step to recommending associates on your team for special recognition and rewards is knowing what you can do. The second step is finding it quickly. Bookmark our one-stop Associate Recognition portal (it's also available on the NetInterest Resources menu) for quick links to:

• Nominate someone to receive a STAR Bucks bonus – cash rewards ranging from $100 to $250.
• Browse our Associate Surprise & Delight section for the perfect way to say “thanks” or “congratulations.”
• Submit good news for sharing in FriYAY HOOray.
• And remember, Star Summit is our premier associate recognition event of the year. Watch for the call to submit Service Leader nominations annually in August or September.

Having a safe environment to try new, creative approaches is important to our business.

Survey questions involving Innovation:

• I am encouraged to share innovative and creative ideas.
• Capital City Bank creates an atmosphere that’s open to change.

Suggested Actions for Innovation:

• Encourage brainstorming sessions where all ideas are welcome.
• Assign teammates to play “Devil’s advocate" to strengthen points of view and stretch ideas.
• Explore tools that foster creativity and innovation like design thinking or brainstorming. 

We want to ensure associates have the resources they need to do their work effectively and that they are able to balance their jobs with the rest of their life.

Survey questions involving Working Conditions & Resources:

• I have the tools and resources I need to do my job well.
• I feel safe in my work environment.
• The conditions in my physical work environment enable me to work productively.

Suggested Actions for Working Conditions & Resources:

• Regularly ask your teams if there is anything that is blocking them from completing their work or if there is anything you can do to help enable them to be more efficient and productive.