Lenovo Listens Manager Training Executive Summary Welcome to the Lenovo Listens Manager Training Step 1: Understand the Report. My name is Kathy Hope and I’m a Director of Organizational Development with Lenovo’s Human Resources Group. I’ll be partnering with Patrick Hyland from Sirota Survey Intelligence to provide you with information about Lenovo Listens survey, what to expect in your report, and next steps. 1

Engagement = Productivity … Commitment … Retention What is Engagement? Engagement = Productivity … Commitment … Retention Engagement Commitment Commitment to Job Commitment to Lenovo Commitment to Manager Commitment to Team Intent to Stay Effort Retention Performance Adapted from Corporate Leadership Council, 2004 As you know, the 2011 world-wide Lenovo Listens Survey is an important measurement of employee engagement for the overall company. Research has shown that employee engagement predicts employees’ Intent to stay at an organization, and The amount of effort that people are willing to put forth in their jobs Not surprisingly, the level of employee engagement within a company can ultimately be tied to several important outcomes, including employee retention, business performance, and customer satisfaction.

What Lenovo Listens Measures Employee Value Proposition (EVP) The Lenovo Way + Several factors were considered when creating the survey. The questions that were ultimately chosen for inclusion reflect the Lenovo Way 4 P’s, along with 5 standard measures of employee engagement: Affiliation: culture, trust, organizational commitment Work content: clarity, challenge, autonomy, feedback Career: advancement, personal growth, training, job security Benefits: health, life change, work/life Compensation & recognition: base salary, incentives and bonus, recognition In addition, we conducted benchmarking with best-in-class high tech companies (e.g., Google, Microsoft, Dell, HP) to ensure that Lenovo Listens is a competitive tool for measuring employee engagement. Engagement I am proud to work for Lenovo I am satisfied at Lenovo I would recommend Lenovo as a great place I would stay against comparable position elsewhere 3

Key Dates JULY 13 Overall Lenovo results delivered to LEC JULY 22 You are here JULY 13 Overall Lenovo results delivered to LEC JULY 22 Reports delivered to All Managers Manager Training: #1 – Understand the Report and #2 – Interpret and Communicate Results Week of JULY 25 Yuanqing communicates Lenovo-Wide Results to All Employees Week of AUG 1 Business / Functional Leaders (SVPs or Tier 1/2 Leaders) communicate organization-wide results Manager Training: # 3 – Plan, Communicate and Track Actions AUG 1 - 31 Business / Functional Leaders (SVPs or Tier 1/2 Leaders) and their Leadership Teams identify next steps Managers Communicate Feedback to the Team / Organization Managers create Action Plans SEPT 1 Managers insert into Lenovo Listens highlights and Action Plans into OHRP for further conversation with their Managers OCTOBER Yuanqing Enterprise-wide Action Planning: Communicate Results to all Employees; Engage Action Teams as Needed You have now received your report and have access to the first 2 Manager Trainings Next week, Yuanqing will communicate Lenovo-wide results The week of August 1st, Functional Leader will communicate their organizational results, and the 3rd Manager Training, Plan, Communicate, and Track Actions will be available to you 3) Between August 1st and August 31st, you will work to understand your report, share your results with your team, and create an Action Plan 4) September 1st is the deadline for inserting your Lenovo Listens into the OHRP process I will now turn it over to Patrick Hyland/Jessie Huang to walk through the

Manager Training Understand the Report* Step 1 Step2 Step 3 Understand the Report* Understand the structure and components of the report Identify themes and patterns: Overall strengths? Areas for improvement? Partner with my Manager and HR to understand how my results fit into the context of the broader organizational results Interpret and Communicate Results* Gain greater insight into the data Share results with team: What’s the basic story? Begin Action Planning Plan, Communicate and Track Actions* Participate in Action Tracker Tool Training (Week of 8/1: pre-recorded session) (Optional: Lead a separate Action Planning Session with Team to prioritize areas of focus and confirm individual commitments) Record Plan in Action Tracker and Track Progress Communicate Actions to Team As a Manager, you will have access to 3 pre-recorded trainings that will be available 24 hours/7 days a week. Step 1: Understand the Report Step 2: Interpret and Communicate Results Step 3: Plan, Communicate, and Track Actions This session is designed to cover Step 1: Understand the Report NOTE: If you had fewer than 5 respondents, you will not receive a Manager Report. In this case, you will work with your Manager to understand the broader organizational results and determine next steps for communication and action. 5

