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From YouTube: AMER Support Engineering Engagement Survey Action Plan
Description
Slides with Links: https://docs.google.com/presentation/d/1fmxQgsRJYloZ7CbdP6CUss5rGH8fNBv-o3lNjNjOvpM/edit#slide=id.gccfad98455_0_3
A
Hi
all
this
is
lee
matos
senior
support
engineering
manager,
america's
east,
with
a
very
quick
presentation
for
you
fun
fact.
Lyle
is
working
on
a
counter
presentation
to
this,
which
you'll
probably
watch
before
mine,
we're
racing
each
other
to
see
who
could
be
more
concise,
lyle,
I'm
going
to
win
so
diving
in
you
should
be
familiar
with
our
engagement
survey
that
the
company
does
we're
going
through,
and
the
senior
leadership
team
are
thinking
about
the
survey
results
and
how
we
want
to
go
forward
with
them.
A
So
lyle's
presentation
talks
through
what
the
actual
numbers
are
and
I'm
talking
about
the
action
plan.
Now
there
are
a
couple
of
components
that
we
want
to
think
about
leadership,
your
role
as
an
ic,
as
well
as
some
other
factors
which
we'll
take
a
look
at
here,
but
one
of
the
top
things
that
people
are
trying
to
understand
more
about
at
gitlab
are
compensation,
and
through
that
we
have
a
plethora
of
resources
where
this
link
this
deck
will
be
linked
below.
A
So
you
can
click
through
these
resources
and
see
all
of
the
ways
that
compensation
has
evolved
at
gitlab.
Since
we've
done
this
engagement
survey,
so
with
that,
I
just
want
to
take
a
minute
to
say
continue
to
voice
your
opinions
continue
to
engage
with.
This
survey
continue
to
work
with
your
manager
to
understand
your
specific
concerns
and
needs
so
that
we
then
can
continue
to
pass
that
on
to
people
up
and
partner
with
them.
A
Now,
in
a
mayor,
one
of
the
things
that
lyle
and
I
noticed
was
that
there
was
a
component
of
I
know
what
is
expected
of
me
to
be
successful
in
my
role
with
that.
We
wanted
to
take
this
opportunity
to
say
we're
aware
that
that
could
there
could
be
a
disconnect
there
and
if
you
do
know-
and
you
feel
comfortable
great
if
you
don't
and
you're
questioning
it,
that's
why
we
wanted
to
get
managers
involved
in
crew
to
make
sure
managers
were
helping
to
align
and
shape
and
clarify
the
roles
and
responsibilities.
A
A
So
on
this
slide
there
was
kind
of
some
meta
right
about
the
survey
and
some
of
this
for
me
as
a
long
time
contributor
at
gitlab,
the
meta
is,
there
are
often
people
who
are
taking
the
survey
for
the
first
time
and
it's
really
hard
and
annoying
to
answer
these
questions
because
you're
like
well,
I
didn't
have
the
last
survey
right
insert
classic
joke
about.
Would
you
promote
windows
to
your
friends
and
family
right?
You
don't
talk
about
operating
systems
with
your
friends
and
family
here.
A
If
you
didn't
have
last
survey,
then
maybe
you
don't
know
the
results,
but
we're
trying
to
get
better
at
that
anyway.
So
if
you've
never
taken
the
survey
before
this
is
a
time
to
look
at
those
old
results
from
the
previous
survey
to
understand,
where
we're
at
to
understand
what
we
saw
to
understand,
how
we're
going
to
talk
about
that
now
and
then
continue
to
drive
those
results
in
the
next
survey.
A
So
everything
that
we
have
here,
I
just
want
to
highlight
that
this
is
the
opportunity
to
connect
to
the
company
results
survey
there
and
to
encourage
feedback
through
your
manager
through
any
time
that
leadership
asks
for
feedback
across
gitlab
and
inside
support
as
well.
So
thank
you
for
your
contributions.
This
is
the
moment
to
engage
with
that
content
and
to
to
maybe
we
can
answer
that
question
better
next
year.
A
So
then
there
was
also
a
component
about
leadership
right,
we're
thinking
about
how
leaders
at
gitlab
communicating
the
mission,
modeling
our
values
and
demonstrating
that
people
are
important
to
the
company's
success
right.
Three
things
that
I
think
we
do
well
in
support
in
a
mirror,
but
it
was
highlighted
that
we
should,
and
we
think
we
can
do
better
so
with
that
right.
We
want
to
continue
to
drive
our
vision
and
make
that
clear
here
right.
A
So
I
want
you
to
know
that
you
should
see
more
of
managers
connecting
the
vision
and
where
we're
headed
and
if
you're
not
seeing
that
give
us
feedback
on
that
right,
modeling
values.
This
happens
right,
but
continue
to
keep
an
eye
out
for
it
and
continue
to
let
managers
know
when
you
see
them
living
out
values
by
sharing
in
the
thanks
channel
and
sharing
and
support
team
as
well.
A
That's
going
to
be
very,
very
helpful
and
then,
as
we
go
towards
go
forward,
we
want
to
think
about
how
leaders
can
recognize
our
contributors
and
and
we've
had
a
fair
bit
of
escalations
and
emergencies.
Recently,
where
we've
been
thinking
through
and
engaging
and
seeing
a
lot
of
great
results
as
people
are
engaging
and
collaborating
there,
we
had
the
web
workflow
issue
the
other
day.
We
had
some
escalations
with
some
large
customers
right.
This
is
going
public.
A
So,
lastly,
I
want
to
think
about
just
wrapping
this
up
right.
The
engagement
survey
itself
so
remember
this
moment
here
is
about
knowing
that
leaders
are
paying
attention
to
this
survey,
knowing
that
we
reviewed
and
based
on
lyle's
deck,
we
had
great
results,
but
there
are
still
ways
that
we
want
to
continue
to
elevate
our
results
as
much
as
possible.
So
with
that
review
last
year's
survey,
if
you're
interested,
if
not
know
that
you
can
find
it
by
clicking
through
to
the
deck
linked
on
this
video
and
otherwise
thank
you.