Your Voice Matters Here
Cultivating trust through listening
Incredible ideas and innovative insights help power our business. Seeking out diverse perspectives and acting on them allows us to drive innovation and deliver cutting-edge solutions for our customers. Not only that, but we’re constantly asking ourselves and our people, “How can we make Synchrony an even better place to work?” Input from our employees gives us actionable solutions for how to improve our way of working, our benefits and our culture of trust while giving a sense of belonging for all.
Handing You the Mic
We know that you do your best work when your ideas are heard and appreciated. That’s why it’s important that we have a plan in place both for listening to your point of view and for acting on what we’ve learned.
Our Ask Us Anything monthly virtual sessions, open to all our employees, are a chance for Synchrony leaders to answer questions from the audience until there are none left. Even the interactive format of these sessions came from our employees’ suggestions.
For smaller settings, people can also take part in one of our intentional listening sessions. With 15-20 employees in attendance, leaders ask just one question, “What’s not working?” These sessions are your chance to bring your perspective to the attention of a senior leader, who is tasked with following up on each topic.
We also invite your opinion through anonymous pulse surveys, questionnaires with two to five prompts that we send regularly. Asia S., Learning Relationship Manager, says that the surveys are “how I know we’re being listened to.” And we’re not just listening, we’re making real changes like the ones below.
Real results
When we say we listen to employees, we really mean it. Here are just some of the ways we listened to make Synchrony a better place to work.
Employees said they wanted to feel more connected starting on day one.
So we introduced our New Hire Experience that brings new starters together to start forming connections with their colleagues and understanding our culture from the very beginning of their journey.
Employees said they wanted more support for their well-being.
So we added an onsite therapist at our Stamford Hub and introduced Thrive, an app that encourages employees to mentally and physically reset during their workday.
Employees said they wanted more support in exploring their career possibilities.
So we added Career Coaches and replaced annual performance reviews with more frequent two-way feedback conversations, and refreshed our Career Growth Framework, which helps employees take actionable steps toward their goals.
Employees said they wanted a simplified approach to furthering their education.
So we switched our approach from a reimbursement model to a Tuition Assistance model where employees don’t need to worry about covering higher education costs up front.
Employees said they wanted more opportunities to invest in their well-being outside of the office.
So we So we introduced Synchrony Travel, a benefit for U.S. employees that provides them with exclusive travel discounts to make their dream vacations a reality.
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