Full Action Points List

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‍The set of rituals that leaders use to bring about meaningful change will look different for every team. The framework above provides a good starting point but it may be even be helpful to create your own.

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Immediate Action Points: 

• Reflect on the culture questions in Chapter 1 with your team. 
• Review your vision and mission statements to ensure they’re clear, memorable and in line with company values. 

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• Review your company’s current schedule of meetings and make any necessary changes.
• Establish whether all of your managers are holding regular 1:1 meetings with their people. This information is automatically generated in Frankli.

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• Schedule a communications workshop or 1:1 series that will form the research for your internal communications playbook.

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• Review and refine your business strategy.
• Choose a goal-tracking and reporting method. We love digital OKRs - tools like Frankli help you set more effective goals and integrate goal-setting with other rituals like regular 1:1 meetings. 
• Decide on company priorities for the year ahead.

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• Evaluate your current feedback processes. Run a survey or use 1:1 meetings to gain employee insights. 

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• Run an employee survey on productivity, including an open-ended question prompting suggestions for how to improve.

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30-Day Action Points:

• Make a plan for how you’ll communicate the company vision and mission to your people.
• Create a shared document where you can note the principles and behaviours that define you as a company.
• Establish a channel for sharing praise and celebrating small wins. Frankli’s Feedback tool is perfect for this.

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• Survey your people on their biggest challenges around 1:1 meetings. 
• Host a session for managers on how to a) run effective 1:1s and b) communicate their value to their team members. 
• Survey your people about the current schedule of social meetings, including an open-ended question prompting suggestions.

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• Complete the first draft of your internal communications playbook.
• Share the first draft of your playbook with a handful of teammates for feedback. 
• Evaluate whether your teams are well supported for asynchronous work.

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• Set company goals for the coming quarter.
• Communicate company goals and OKR strategy to your people.
• Provide OKR resources and/or training for key people, including managers.

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• Consider digitising feedback for your teams. A specially-designed tool like Frankli provides a channel for exchanging and requesting feedback and integrates feedback with 1:1 and review tools. 
• Research feedback frameworks that might work for your team. 

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• Evaluate your current approach to career development - is it time for an official program?

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• Compile a list of ideas for enhanced productivity, based on employee contributions to the productivity survey.
• Communicate the list of potential productivity initiatives at your next All Hands meeting and ask for feedback.

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90-Day Action Points:

• Use the information in your shared document on principles and behaviours to create a culture statement or playbook. 
• Share the culture statement or playbook with employees at All Hands
• Support managers to hold a dedicated session on the culture playbook with any new hires.

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• Revisit the changes you made to the company meetings schedule and make any necessary tweaks. 
• Make changes to the schedule of social meetings based on your employee survey

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• Complete your written internal communications playbook using team feedback.
• Share the internal communications playbook with employees.
• Support managers to hold a dedicated session on the comms playbook with any new hires.
• Review your communications tech stack and make a plan to fill any gaps.

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• Work with department heads on setting department goals.
• Work with managers on setting team and personal goals.
• Establish a rhythm of weekly check-ins on goal progress.
• Always think about the upcoming quarter and let that be your focus. Where possible, link these OKRs back to the company OKRs and the strategy that they align to.

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• Use feedback frameworks above as the basis for written guidelines on how feedback should be used across your teams. 
• Share written feedback guidelines with your managers.

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• Start researching your company’s career development program. Frankli’s Careers tool is a great place to start.

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• Choose a handful of productivity initiatives to implement. 
• Communicate productivity initiatives to your people, emphasising their potential value.
• Encourage managers to coach their people on productivity best practices.

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Appendix

1. The 2020 Global Startup Ecosystem Report. 2. Bureau of Labour Statistics. 3. Fred Wilson, The Heartbeat. 4. Brian Chesky, Don’t F*ck Up the Culture. 5. 37 Signals. 6. Pablo Casas-Arce, Sofia M. Lourenço and F. Asís Martínez-Jerez, The Performance Effect of Feedback Frequency and Detail: Evidence from a Field Experiment in Customer Satisfaction. 7. Mind Tools, The Situation-Behavior-Impact™ Feedback Tool. 8. Kim Scott, Radical Candor. 9. UCI, Neurotics Can't Focus: An in situ Study of Online Multitasking in the Workplace. 10. Stanford University, Minds and brains of media multitaskers: Current findings and future directions. 11. Francesso Cirillo, The Pomodoro Technique. 12. The Muse, The Rule of 52 and 17: It's Random, But it Ups Your Productivity. 13. 4 Day Week Global. 14. Introducing a 30-hour work week at Toyota Gothenburg.

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