2017 Winter Employee Engagement Survey Action Planning Overview

2017 Winter Employee Engagement Survey Action Planning Overview 1

Action Taking Process 2

Survey Action Planning Actions Comm 3

ACTION-TAKING PROCESS Step 1 • UNDERSTAND THE RESULTS • CREATE AN EFFECTIVE ACTION Step 2 PLAN • TRACK & COMMUNICATE Step 3 PROGRESS 4

OVERALL EXPECTATIONS FOR MANAGERS IN ACTION PLANNING PROCESS ) ) Own the action planning process for your EES Results Sharing the results with employees before employees leave for the season Creating and implementing an action plan Communicating progress 5

IMPORTANCE OF TAKING ACTION Research shows the importance of taking action on the survey results Engagement Level Survey with Action Taken Survey with No Action Taken No Survey 89% 41% 52% Source: Towers Watson’s Work Attitudes Research 6

STEP 1: UNDERSTAND THE RESULTS Step 1 • UNDERSTAND THE RESULTS • CREATE AN EFFECTIVE ACTION Step 2 PLAN • TRACK & COMMUNICATE Step 3 PROGRESS • Familiarize yourself with your results • Effectively dive into your results • Prepare to share the results with your team 7

FAMILIARIZE YOURSELF WITH YOUR RESULTS Review your results to look for: Improvements Declines Strengths (Top 5 ) Opportunities (Bottom 5) Comparisons Where should you dig in deeper? 8

AVOID “ANALYSIS PARALYSIS” Data Analysis Action 9

ONLINE REPORT TOOL MENU If you have a large organization, click the + button to open up the reports for team members within your organization View your team’s overall scores and comparisons to multiple benchmarks to your scores side by side (the company, your resort, etc. ) Provides a snapshot summary view of your team’s results compared to internal and external benchmarks View the top and bottom questions and compare to different benchmarks View results per question and comparisons to multiple benchmarks side by side For larger teams, view a breakdown of your results by various demographic information For larger teams, view a breakdown of the survey categories within your organization by demographic information For larger teams, view a breakdown of the year over year comparisons within your organization’s results on the survey categories For larger teams, view a breakdown of the year over year comparisons within your organization’s results on the survey items View the Key Drivers of Engagement, which show the areas that help us drive and sustain engagement in our workforce. See how your team’s results compare. 10

PREPARE TO SHARE THE RESULTS WITH YOUR TEAM ) Review Results ) ) Dig into areas of concern Plan for Meeting ) Desired Outcomes ) ) ) Meeting Structure What to Share ) ) Answer employee questions Input on what’s behind specific results Focus the conversation Minimally: ) Overall category scores ) Top 5 ) Bottom 5 ) Specific items based on the results Remember the audience 11

STEP 2: CREATE AN EFFECTIVE ACTION PLAN Step 1 • UNDERSTAND THE RESULTS • CREATE AN EFFECTIVE ACTION Step 2 PLAN • TRACK & COMMUNICATE Step 3 PROGRESS • Share the results with your team • Seek Clarification and Prioritize • Build the action plan 12

SHARE THE RESULTS WITH YOUR TEAM During the Meeting, focus on: Understanding the outcomes of last year’s action plan Informing employees about this year’s results Discussing results to receive further insight Gathering ideas about action steps that can be taken 13

SEEK CLARIFICATION Seek clarification to understand what your team meant by their responses before creating an action plan Consider the following questions: ) ) ) What were the outcomes of our action plan from last year? What are your observations on this year’s results? Why is this area a strength/opportunity in this group? What areas are important to this group to focus on? Why? How could we leverage/improve this area in the next year? What would success look like? 14

CHECKLIST FOR BUILDING AN EFFECTIVE ACTION PLAN Keep it Simple and Focused • Top 2 -3 areas: consider one strength and one opportunity • Should you build upon last year’s action plan or is there a new focus for the action plan? • For action ideas… review the action planning library Is the action within your control? • Address areas that are most important or will have the highest impact • Simple to implement • Matter to your employees Is the action measurable? • How will you know that you’ve accomplished your action plan? Finalize the action plan in the online tool • Determine an end date • Assign an owner from your team 15

STEP 3: TRACK AND COMMUNICATE PROGRESS Step 1 • UNDERSTAND THE RESULTS • CREATE AN EFFECTIVE ACTION Step 2 PLAN • TRACK & COMMUNICATE Step 3 PROGRESS • Successfully implement action plans • Accountability • Communicate progress 16

SUCCESSFULLY IMPLEMENT ACTION PLANS What are the specific steps to take to accomplish your action plan? What support do you need? From who? How will you ensure follow through on your plan? How can you track progress & measure success? Build Action Plan Implement Action Plan Track Action Plan Communicate throughout: connect action & progress to EES 17

MANAGER ACCOUNTABILITY EXPECTATIONS Keep your EES Action Plan Visible Broadcast EES Plan & Progress! Ensure your EES Action Plan is reviewed on a regular basis Involve/Connect entire team with your EES Action Plan 18

Timeline 19

ACTION PLANNING TIMELINE Item Timeline 1 All employee communication on key findings Approx. March 8 2 HR support managers receiving/interpreting results & preparing for action planning meetings Mid March-early April 3 Managers conduct action planning meetings with employees Mid-March-Mid. May 4 Managers finalize action plan in online action planning tool May 31 5 Action Plan Progress Check-in 1 Late Summer 6 Action Plan Progress Check-in 2 Early Winter 20

RESOURCES Managers: ) Manager Guide to Action Planning ) Manager Guide to Understanding Retention ) EES Online Report Tool Overview Quick Guide ) Manager Action Planning Overview (presentation) ) EES Online Report Tool Training (presentation) 21

Questions? For additional questions about the action planning process, please contact your local HR office. 22