OneVoice W1 2014 Group Results

16 June 2014Human ResourcesEmployee Engagement

How to use these slides

Empower our people, create an

engaging work environment!

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Why share the OneVoice survey results?

• Highly engaged people are our competitive advantage; we want to create a sustainable culture of dialogue in which leaders and managers drive actions to improve employee motivation.

• Use the entity and team results as a foundation to start dialogue on how to improve engagement and overall performance, identify gaps and propose solutions

Executive SummaryFor quick view of OneVoice results

Please view Slides 4 - 6

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Global results Entity results For ManagersOneVoice 2014 W1 in numbers

employees surveyed in W1

92,852participation rate

for this wave

69%Managers Reports*

each wave

2,500

*Managers with more than 20 people in the team and more than

10 respondents

… and 35,350 employees

responding via kiosks!

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My entity: XX My entity: XX%

That’s 57,502 employees

responding by email…

Global results Entity results For ManagersOneVoice 2014 W1 – Key Messages

With increasing participation rates, OneVoice is becoming a popular tool for employees to share their feedback

Our 3 main indicators are showing good progress

Positive impact of action plans on engagement: By implementing action plans after the survey, we demonstrate that we care and listen to employees (strong driver for engagement)

Global

Key Message 1

Key Message 2

Key Message 3

Entity

Type key messages here for your team

Type key messages here for your team

Type key messages for your team

Team

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Global Results

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Global Results

• We obtained our highest-ever participation rate of 69%, which adds to the robustness of results and willingness of employees to use the OneVoice tool

• All 3 main indicators improved for both email and kiosk respondents

• Improvements across Engagement Drivers, particularly Inclusion, Collaboration, Worklife Balance and Development.

highlights• There is still a significant portion of the

employee population (31%) to reach out to, their voices matter too!

lowlights

Global results Entity results For Managers

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Global results Entity results For ManagersGlobal Results – 2014 Wave 1

Email & Kiosk Respondents

Wave 1 2014

Target 2014

Comments

Employee Engagement Index

61%

63% On course to meet target

Recommendation score (ENPS) 29 26

Exceeded target if we maintain this level next wave

Action Plan Awareness

77%

80% On course to meet Connect objective of 80% for end of 2014

A great result! A strong effort from

entities and managers to achieve

this!8

Inclusion : 72% of employees feel their opinion is taken into account (74% in 2013)

Vision: 70% of employees say they have a clear vision of the link between what is expected from them and the company’s strategy (70% in 2013)

Empowerment: 64% of employees feel that their manager give them enough feedback to improve their performance (62% in 2013)

Worklife balance: 62% of employees think that the balance between work and personal commitment is right (56% in 2013)

Development : 55% of employees perceive that they have enough support for their development (53% in 2013)

Collaboration : 47% of employees feel that collaboration is going well between teams and entities (37% in 2013)

EngagementEngagement

One Voice Wave 1 2014 by driver

Important drivers in progress: worklife balance , collaboration and developpement ! Let’s maintain and improve !

Appendix

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Employee Engagement Index is the percentage of people for which the average on the 6 questions is equal or higher than 4.5

Strongly disagree Disagree Slightly

disagreeSlightly agree Agree Strongly

agree

1 2 3 4 5 6

Engagement is determined by averaging an individual’s response to each of the six Engagement questions

(around ‘Say’, ‘Stay’ and ‘Strive’) based on a six–point scale with no ‘neutral’ option, as below

How do we calculate Employee Engagement Index?

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Schneider Electric selected definition of employee engagement:

“Engagement is the of emotional and intellectual feeling that a group or

organization have.”

Say

Consistently speak positively about the

organization to coworkers, potential

employees, and customers

Have an intense desire to be part of the

organization

Exert extra effort and engage in behaviors that contribute to

business success

Stay Strive

Definition of Employee Engagement

Organisations with a high level of engagement do

report

22% higher productivity

Source: new meta-analysis of 1.4

million employees conducted by the Gallup

Organization

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1. I would not hesitate to recommend Schneider Electric to a friend seeking employment2. Given the opportunity, I tell others great things about working here3. I rarely think about leaving Schneider Electric to work somewhere else4. It would take a lot to get me to leave Schneider Electric5. Schneider Electric motivates me to contribute more than is normally required to complete my work6. Schneider Electric inspires me to do my best work every day

7. My manager gives me feedback that helps me improve my performance8. My coworkers respect my thoughts and feelings9. I think that the cooperation between teams and entities is going well10. I have appropriate opportunities for personal and professional growth11. I understand how my work goals relate to Schneider Electric ’s goals12. The balance between my work and personal commitments is right for me

13. How likely is it that you would recommend Schneider Electric to one of your friends as a good place to work?

14. Are you aware of action plans in your organization, linked to One Voice?

Adhésion

Action

Employee Engagement IndexAon Hewitt model

Engagement driversChosen by Schneider Electric

RecommendationChosen by SE / same as

customer satisfaction

Awareness of action plans

The Onevoice model in detail14 questions for simple and easy-to-use answers

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