Passion in Our Workplace Passion Works Survey Company

Passion in Our Workplace • Passion. Works! Survey • Company Findings January 2011

Why Now? • Support culture change work • Assess available capacity in organization (extent to which discretionary effort untapped talent) • Temperature check

Passion. Works!™ Model

What’s Your Profile?

About the Diagnostic • Results reflect a point in time. • Three-pronged Validation – Statistician – User feedback – Interviews/focus groups

About the Diagnostic 80 Individual Questions – 40 on the conditions for passion (e. g. impact, values, feedback, communications) – 40 on the phases (5 questions/phase)

About the Diagnostic 45 Corporate Questions – 40 on the corporate environment – 5 on key retention indicators

About the Diagnostic • Passion. Works! Score: XXX/400 – The higher the score, the more probable your environment will generate a passionate team – 275 or less will mean you are unlikely to be in a strong Passion. Flow™ phase. • Phase Scores: XX/50 – 8 phases – Highest score 50/50 (only 5 in dbase for PF) – Range of intensity: 30 -36/50 (lower); 37 -43/50 (medium); 44+ (high)

Management Report • Individual categories and high/low scores • Corporate categories and high/low scores • Key Retention Indicators with comments

83% participation rate – a significant amount of Passion. Flow™ upon which to build.

Opportunity to shift into a strongly positive score to take Company to the next level and secure retention of talent POSITIVE NEUTRAL NEGATIVE

Passion. Works™ Individual Driver Score is average. POSITIVE NEUTRAL NEGATIVE

Individual Driver Categories - Relatively happy with the conditions of immediate work environment & “self”. Co. XYZ POSITIVE 9. 05 I care about what I produce & how d. B NEUTRAL ed t rc ou es l-R el W on al rs Pe W or k -L Em ife po w Ba la ig nm Al d ire In sp er m en nc e t en gy ne r l. E na io Em ot ng l. E on a rs Pe Pe rs on a l. C re ag di bi lit em en y t NEGATIVE 8. 90 I'm very clear on my personal values

Corporate Driver Categories - Quite low (with top question scores encouraging) Co. XYZ POSITIVE 9. 07 Quality of customer relationships important d. B NEUTRAL at io ic m un C om y ar m on /H ar in g C ns e tu r /C ul es oc Pr bo r la ol se s io n at io ct te ra C /D Le a de rs hi p In tia en er iff si Vi ns n tio lit y ua Q on /F oc us NEGATIVE

Products & Services are held in relatively high esteem POSITIVE NEUTRAL NEGATIVE

Products & Services Mgt 10/9 Mgt. 8/7 Mgt. 6 or less Excellence “as good as” Values Some products not great Claims Low knowledge across company Emp. 10/9 Emp. 8/7 Emp. 6 or less Don’t know First class/ products Excellent Not as strong as competition or are “average” Low knowledge Expensive Low knowledge Price NB. Products mentioned more than service Not very innovative

Focus Areas • • Retention Burnout Resources Communication 18

Retention is at risk, but recommendation is somewhat stronger 10. 00 POSITIVE 9. 00 7. 58 8. 00 NEUTRAL 7. 00 6. 60 6. 00 5. 00 4. 00 NEGATIVE 3. 00 2. 00 1. 00 0. 00 I have no reason to look elsewhere for a job. I would definitely recommend this organization as a place to work.

Place to Work Mgt 10/9 Mgt. 8/7 Mgt. 6 or less Emp. 10/9 Emp. 8/7 Emp. 6 or less People Change People HR Practices Compensation / Undervalued Environment Compensation Opportunities Excellence Lack of Upward Mobility Vision/ Values 20

Risk of Burnout Co. XYZ d. B 37 37 25 25 28 23 Passion. Flowing phase Rushing phase Resting phase 23 24 Obsessing phase

People fairly happy with their immediate work experience / self, but resources a red flag. Co. XYZ POSITIVE d. B NEUTRAL ed t ou rc m en es er W el l-R w Em po on al rs Pe or k W ire sp In -L d ife Al ig Ba la nm nc e en t gy ne r l. E na io Em ot l. E on a rs Pe Pe rs on a l. C ng a re ge di bi lit m en y t NEGATIVE

Lowest immediate environment / self questions – less celebration and meaningful feedback. POSITIVE NEUTRAL NEGATIVE

… but people are not so happy with the corporate environment Co. XYZ POSITIVE d. B lar gu r e e 3 R 4. 8 stom ck cu dba fee NEUTRAL at io ic m un C om y ar m on /H in g ar C ns re /C ul es oc Pr rs ad e Le tu se s n tio ra la bo ol te ra ct io C /D hi p In tia en er iff si Vi ns n tio y ua lit Q on /F oc us NEGATIV E

Recommendations START STOP KEEP • Priority Management • Re-assess Resource Allocation • Communicate/Get Feedback (in/out) • Product & Service Training • Succession Planning/Career Mgt. • Measure & Celebrate • Differentiate and Innovate • Reengineering • Making things equally important • Avoiding performance issues • Accepting complacency/low output • Overwhelming key resources • Values front & center (caring, supportive, familyfocused, friendly, excellence) • Auditing products / services for value • Claims philosophy / processing • Compensation benchmarking • Having fun!

Next Steps • Department Reports/Consultations • Action Planning by Department • Employee Seminars around “How do I find my passion at work? ”