2023 Your Voice Survey - Info Pack

BOLD VOICES. BOLD MOVES.

WELCOME

At Levy, we’re committed to creating an environment where every team member feels respected, valued and empowered. As part of that commitment, it’s important that we hear from you and our teams to track how we’re doing. The survey is completely secure and confidential, and survey responses will go directly to Perceptyx, the independent company managing our survey. This guide provides leaders with the tools and knowledge to make the most of our annual Your Voice survey process.

More than just a survey - the power of engagement

Research has found that increased employee engagement leads to:

• Improved talent retention

• Increased participation in company programs

• Higher receptiveness to change

• Lower role conflict and stress

• Greater confidence in the future of the organization

• Improved likeliness to contribute ideas and creativity

• Higher willingness to learn and grow

• Improved team dynamics

BOLD VOICES. BOLD MOVES.

OVERVIEW

Everyone talks about building a relationship with your customer. I think you build one with your employees first. - Angela Ahrendts

Employee engagement matters. We spend a significant portion of our lives at work and we want to make that time as enjoyable, safe and productive as possible. The Your Voice survey is our approach to measuring, assessing and improving the experience of all our team members. Shown to be closely related to employee retention, advocacy, productivity and happiness, the data obtained from the survey is used to shape and improve the employee experience at all levels of the organization.

SURVEY OBJECTIVES

The survey is designed to both assess the impact of our current experience offer and assist in planning for how we continually improve our team member’s experience at Levy. Results are combined with insights from our other lifecycle surveys (New hire, Onboarding, Promotion and Exit) to form rounded insights and priorities for improvement. The survey is completely anonymous, to ensure our team

members have the confidence to answer honestly and candidly. Results are used to create action plans at a company, divisional, regional, locational and even team level.

These action plans should be the result of dialogue between leaders and their teams.

Engagement Survey Categories

• Engagement

• Clarity of Direction

• Continuous Improvement

• Growth and Development

• Inclusive Culture

• Performance Management

• Pride in Company

• Recognition and Reward

• Resources and Support

• Teamwork and Collaboration

• Levy Specific Questions

100% Anonymous

We partner with Perceptyx to provide an entirely anonymous and secure survey experience. No responses can be tied to any individual.

Actions at Every Level

Reporting results will be based on the organizational hierarchy with any manager who has 5 or more direct reports receiving results.

A True Dialogue

Dialogue and action planning at all levels of the organization, focused on making Levy an even better place to work.

The annual engagement survey is an incredibly important part of our broader people strategy.

TIMELINE

PRE-COMMS SURVEY LAUNCH PROGRESS UPDATE

January & February February 22nd 02/22 - 03/17

Pre-communications will be released through division calls and LevyDish.

The survey will be launched via email to all Team Members who were hired prior to 01/02/2023

Progress updates will be shared throughout the survey period to encourage participation.

SURVEY CLOSES

03/17

Once the survey is closed, no further submissions or responses will be possible.

RESULTS ACTION PLANS

April

Results will be collated by our survey partners Perceptyx before being released to leaders.

Ongoing

Results should be shared with teams and a collaborative action plan created.

The Your Voice survey timeline follows a similar cadence to previous years, with prior, during and post stages.

LEADER ACTION PLAN

The annual Your Voice survey is a great opportunity for reflection, dialogue and planning. Here are some recommended actions to get the most out of the process

Take the time to review previous action plans and highlight the progress made from the prior year.

Explain the purpose and process for the survey - ensure everyone knows why they are being asked for feedback.

Encourage participation - highlight the anonymity of the survey and the value we place on team feedback.

TAKE ACTION

How we respond to the survey results says a lot to teams about how we value them.

ONGOING DIALOGUE

Keep the conversation and dialogue going throughout the year to ensure progress is being made.

BEING AN ENGAGING LEADER

Idea in Brief:

• Engagement has a strong link to team welfare and productivity.

• Leaders can have a significant impact on engagement by focusing on areas such as communication, growth and development, and recognition.

• Emotional Intelligence is an important factor in engagement. The Your Voice survey is an opportunity to grow in this area.

One of the most effective ways to drive engagement is by regularly communicating with your team members and providing them with clear goals and expectations. This helps to ensure that everyone is on the same page and working towards the same objectives. It also gives team members a sense of purpose and direction, which can help to increase their motivation and engagement. Research has shown that routine is important when it comes to communicationwith team members who have bi-weekly meetings with their leader having 10-15% greater engagement.

