Valour Pulse™

1. Valour Pulse™ Valour defined: Strength of mind and spirit that allows one to conquer danger with firmness

2. Valour Pulse • 15 quantitative questions • 4 open-ended comment questions • Developed from a stream of research that focuses on what predicts long-term firm performance and individual high performance • Theory defined Valour; empirical research validates the metrics

3. Valour is an acronym for 4 key metrics • VAL = value, we assess whether people think they are valued by their manager and peers • O = sense of ownership, do employees have a sense of ownership in their job and company • U = sense of urgency, are employees moving forward at a healthy pace and performing • R = rewards, are rewards fairly distributed vs. are there enough

4. The 15 Valour Questions

5. How Valour is different from other culture, engagement, satisfaction surveys • Research comes from work in sales and marketing on what causes people to change behavior (buy something), and the answer does not lie in satisfaction. In other words, raising value, ownership, and rewards alone will NOT improve firm performance. • You have to raise and balance Urgency with Value, Ownership, and Rewards. • Balance is key to long-term success. • Satisfaction alone can drive an organization downward because a little “friction” is needed to move forward.

6. The key differentiator from other surveys: The 2 x 2 model Low Urgency High Urgency High employee value, ownership, rewards Low employee value, ownership, rewards

7. Subgroup analysis is compelling Operations is doing well; 49% in high performance group and only 0% in the resisting change group. However, sales and marketing is not doing as well with 14% in the resisting change group and only 19% in the high performance group.

8. Open-ended comment data • Four key comment questions provide tactical data for managers so that they can take action immediately to improve performance • Auto categorization of comments and eePulse’s proprietary technology mean you can deliver results to managers the day after your Valour Pulse Dialogue closes. By giving data to managers right away, they can’t deny the data; this drives real-time action.

9. Valour and Energy • Measure ‘sense of urgency’ on a more frequent basis (U from valour) • Urgency at the “culture” level translates to individual energy at work • Measure frequently (weekly, bi-weekly, monthly) because energy fluctuates • Goal is to optimize energy thus not “use up” the employee energy • Management takes action based on data because it’s real-time and tactical data • Managers make employees feel more valued; enhance sense of ownership; employees say being given “voice” through regular dialogues is a reward

10. Energy Pulse™

11. Results: Real engagement the measure of your success Optimizing energy and valour drive the right mix of core job and non-core job behaviors. Non-core job behaviors drive long-term competitive advantage. • From Welbourne, 2005, 2003; • Welbourne, Johnson, & Erez, 1998

12. ROI and proven results • $1 million in savings in one month • $17 million ROI on 10-month project • 26% reduction in turnover in 6 months • Stock price increase after 6 months for new leader • Patient satisfaction and customer satisfaction scores increase • Survival of manufacturing plant due to increased safety, quality, and output

13. DIALOGUE DATA Call to learn more about eePulse’s leadership solutions www.eepulse.com info@eepulse.com 1-877-377-8573 RESULTS ACTION Data and Dialogue Driven Leadership™