1. 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

2. 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.

3. 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

4. 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
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

5. 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

6. 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.

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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