CAREER
SOCIAL
FINANCIAL
COMMUNITY/TEAM
PHYSICAL
100

Implemented from past engagement surveys, these action items have had a positive impact on employees' careers.

What are...

Holding Supervisor Meetings

Adopting a Strengths-Based Culture

Providing additional leadership training sessions

Building & Communicating the L&D Training Calendar

Developing an Onboarding Program

Implementing Flash Friday 

100

Implemented from past engagement surveys, these action items have had a positive impact on employees' social wellbeing.

What are...

The Fair Day Holiday

The Floating Holiday

The Veteran's Day Holiday

The Modified Dress Code 

100

Implemented from past engagement surveys, these action items have had a positive impact on employees' financial wellbeing.

What are...

The 2:1 TMRS match

The Addition of TMRS Prior Service Credit

The Option to cash out vacation time

The Bilingual Stipend

The Financial Assistance Programs

The Increased Performance Payout Amount

The Total Compensation letters

100

Implemented from past engagement surveys, these action items have had a positive impact on employees' community/team involvement. 

What are...

The creation of the Employee Experience Team

The creation of a Recognition program for Team Building and Individual Recognitions

The revamped Employee Awards Program

The modification of the People & Culture Strategic Goal 

100

Implemented from past Engagement Surveys, these action items have had a positive impact on employees' physical wellbeing. 

What are...

The creation of a Safety Onboarding Program

The addition of Staff 

The availability of a Nutritionist for 1:1 consultations

The expansion of sick leave to allow employees to take sick time for their family members 

200

These action items were specifically created to address training needs.

What are...

100% of supervisors and above will attend Crucial Conversations for Accountability Training.

100% of Crew Leads and above will attend Emotional Intelligence Training.

25% of Departments will participate in a group L&D-offered training.

100% of employees will be required to take at least 2 hours of training.

200

This action item was created to address the need to provide feedback on a regular basis.

What is...

Implementing an ongoing anonymous feedback system.

200

These action items were created to address increased costs and emergency pay calculations compared to neighboring utilities.

What are...

The Increased boot/jean stipend.

The Analysis of Emergency Pay calculations

200

This action item was created to address employees' desire to volunteer in the community. 

What is...

The development of a plan for enterprise-wide volunteer opportunities. 

200

This action item encourages all levels of leadership to walk in the shoes of those that are affected by the decisions that NBU makes.

What is...

Walk the Floor of Your Store

300

This action item was created to address the need for employees to receive consistent and constructive feedback.

What is...

Establishing Guidelines to Empower 1:1 check-ins.

300

These action items were created to continue to prioritize team building and networking across the organization.

What are...

The establishment of one additional all-employee event per year hosted by the EET.

L&D's establishment of a roadmap for a future mentoring program. 

300

This action item was created to help employees better understand what goes into determining raises and base pay.

What is...

The establishment and communication of the expectations for compensation forms in an effort to promote accountability.


300

This is the number of times employees mentioned wanting to have another gathering with their fellow employees.

What is...52

300

This is the number of times employees mentioned the need to better understand each other's processes or to have standardized processes. 

What is...191

400

This is the number of times employees mentioned that they wanted more opportunities to attend trainings.

What is..137?

400

This is the number of times employees mentioned wanting to have a mentor or job shadowing program. 

What is...68

400

This is the number of times employees mentioned wanting clarification of what management expects out of them in order to set clearer expectations for when raises come around.

What is...87

400

This is the number of times employees mentioned wanting to have a bigger presence in the community through volunteerism via NBU events.

What is...48

400

This is the number of times employees mentioned wanting management to get to know them as a person and to show they care about their wellbeing. 

What is...122

500

These are examples of successes employees cited as having directly impacted their careers.

What are...

Providing additional learning opportunities.

Focusing more on work/life balance.

Providing job security.

Selecting Ryan as CEO.

500

These are examples of successes employees cited as having a direct positive impact on their social wellbeing.

What are...

The People, culture, and family-first environment at NBU.

Improved communication via Flash Friday.

500

These are examples of successes cited by employees as having a direct positive impact on their financial wellbeing.

What are...

NBU's robust benefits package.

The additional time off awarded via holidays or in celebration of company-wide successes.

500

These successes were cited by employees as having a direct positive impact on their community/team.

What are...

Employees' belief that their day-to-day work contributes to the betterment of the community. 

Employees' belief that the future is bright, as they see NBU moving in a positive direction. 

500

These successes were cited by employees as having a direct positive impact on their physical wellbeing. 

What are...

Taking pride and having a sense of purpose in their work.

An appreciation of schedule flexibility that allows employees to attend kids' events, work from home, etc. 

An appreciation of continued support to ensure they have the right materials and tools to do their jobs. 

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