Amber Jones (Verizon) (RfH Ambassador)

we did this in my last org (20 ppl team):

• 5-6. No cap bc we were already small and folks volunteered to join. I was the sole Ops person on my team and didn't have the bandwidth to do people Ops alone on top of other responsibilities
• Sadly no - no budget and made clear that this was a volunteer effort which shouldn't take precedence over your BAU work.
• Virtual yoga, meditative doodling, gift exchange, financial independence workshop, drag bingo, trivia
• We met monthly for an hour to plan out the month ahead!

**Cristina (iland Cloud):** How have you measured success of your culture committee? What metrics do you report back to leadership?

**Amber Jones (Verizon) (RfH Ambassador):** For us, we would send out a survey twice a year to gauge what folks were interested in to make improvements to our culture. Some questions were around operational things like meeting cadences (too many meetings so we implemented heads down Thursdays) or not having an easy way to access transparent information (so we built a wiki in Notion), while others were like “check the box of all of the fun activities you’d be interested in.”It's all about hearing from the team in order to build programs that enable them to be great at their job, work smart, have the time to do the work, and enjoy connecting with one another in the process.Re measuring success, we used 15Five for our performance mgmt. each quarter I would pull a report on relevant data (ie there's a question each week that asks how you felt at work that week on a 1-5 scale) and would input one off questions to gather feedback outside of the surveys.Metrics:

• average pulse score (the question about how you felt at work)
• Productivity (through culture survey and verbatim comments)
• Tool use/adoption (to make sure we are getting our moneys worth and figuring out what gaps we need to address)

Also worked with a DEI consultant to facilitate an annual diversity equity and belonging survey. This person managed the survey and data and she shared anonymous results with leadership.