The document discusses using Strength Finders and the Gallup Q12 survey to engage employees and improve business performance. It describes how focusing on employees' strengths rather than weaknesses increases engagement, quality of life, and performance. Recognizing and developing individual strengths helps create an environment where employees can thrive and be productive.

1. MRS ABC 20 Year Anniversary Strength Finders The Oz Principal 2012 Goals for MRS ABC

2. Agenda Donna Murphy 20 Years Setting Our Future Goals as an Organization Introduce Jeff Moss Executive Vice President Sales Marketing Contracting

3. Jeff Moss My Background & History My Role & Goals How does this impact you?? Management Team WIIFM What’s In It For Me? Strength Finders Background The Oz Principal Background Our 2012 Mission, Vision, & Purpose

4. The Data

5. Gallup Path to Business Performance Enter Here Identify Strengths The Right Fit Great Managers Loyal Customers Sustainable Growth Engaged Employees Real Profit Increase Raises 401K 1 2 3 4 5 6 7 8 9 10 11 12 12 Elements of Great Managing Strength Finders 2.0

6. Q 12 ® Meta-Analysis Completed Annually Opportunities to learn and grow Progress in last six months Best friend Coworkers committed to quality Mission/Purpose of company My opinions count Encourages development Supervisor/Someone cares Recognition last seven days Do what I do best every day Materials and equipment I know what is expected What do I get? What do I give? Profitability Retention In 2002, and every year since, Gallup has shown that productivity and safety correlate strongly The first six foundational items relate consistently to employee retention. The higher level items impact profitability, but are not sustainable if foundational needs are not met. Harter et al . (2002) “Business Unit Level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes" Journal of Applied Psychology . Gallup® and Q12® are trademarks of The Gallup Organization, Princeton, NJ. Do I belong? How can we grow? Productivity Safety

7. Inclusiveness Impacts Engagement Hierarchy Free to express views at work Supervisor is open to new ideas Promotions/appointments are based on merit Always treated with respect Company treasures diverse ideas Environment that is trusting and open Employer would do what is right I always trust company to be fair Employees in Inclusive Workgroups Are more likely to recommend their company as a place to work Are more likely to stay with their companies for a year Are more satisfied with the organization Teamwork Management Support Growth Basic Needs Gallup® and Q12® are trademarks of The Gallup Organization, Princeton, NJ. What do I get? What do I give? Do I belong? How can we grow?

8. Engagement Survey Questions 0. How satisfied are you with your company as a place to work? Gallup Q12® (External benchmark vs. Gallup data) I know what is expected of me at work. I have the materials and equipment I need to do my work right. At work, I have the opportunity to do what I do best every day. In the last 7 days, I have received recognition/praise for doing good work. My supervisor, or someone at work, seems to care about me as a person. There is someone at work who encourages my development. At work, my opinions seem to count. The mission or purpose of my company makes me feel my job is important. My associates or fellow colleagues are committed to doing quality work. I have a best friend at work. In the last 6 mos., someone at work has talked to me about my progress. This last year, I have had opportunities at work to learn and grow. Gallup® and Q12® are trademarks of The Gallup Organization, Princeton, NJ.

9. Engagement Survey Questions Inclusion 8 (Internal benchmark) I always trust my company to be fair to all employees. If I raised a concern about discrimination, I am confident my employer would do what is right. My supervisor creates an environment that is trusting and open. My company treasures diverse opinions and ideas. At work, I am always treated with respect My supervisor is open to new ideas and suggestions. I feel free to express my views at work.

10. The 12 Elements of Great Managing Q1: I know what is expected of me at work Q2: I have the materials and equipment I need to do my work right. Q3: At work, I have the opportunity to do what I do best everyday. Q4: In the last seven days, I have received recognition or praise for doing good work. Q5: My supervisor, or someone at work, seems to care about me as a person. Q6: There is someone at work who encourages my development. Q7: At work, my opinions seem to count Q8: The mission or purpose of my company makes me feel my job is important. Q9: My associates or fellow employees are committed to doing quality work. Q10: I have a best friend at work. Q11: In the last six months, someone at work has talked to me about my progress Q12: This last year, I have had the opportunities at work to learn and grow.

11. What are the benefits of the 12 Elements? The 12 Elements today are measured in 41 languages and 114 countries, in industries as varied as electrical utilities, retail stores, restaurants, hotels, hospitals, paper mills, government agencies, banks, newspapers, and dozens of others. The 12 Elements and the business metrics show how much of a company’s health is affected by the engagement of its people. Ex: Pfizer Engaged vs. Disengaged Employees 27% less absenteeism 51% less turnover 51% less inventory loss 62% less accidents 12% higher customer satisfaction scores 2x as likely to succeed Top 25% 3x more likely than the bottom 25% 18% higher productivity 12% higher profitability

12. Strength Finders 2.0 Based on Gallup’s 40 year study of human strengths 34 “Themes of Talent” are similar 5000 “Strength Insights” are personalized Gallup surveyed 10 million people and only 1/3 “strongly agree” : “ At work, I have the opportunity to do what I do best every day.”

13. Strength Finders 2.0 People who focus on their strengths: 6x as likely to be engaged 3x as likely to have an excellent quality of life Chances of you being actively disengaged : 40% if your manager primarily ignores you. 22% if your manager primarily focuses on your weaknesses 1% if your manager primarily focuses on your strengths

14. The Strengths Zone: Of 10MM people surveyed 7MM don’t have the opportunity to do what they do best. When you are unable to use your strengths at work: Dread going to work Have more negative than positive interactions with your colleagues Treat you customers poorly Tell you friends what a miserable company you work for Achieve less on a daily basis Have fewer positive and creative moments

15. A Recipe for Strength A New Zealand Study showed that a child’s personality traits at age 3 are very similar to his or her personality traits at age 26. People start with a Talent and then add skills, knowledge, and practice to develop Strength. TALENT x INVESTMENT = STRENGTH (Rudy vs. Joe Montana)

16. The Math of Strength Finders There are 33,390,720 possible top-five signatures There are 6.65 Billion People on Earth That means there are only 199 People with the same Signature!