Another key aspect of driving engagement is providing opportunities for growth and development. This can include offering training and development programs, providing access to new technologies and tools, giving ‘growth assignments’ and offering ongoing coaching and feedback.

When team members feel like they are learning and growing in their roles, they are more likely to be engaged and motivated to do their best work. Further, growth and opportunity are crucial for talent retention with team members who report high satisfaction with the support they receive in this area being seven times more likely to stay with the organization.

In addition to providing opportunities for growth and development,

As a leader, one of your key responsibilities is to ensure that your team members are engaged and motivated to do their best work. Employee engagement is critical to the success of any organization, as it leads to increased productivity, higher levels of customer satisfaction, and improved overall performance.

leaders can also drive engagement by recognizing and rewarding their team members for their contributions. There are many ways different people prefer to be recognized, such as highlighting their achievements publicly or privately, competitive incentives or being given high profile assignments.

When team members feel valued and appreciated, they are more likely to be engaged and committed to the success of the organization.

Emotional Intelligence has been shown to have a strong correlation to engagement. Factors such as a leaders happiness, empathy, assertiveness and their ability to manage how others feel have a significant impact on the engagement of their teams. Working to understand your own emotional reactions and how they impact those around you can go a long way to enhancing engagement. For example, consider your impulse control. When things go wrong or you’re under pressure do you remain consistent or do you lose your cool? You can develop your emotional intelligence as a leader in a number of ways:

• Pay attention to your own emotions

• Practice empathy

• Work on managing your emotions

• Focus on building strong relationships

• Practice self-regulation

• Notice the impact your communication has on others

• Seek feedback and try different things

Becoming more emotionally intelligent takes time and commitment but can have a huge impact on your success as a leader.

Overall, there are many ways that leaders can drive engagement for their teams. The Your Voice survey is a great opportunity to understand and unlock the specific factors that matter most to your team. While there are some best practices to adopt, becoming an engaging leader is a journey of discovery and constant learning.

ARE YOU AN ENGAGING LEADER?

Rate yourself from 1-5 on the following areas (5 being the highest score) to identify your strengths and opportunities as a leader.

1. I set clear expectations for others - people know what is important to me and what success looks like.

2. I have regular and consistent communication routines with my team.

3. I encourage participation, ideas and selfreflection from my team.

4. I never leave my team members waiting for feedback - I ensure they always know how they’re doing.

5. When a team member is not pulling their weight or performing to the required standard, I address it.

6. I encourage my team to think and talk about their career, providing support and coaching to help them realize their goals.

7. I adapt my style to different members of the team.

8. I notice when people do great work and I am quick to tell them how much I appreciate it.

9. I am collaborative and have great relationships with my peers and colleagues.

10. I try to be consistent in my style, approach and response to things.

FREQUENTLY ASKED QUESTIONS

1. When does the survey open?

The Engagement survey opens Wednesday, February 22nd and runs through Friday, March 17th.

2. Who is eligible?

Salaried Employees hired or promoted before 1/22/2023.

3. How do I complete the survey?

On 2/22, an email from our survey vendor, Perceptyx, will be sent to all eligible respondents. The email will contain an individualized link to the survey, which can only be used once.

4. Why does this survey matter?

This survey is the cornerstone of Levy’s Employee Experience strategy and will provide actionable insight.

5. What do you need to do?

Spread awareness to your teams regarding the dates, eligibility, and access to the survey. Encourage teams to complete the survey! Direct any questions to Samuel Willey: swilley@levyrestaurants.com

6. What format is the survey?

The Engagement survey consists of 43 questions/ statements (mostly scaled from Strongly Disagree to Strongly Agree), with some open-ended write-in questions, and one “select all that apply” question.

7. What type of device can I use?

It can be taken on any computer or mobile device.

8. What is this survey measuring?

This survey measures the overall sentiment and satisfaction of our salaried managers, as well as our progress from last years engagement survey and new developments surrounding several categories that are critical to enhancing the employee experience: Engagement, Clarity of Direction, Continuous Improvement, Growth and Development, Inclusive Culture, Performance Management, Pride in Company, Recognition and Reward, Resources and Support, and Teamwork and Collaboration.

9. What are the specific questions and are they same as last years questions?

Most of the questions are the same, but there are a few exceptions. Please reference page 11regarding the actual questions and which category they fall under.

10.

