American Red Cross Engage! Survey participation is just one step in the survey process. You should also include: Survey Results Review and Feedback Meeting: - Review and analyze survey results - Identify 1-3 topics for action planning Action Plan Development: - Discuss identified topics and brainstorm ideas for action Develop a group action plan 0 Implement the group action plan Action Plan Follow-up: - Ongoing follow-up with employees; monitor 2014 Engage! Summary Report I American Red Cross Overall Report SURVEY PROCESS Survey Participation Action Plan Development Survey. Results Review "ll '0 progress - Include action plans as a regular part of staff meetings EMPLOYEE ENGAGEMENT INDEX PARTICIPATION RATES $33; ?$23359 American Red Cross Overall 14,172 56% American Red Cross Overall - a EMPLOYEE ENGAGEMENT The extent to which employees are motivated to contribute to organizational success, and are willing to apply discretionary effort to accomplishing tasks important to the achievement of organizational goals. The table below re?ects the current percent favorable scores of the American Red Cross on the overall Employee Engagement Index and the individual Engagement index items. - Red Cross Kenexa . . Norm . a . - Engaged Engagement 56% 77% 69% Overall, I am extremely satisfied With the American Red Cross as a place 55% 80% 71% to work. I I rarely think about looking for a new job with another organization. 40% 63% 58% I am proud to work for the American Red Cross. 83% 96% 79% I would recommend the American Red Cross as a great place to work. 44% 69% 69% American I 3 Red Cross 2014 Engage! Summary Report Engage! American Red Cross Overall Report Engagement Priority ltems Based on the organization?s results, the items below have the biggest impact on improving Engagement on a daily basis. Red Cross Red Cross Overall Most I Favorable Engaged? I believe the American Red Cross has an outstanding future. (FutureNision) 42% 64% 76% I trust the senior leadership of the American Red Cross. (Trust) 39% 60% 64% I The American Red Cross values my contribution. (Recognition) 46% 65% 64% At the American Red Cross, there IS open and honest two-way communication. 34% 54% 59% (Communication) The senior leadership of the American Red Cross has communicated a vision of 390/ my 610/ the future that motivates me. (FutureNision) feel supported during organizational change at the American Red Cross. 35% 53% 50% (Involvement and Belonging) I am satis?ed with my opportunities for advancement. (Growth Development) 35% 51% 51% My ideas and suggestions count. (Recognition) 42% 59% 64% The American Red Cross shows a commitment to ethical busmess de0i5ions and 61% 80% 78% conduct. (Trust) The American Red Cross provides me with the opportunity for learning and development. (Growth Development) Hold a feedback edema-tea . meeting: ?t?fdr ?ctionv?lgns; Clarify and validate interpretations Identify group Follow?up: Follow up often - Course correct where necessary Tie actions back to Review results and determine key areas for discussion: - Look for - Identify key opportunities Consider where greater focus will strengthen team energy Set priorities Discuss potential action plans survey feedback - Celebrate successes ?The Red Cross Most Engaged score is the average score for each survey item for the teams who rank in the top 25% within the Red Cross based on their Engagement Index scores. A team (or workgroup) is defined as any manager who has direct reports. Every manager with direct reports who responded to the survey makes up a team. I