Culture and Employee Development
Our commitment to honoring our people by focusing on personal and professional growth and development influenced the decision to establish a Leadership Development Department in 2006. The primary objective was to align all line of business leaders with common language and practices for effective interactions and developing people. We began in 2007 with Frost Philosophy, DiSC®, and Situational Leadership II®. We added Leading at the Speed of Trust™ in 2019. As of 12/31/21, 88% of managers had attended at least three of these workshops.
In 2019, we made the following improvements:
- We expanded the learning landscape for all employees by investing in a robust learning management system and thousands of synchronous and asynchronous learning opportunities. This investment enabled us to convert all in person sessions to online and virtual sessions during the pandemic of 2020. As of 12/31/21, managers and nonmanagers have participated in over 190,000 learning opportunities.
- We established a one year onboarding program for all new employees and for all first time managers. Ninety percent of employees and managers hired after the program began had completed or were enrolled in the program as of 12/31/21.
- We introduced a weekly newsletter that focuses on leadership skills and development. On average in 2021, over 840 employees utilized it on a weekly basis. In 2021, 16,500 total pages were viewed.
We quickly adapted to the pandemic of 2020 by offering employees the option to work remotely, if their job allowed for it. In early 2021 as we planned for the Future of Work at Frost, we surveyed our employee base and learned that those who were working remotely preferred to continue doing so as they were flourishing in this new work environment. We introduced work modes offering flexibility and autonomy where possible. Our change leadership team empowered managers across the company to collaborate with their team members and identify the optimal arrangement to drive individual, team, and organization success and satisfaction. Today, around 2/3 of our employees continue to work in a hybrid work environment.
In Q4 of 2020, we introduced training workshops around Diversity, Equity, Inclusion, and Belonging. As of year-end 2021, 593 (75%) managers have participated in at least one of these workshops. To advance our commitment to our relationship based culture and our core values of Integrity, Caring, and Excellence, we introduced a new performance management process system which further emboldens the relationship between a manager and performer. This all-win system is supported by a team of performance coaches who are available to support managers and non-managers in the process. 99% of employees had a performance conversation with their manager in 2021.
While we are seeking constant improvement, we proudly report that in our most recent employee wide survey, 90% of Frost employees agreed with the statement “I feel fortunate to work for our company.”