What happens after the survey closes?

In April/May, after we have received and analyzed the results, several resources will be made available to you. You will receive access to your locational or regional results, which will highlight progress, new findings, and action planning suggestions.

Following the release of results, several action planning steps will be taken, including Training Calendar sessions to help understand the results and plan a strategy. More comms on this to come.

CATEGORIES & QUESTIONS

ENGAGEMENT

1. I am proud to work for the company.

2. I would recommend the company as a great place to work.

3. I plan to be working for this organization one year from now.

4. My work gives me a feeling of personal accomplishment.

5. What is the primary factor that keeps you at Compass Group?

CLARITY OF DIRECTION

6. I understand how my job contributes to the success of the company.

7. I receive sufficient communication about what is happening at the company.

8. Company-wide communications are effective/useful.

9. I feel optimistic about the future of the company.

10. We are committed to exceeding our customers’ expectations.

11. I believe feedback from this survey will be used to make improvements.

12. I am encouraged to provide my ideas about improving the company.

RECOGNITION & REWARD

13. I feel valued as employee of the company.

14. My manager recognizes me when I do a good job.

GROWTH & DEVELOPMENT

15. I am provided the training to do a quality job.

16. I am given the opportunity to improve my skills at the company.

17. Advancement opportunities are awarded fairly.

INCLUSIVE CULTURE

18. The company is committed to diversity and inclusion in the workplace.

19. My manager treats employees with respect.

20. My team values differences among employees such as age, race, gender, family status, veteran status, national origin, disability or sexual orientation.

21. People in this company act with honesty and integrity.

22. I feel like I can succeed at work by being myself.

23. I feel like I really belong at our company.

24. Diversity, equity and inclusion training provided by the company has a positive impact.

PERFORMANCE MANAGEMENT

25. My manager gives me feedback that helps me improve my performance.

26. My manager holds people accountable for their performance.

PRIDE IN COMPANY

27. This company is a good corporate citizen (is supporting and doing good things for society and the environment).

28. I would recommend our products/services to a friend of colleague.

CONTINUOUS IMPROVEMENT

29. Employees of this company adapt to new ways of doing things.

RESOURCES & SUPPORT

30. My job makes good use of my skills and abilities.

31. I have access to the equipment and supplies I need to do my job safely and well.

32. Safety is a priority at the company.

33. I work in a safe environment.

34. The amount of work expected of me is reasonable.

35. I am comfortable discussing concerns with my manager.

TEAMWORK & COLLABORATION

36. My team has a clear understanding of our customers’ needs.

37. I feel that I am part of a team.

38. My manager encourages teamwork/collaboration.

LEVY SPECIFIC

39. Levy’s values of Nice, Passionate, Inclusive, and Innovative remain at the core of the Company’s actions and decisions.

40. I am able to maintain a healthy blend between my work life and my home life.

41. I believe Levy prioritizes the appropriate initiatives to grow and strengthen the Company.

RESULTS

The 2022 results were some of Levy’s strongest on record. With participation of 90% we saw improvement in a range of areas. Last year was the fourth consecutive year of overall improvement.

We still have a range of opportunity areas which, while improved, score lower than average. These include advancement opportunities, training and communication.

FOCUS EXAMPLE RESULTS

Prioritize and encourage our Diverse & Inclusive Culture

Improve Onboarding

Increased our salaried diverse representation 3% and our hourly 4%. Acquisition of diverse team members has increased 11% year on year.

Onboarding data shows us that new-hire satisfaction regarding training has increased steadily throughout 2022.

Action will be taken based on this survey Initiatives have been successfully rolled out across all divisions thanks to the feedback given on the survey.

Provide more Career Advancement opportunities Our team-members view of available advancement opportunities has increased 8% since the start of 2022. Levy also relaunched Talent programs. Help create a balanced work/ life blend for our team mem-

Prioritizing physical/mental wellness, we have built resources that make wellness techniques more accessible and to share best practices across locations.

Comms

Our intranet, update meetings and divisional comms were all overhauled Opportunity Improved advertising of internal career opportunities.

Career Map

Launched in response to feedback around opportunity.

Inclusion

The Work of Change program and Levy Resource Groups

Engagement has been added to our organizational strategic plan in recognition of its importance to our overall success as a company.

Based on your feedback, a range of actions have been taken by Levy in the past 12 months.

Our focus on engagement has led to consistent improvement over the past 5 years