This manufacturer came to me in 2019 looking to host an employee engagement survey to understand the needs of their employees. The survey was put on hold because the executive team had changing priorities and there was turnover in the HR department.

In early 2020, we returned to the employee engagement survey and rolled it out to their entire organization, which is neatly split between hourly laborers and salaried knowledge workers. The results of the survey unlocked standard results (such as gaps in pay, incentives, and tools) but also unlocked problems that needed to be addressed that HR wasn’t even aware of.

The company is in the process of strategizing massive changes as a result of the survey and early results indicate that there is overwhelming gratitude and excitement for the changes that have come and are coming.

I completed this work in my capacity as the Gayglers Chicago Internal Development Lead at Google.

In September 2019, I surveyed the Google Chicago ERG (employee resource group) population based on a 10-question survey related to personal brand and performance reviews. The results were 6.58/10 confidence in ability to articulate accomplishments, work on perf, and work through personal brand topics. 

On February 4th, I hosted a personal brand workshop led by Jessica Zweig. We had over 60 attendees in the room (many of which showed up 10-15 minutes early to get seats!) and had 12 conference rooms dialed in on video conference for a total of 156 total registered and 125 total attendees (80% attendance rate!). Attendees expanded beyond the Chicago population to include folks in Ohio; Mountain View, CA; Council Bluffs, IA; Dublin, Ireland; and Argentina! Anecdotal feedback in the room was fantastic and folks were engaged through the end - including even the folks on video conference staying for the Q&A.

Post-event, I followed up with the same 10-question survey related to personal brand and performance reviews. Early survey results indicate a 16% uplift in overall confidence.

This startup came to me in 2019 looking for a training to upskill their employee base that connects directly with customers. This team isn’t directly tasked with driving revenue or sales, but the executive team knew that the team needed to contribute to the bottom line to remain viable.

In 2019 and 2020 I traveled to the company’s global headquarters to lead full-day (nine-hour) workshops on customer engagement through an authentic and meaningful lens. This training was a part of a larger two-week training program to upskill employees.

The team came away with new and improved skills to engage customers and drive business value even though they’re not in a revenue-generating role. Many attendees even rated this training the most valuable session of the entire two-week program due to their newfound abilities to drive impact.

I completed this work in my capacity as the #IAmRemarkable Global Research and Content Lead at Google.

In 2019, it was identified that the #IAmRemarkable training needed an overhaul to include updated research, community-specific content, and more generally inclusive information. I interviewed for / was granted the role of research lead and set out to update the research.

After shortening the original timeline of rolling out new content from six months to 1.5 months, in May 2020, I introduced a fully refreshed deck including inputs from #IAmRemarkable leadership, underrepresented community advocates, and external research teams.

Feedback from others:

• Dannie has gone above and beyond to facilitate #IamRemarkable workshops and consistently receives outstanding feedback from participants, leaving the teams with more inclusive work environments than when she arrived.