CEO CORNER

WHERE DID WE SEE OUR TEAM DO BEST?

In January, we launched our new survey tool, Gallup's Q12, to discover our team members' feelings about their satisfaction. We asked you to take the 10-minute survey, and 82% of you jumped in to share your experience. Thank you!

With over 30 years of research, the Gallup survey is arguably the best in the business. This survey tool will improve the way we measure and take action to improve our Team Member experience. Here's how. Not only do the results uncover blind spots both at the organizational and local Team level, but Gallup provides specific actions and learning for Teams to improve their experience together. What an opportunity to strengthen our purpose to be the best in the world!

So, where did we see the best in our teams?

According to our results, 60% of our team member population is engaged, which is significantly higher than the U.S. and global workforce.

What did we learn from the survey results? Our strongest engagement items:

Q1: I know what's expected of me in my job.

Q11, Someone at work has talked to me about my progress.

Q12 I have had opportunities to learn and grow in the last twelve months. Our lowest engagement items and opportunities:

Q02: I have the materials and equipment

I need to do my work right.

Q07: At work, my opinions seem to count.

Q8: The mission or purpose of my company makes me feel my job is important.

So, what's next? These results are just the starting point. Our opportunity to improve our Team experience lies in Team Member action-oriented conversations about what matters most to you. It's important that each of you understand that team member engagement is not a survey; it's about operationalizing our strategy for building a world-class company culture and a profitable chain of stores. A model example of strategy in motion is our manager of the year, Greg Jules, who has the highest level of team continuity, high team member engagement, and consistently excellent financial performance.

Engagement is a sustainable factor in performance outcomes only if we all continually strive for higher levels of focus and commitment to what we do.

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CEO CORNER

Engagement is a sustainable factor in performance outcomes only if we all continually strive for higher levels of focus and commitment to what we do.

As Team Members, we spend a lot of time at work. For each of us, I want it to be a place where we can have fun and win together. I look forward to receiving feedback about your State of the Team conversations and the actions you're taking to personally improve engagement. Remember, building a highperformance team requires employing our best practices of frequent feedback, continuous learning, and performance focused. All of which leads to greater productivity, high retention and increased profitability. Let's continue to work as a team to "Be the Best in the World at Whatever We Do.

John Thedford

CEO