1. Organization-level Results

2. Overall Dealer Average
Benchmarking Analysis
INDEX
% Favorable
Overall Dealer Average
N America Average
Highest Score
2014 Ranking
(Out of 48)
N America
(Out of 31)
Engagement
85%
75%
79%
91% 3 2
Leadership
73%
76% 8 7
Workgroup Effectiveness
80%
78%
92% 10
Executive Management
77%:
67%
72%
88% 11
Safety
90%
97% 6 5
Values
81%
84%
94%
Learning & Development
66%
69%
82%
Communications
Customer Focus
Collaboration
65%
61%
64% 16 12
Recognition
62%
Accountable for Results 14
High Performance
83%
89% 4
Highlights of this slide:
Empire ranked 2nd on Engagement among North American dealers, and 3rd among all dealers
Empire ranked 2nd on Learning and Development among North American dealers, and 3rd among all dealers
Empire ranked 3rd in the High Performance index among North American dealers, and 4th among all dealers
Dealer Benchmarking Results
This can be an eye chart – there is a lot of numbers and data on this slide.
Let me walk you through the columns and explain what you are looking at.
% Favorable – Percent of favorable responses by Empire employees for given index
Overall Dealer Average – This is the Overall Participating Dealer average scores (48 organizations)
N America Average - This is the average index scores for dealers in our region (Americas, EAME or APD)
Highest Score – This is the “Best-in-Class” scores by index. By ‘best-in-class’ we mean that this is simply the highest score by any given dealer in that particular index.
2014 Ranking – This is how we rank compared to all 48 organizations. Example: If we rank 5th: this means that we are had the 5th highest score out of all 48 dealers in that index….43 other dealers scored below us.
2014 Ranking in N America – This shows your ranking in comparison to only dealers in your region (Americas, EAME or APD).
What are your thoughts? Any surprises? Disappointments? Pleased with?

3. Each grey line represents a dealer participating in the survey and their scores for all of the survey indices.
The red line represents Empire’s scores for all of the survey indices.
Empire is in the top quartile for all areas surveyed. This is worthy of recognition!

4. High Performance Priorities
Communication
Recognition
Inclusion
High Performance Priority List – Dealer Specific
This is the High Performance Priority list for our dealership. Essentially this is saying that if we focus on these 10 drivers (questions) these will have the greatest impact on improving our organizational performance and engagement.
Do you see any themes?
Any indices that show up several times?
Top 3 Drivers are in the top right hand corner.
Improvements in these areas will generate the biggest increases in employee engagement and achieving business outcomes.

5. Tenure Engagement Index
This slide shows Engagement Index scores by Tenure
Employee engagement is lowest at the 1-3 year mark. This is also the group that shows the highest turnover in the organization.
Tenure - Less than 1 year 167
Tenure - 1 year up to 3 years 265
Tenure - 3 years up to 6 years 322
Tenure - 6 years up to 10 years 296
Tenure - 10 years up to 20 years 285
Tenure - 20 years up to 30 years 112
Tenure - 30 years or longer 59

6. Tenure Executive Management Index
This slide shows Executive Management Index scores by Tenure
Tenure - Less than 1 year 167
Tenure - 1 year up to 3 years 265
Tenure - 3 years up to 6 years 322
Tenure - 6 years up to 10 years 296
Tenure - 10 years up to 20 years 285
Tenure - 20 years up to 30 years 112
Tenure - 30 years or longer 59

7. Tenure Leadership Index
This slide shows Leadership Index scores by Tenure
Employee perception of their Leaders is least favorable at the 1-3 year mark. This is also the group that shows the highest turnover in the organization.
Tenure - Less than 1 year 167
Tenure - 1 year up to 3 years 265
Tenure - 3 years up to 6 years 322
Tenure - 6 years up to 10 years 296
Tenure - 10 years up to 20 years 285
Tenure - 20 years up to 30 years 112
Tenure - 30 years or longer 59

8. Next Steps TARGET DATE ACTION August 1
Leaders share organization and workgroup-level results with their teams
August 25
Leadership Team provides organization-level areas of focus/action items
September 4
Leaders enter Action Plans into Action Planning website
August/September
Company results – intranet article