▪ Continued focus on active listening to increase the capability of our employees to live and breathe our ‘Straight Talk’ value ▪ Unveiled quarterly ‘One Team’ award to recognise teams and cross-functional project groups ▪ Increased rigor in the recruitment process, which has improved the quality of candidates applying with improved skills and cultural fit throughout ▪ Invested in building our change management capability so we can successfully execute our company strategy ▪ Continued company ‘Spotlight Series’ to assist teams’ companywide to better understand different parts of the business and identify potential career opportunities ▪ Promoting and sharing internal career stories each quarter so our people can learn how others within the business took ownership of their development ▪ Created a monthly ‘L&D Download,’ containing recommended courses, articles, blogs and updates to enable our people to have a growth mindset ▪ Enabled and empowered managers to own recognition for their team – budget and guidance provided to managers in how to tailor recognition appropriately ▪ Developed ’The Next Way – Living the Values’ workshop to ensure our values are alive at NEXTDC and not just up on our walls ▪ A rigorous approach to talent management to ensure we identify and tailor development for our key talent and identify clear succession plans for critical leadership roles; and ▪ Launched targeted pulse surveys to obtain regular feedback on how we are tracking against our objectives.