Many Voices One Hershey Proposed Action Planning Enhancements

Many Voices One Hershey Proposed Action Planning Enhancements September 18, 2013

2013 MVOH Action Planning Enhancements Ø Leaders of People should improve impact and proficiency of results conversations Ø Action plans need to be more localized or specific to at team level Ø Action plans should be documented with ability for oversight Ø Leaders’ accountability should be increased Item From 2012 To 2013 1 Voices Heard debrief sessions by all leaders Yes Same Oct 2013 -Jan 2014 2 GLT owns enterprise priorities Yes Same Oct 10 presentation 3 Action Plans focus on 1 or 2 items Yes Same 4 Leader levels required to Action Plan GLT+1 reporting level GLT+2 reporting levels Oct 2013 -Jan 2014 5 Action plan documentation Optional/encouraged Required for all GLT+2 by January 2014 6 Action plan integrated in annual Goals No Yes by February 2014

HRBP Guide At-a-Glance q. Engagement yields Performance q. Performance builds Success q. Success inspires Engagement Step 1 Step 2 Step 3 Review results and analyze data Discuss results and listen Advance priorities and take action üFamiliarize yourself with Leader Toolkit üParticipate in “Voices Heard” sessions as possible üAct as Subject Matter Experts for custom reporting üCoach your leader on responses to sensitive results üAlign priorities with your leader from the “Voice Heard” üConsult and align with your Leaders üAdvise on Presentation Guide customization needed to team Sustain üCommit to follow up on priority actions üAdvise on action plan documentation required* q. Coach Leaders to review progress quarterly q. Integrate feedback and insights into your ongoing leaders updates üBe a consultant for your area leader q. Partner with Leaders to build an engaged and high performing team

Step 1: Review and Analyze Overview HRBP’s have the capability to create custom reports to further assist leaders in understanding the survey results. Leaders accessibility to certain information is limited i. e. , employee demographics and certain comment fields. Reporting has been streamlined for the leader as well as prepared reports make it easy to identify key themes and opportunities. You may wish to dive into the data and results by running specific reports that answer questions you may generate after reading the prepared resources. Familiarize Yourself with Leader’s Toolkit: The Leader’s Toolkit is your one-stop shop set of resources for reporting and presenting with your teams. It contains a prepared presentation and a prepared presentation guide to help you as a leader facilitate a conversation about the results. The system also features help screens and short videos that help you navigate each screen. This is a critical step in the leadership accountability for engagement; so plan to spend 30 -60 minutes reviewing and analyzing. Act as Subject Matter Expert for Custom Reporting: In addition to the standard, personalized Leader’s Toolkit, HRBP’s have the ability to dig deeper into the results with the dynamic, real-time online custom reporting system. These results will help to guide your leader in the discussion s with their work teams in a more meaningful way. Two separate half day training sessions have been scheduled for Wednesday, September 18, 2013, to review the system and provide an opportunity to ask questions. In addition there is an online instructional video embedded on the home page of the survey site. Consult and align with your Business Leader: Your role is to serve as an Engagement Coach for your business leader. You’ll want to review the materials sent to leaders in the Leader Action Guide so you can answer questions you customer/leader may ask. Engagement Coach – HRBP Engagement Champion – Leader Consult around results/actions Be accountable for results/actions Support “Voices Heard” sessions Facilitate “Voices Heard” sessions Consult on process expectations Deliver against expectations Ø Log in to Perceptyx online reporting system by clicking the link you have been provided: q Perceptyx Technical support: North America Toll free 877 -625 -9000 International/Toll: 951 -326 -1001 Email: customersupport@perceptyx. com

Step 2: Discuss and Listen Overview The HR Business Partners plays a critical role assisting the business leaders to develop deeper insights and utilizing those insights to help conduct productive and successful “Voices Heard Sessions”. As you share your data insights and interpretations with your leaders, align around key themes that should be the focus for the work groups. Participate in Voices Heard Session When possible plan to participate in your client group’s “Voices Heard Sessions” q Agree on the top three themes or insights about the team’s results. q Identify what are the barriers to engagement for this team? Coach your leader Prior to the session think about the following and discuss and align with your business leader around the following: q Determine how best to coach this function’s leader on results? q What Action Planning tools and recommendations would you make? Familiarize Yourself with My Presentation Guide is designed to be used as a facilitation guide in conjunction with the presentation slides found in the Leader Tool kit. The Guide provides step by step instructions complete with recommended questions, points of interest, as well as suggestions for presenting the information

Step 3: Advance Priorities Ø Align on Key Themes q GLT sets enterprise priorities and informs the organization q Assist leaders in determining the appropriate focus area q Avoid redundancy q Identify manageable number of priority focus areas that are meaningful to your work team Ø Commit to Follow Through q Every leader is accountable to debrief results via a “Voices Heard” session q GLT Leaders + 2 levels down are required to document action plans q Progress should be reviewed quarterly Ø Be a Consultant q HRBPs offer coaching to adapt guiding principles to meet local needs q Help leaders to integrated leadership practices into everyday interactions