Understanding Report Chapters Purpose Audience 1 Engagement Dashboard Big Picture All Managers 2 Dimension Summary Internal Comparisons 3 Key Driver Matrix Survey Questions Related to Engagement ED Level & Above 4 Item Detail: Uniquely Scaled Items Deeper Insights into Manager’s Group All Managers ED Level & Above Item Detail: For Direct Report Managers Direct Report Managers 5 Written Comments Qualitative Data 6 Action Priority Grid Integration and Shift to Action To begin, we would like to provide an overview of what information appears in your reports This report has been built in a way that should help you identify themes easily It starts with an overall picture, and then drills down into more detail as you move through the report. The first chapter is the Engagement Dashboard which is a one-page report that gives an overall summary of survey results The Dimension Summary Chapter provides a view of your results grouped by dimension; Executive directors and above will also receive a Key Driver matrix which shows the items that are most strongly related to the Engagement dimension, and how their group scored on those items. The Item Detail chapter provides a view of results for each survey item, comparing your results to other internal groups and external benchmarks; this section would also include any ‘uniquely scaled’ items. The Written Comments chapter provides positive and negative comments grouped by comment category The Action Priority Grid chart tells how the work group scored on all survey items and are displayed according to their level of favorability and as compared to the function overall This chart is meant to help identify and prioritize which areas one may want to focus on in their action plan. As you can see, there is a lot of information in the report In reading through the report, one will want to pay specific attention to and note: Questions where they performed well Questions they would like to improve upon Questions for which the results were a surprise, which they may want to investigate further.

Key Report Scores Level of Engagement for your organization Represents score for the 4 engagement questions I am proud to work for Lenovo I am satisfied at Lenovo I would recommend Lenovo as a great place I would stay against comparable position elsewhere This represents a result – you cannot create actions on these Results on questions managers have most impact Represents score on 16 questions across categories: Example: My manager inspires me to do my best for Lenovo I have confidence in the overall effectiveness of my manager I understand how my performance is evaluated My manager effectively turns goals into specific actions This represents the things you have most control in influencing Should be the focus of your actions

Key Report Scores For Execs ONLY: Represents the questions around the 4P’s or the EVP have the most impact on engagement for your org. Focus on these areas first, as they have the biggest impact to Increase engagement

Interpreting the Data – Creating a Story Numbers Reaction Context Priorities Interpretive Lenses Receive Report Basic Story, Questions, Possible Actions Numbers: What are the survey report results? Reaction: How do I feel about the results? Context: What has been happening in the organization? Priorities: How do the results line up with what we want to accomplish? How do they conflict? Read report at least twice Before meeting with the team, a careful study of the survey results is critical It is recommended that one reads the report through at least a couple of times The second reading will permit managers to be more objective and analytical, allowing them to be open to what their employees are telling them Remember, the most valuable information for managers may well be what they least want to know, and learning what they didn’t already know is one of the main reasons for conducting Lenovo Listens. Prior to meeting with the team, they will process their report through 4 lenses: The numbers Their own reaction to the results The organizational context, and The business priorities. Through these lenses, they will: Begin to understand the Basic Story Develop key Questions, and Generate Possible Actions 9

Action Planning Fully online action planning and tracking Only target actions for questions related to Lenovo Way or EVP – NOT Engagement Create action plan targeting 3-5 areas MAXIMUM Involve your employees in action planning Ability to generate ideas from a benchmark list of actions Action Planning guidance and the ActionTracker Tool will be available through the Action Planning link on Manager Central. In order to make direct changes to the ActionTracker, Managers must provide their sign-in credentials to the author of the changes (i.e., HR or Exec Assistant) This will prevent any concerns with multiple authors and versions. 10

Linkage to OHRP Employee Engagement will be integrated into: OHRP Profile Individual Development Plan (IDP) Key Changes for 2011/12 OHRP include: For each Manager, the Lenovo Listens’ Engagement Score and Management Index Score replaces the Q12 score OHRP Executive Summary “highlights and lowlights” section will include your Employee Engagement results Manager Action Plans will be included in OHRP deck and discussed during the individual reviews As in the past, Employee Engagement will be included in OHRP as a measure of leadership effectiveness Specifically, 2 scores will be represented: the Engagement Score and the Management Index score, which we will talk about more later in the training In addition, the top and bottom scoring items on your reports will be included in the OHRP highlights and lowlights, along with your Action Plan for addressing issues Now that you have an overview, let’s talk about your role as a Manager in supporting the process

Manager Support 3 Manager Trainings: ActionTracker Tool Step 1: Understand the Report Step 2: Interpret and Communicate Results Step 3: Plan, Communicate and Track Actions ActionTracker Tool Thank you, Patrick/Jessie In addition to the 3 Manager Trainings, there are several tools available to you through Manager Central: There is powerpoint template to assist you with sharing your results and action planning with your teams The ActionTracker Tool for creating and tracking actions; this tool also provides you with specific ideas and best practices for addressing areas of concern Finally, there will be a toolkit for managers that include a number of resources to help you at different stages in the process Feedback Meeting Deck Manager Toolkit 12

Your Role Thank people for participating in the survey Share results and engage the team Focus on areas within your control Work with your Manager and HR Partner to address broader issues Gain alignment and plan actions Thank people for participating in the survey Share results with your team and engage them in conversation to gain more insight into the data Focus on areas within your control, and work with your Manager to address broader organizational issues Work with your team to gain alignment on key areas of focus and plan Actions As a Leader at Lenovo, you make Lenovo Listens come to life…You are a leader and driver of Change Now, let’s turn to some key dates You make Lenovo Listens come to life… You are a leader and driver of change at Lenovo 13