DEBBIE VORNDRAN Using Strategic Recognition to Drive Culture, Reinforce the Westfield Brand, and Become an Employer of Choice Tuesday, April 12, 2005, 9:45 - 11:00 am Over the last few years, Westfield has focused efforts toward reorganization and growth withemployee recognition viewed as an expense to the company. This session show you how Debbieand Rich have spearheaded the effort at Westfield to help everyone in the organization understandthe true value of employee recognition. Attendees will learn their overall recognition strategy andthe newest recognition program called Westfield Excellence. Get ideas from the presenters on howto get senior leader buy-in for your recognition programs. Understand how recognition can be usedto communicate key company messages and drive culture and learn how to maximize programparticipation through effective program launch and training. Room Location: Roman Debbie Vorndran, recently named Recognition Champion of the Year by the National Association for EmployeeRecognition, is the employee programs specialist in the total rewards center of excellence in Westfield Group’s humanresources department. Responsible for non-cash rewards and recognition, Debbie oversees Westfield Excellence,Westfield Circle, Bring Your Child to Work Day, college and vendor fairs, the scholarship program and many otherspecial events and programs that make Westfield a place where people want to work. She has a genuine passion for herjob that enables her to focus on efforts to support the company’s goal to attract, develop, empower, and retain qualitypeople. WESTFIELD GROUP One Park Circle, P.O. Box 5001 Westfield Center, OH 44251 Phone: 330-887-6537 Email: debbievorndran@westfieldgrp.com

RICH SIEGENTHALER Using Strategic Recognition to Drive Culture, Reinforce the Westfield Brand, and Become an Employer of Choice Tuesday, April 12, 2005, 9:45 - 11:00 am Over the last few years, Westfield has focused efforts toward reorganization and growth withemployee recognition viewed as an expense to the company. This session will show you how Richand Deb have spearheaded the effort at Westfield to help everyone in the organization understand thetrue value of employee recognition. Attendees will learn their overall recognition strategy and thenewest recognition program called Westfield Excellence. Get ideas from the presenters on how to getsenior leader buy-in for your recognition programs. Understand how recognition can be used tocommunicate key company messages and drive culture and learn how to maximize programparticipation through effective program launch and training. Room Location: Athenian Rich Siegenthaler has over ten years of Corporate Wellness experience, motivating people to want, obtain and maintainhealthy lifestyles. As Manager of Wellness & Employee Programs at Westfield Group, Rich prescribes and programsopportunities to improve all areas of health and wellness for over 1000 members. Current membership representsapproximately 39% of the employee population and striving for higher participation each and every day. Rich serves asChair for Ohio Governor, Bob Taft’s Advisory Board for Fitness and Wellness, sits on Governor Taft’s Healthy OhioansBusiness Council, and has designed and implemented many programs to lead Westfield to be recognized as a “BestPractices” Organization in Corporate Wellness Programming and Employee Recognition in Ohio. After only three monthsof implementation of Westfield experience, Westfield’s 2004 Employee Survey revealed a favorable shift in response toEmployee Recognition. Rich’s charge is to bring energy and consistency to Westfield Group in an effort to driveEmployee Satisfaction scores ultimately placing Westfield Group as a Fortune 100 Best Places to Work Organization. WESTFIELD GROUP One Park Circle, P.O. Box 5001 Westfield Center, OH 44251 Phone: 330-887-6537 Email: richardsiegenthaler@westfieldgrp.com

Employee Recognition at Employee Recognition at Westfield GroupWestfield Group

Westfield & RecognitionWestfield & RecognitionWestfield & Recognition1990’s several departmental initiatives/silos 1990’s several departmental initiatives/silos

2000 employee survey2000 employee survey--recognition was rated very lowrecognition was rated very low

Result: new corporate initiative called GRATITUDEResult: new corporate initiative called GRATITUDE

2002 Employee survey2002 Employee survey--recognition was still very low recognition was still very low

June 2004 Westfield goes automated with Westfield June 2004 Westfield goes automated with Westfield ExcellenceExcellence

Why even do recognition?Why even do recognition?Why even do recognition?Recognition was deemed powerful by our leadership Recognition was deemed powerful by our leadership teamteam

Direct link between employee satisfaction and Direct link between employee satisfaction and employee productivityemployee productivity

Direct link to our organization’s corporate goalsDirect link to our organization’s corporate goals

Recognition was deemed important to our employeesRecognition was deemed important to our employees

Craving appreciationCraving appreciation

Wanted to feel that they make a differenceWanted to feel that they make a difference

Westfield introduces…Westfield introduces…

Let’s “do it right”!Let’s “Let’s “do it rightdo it right”!”!Put together a recognition committee (gathered up all the silos)Put together a recognition committee (gathered up all the silos)Committee decided:Committee decided:

Recognition had to make sense to leadership and our Recognition had to make sense to leadership and our employeesemployeesRecognition had to be meaningfulRecognition had to be meaningfulRecognition cannot be labor intensiveRecognition cannot be labor intensiveRecognition had to be timelyRecognition had to be timelyRecognition had to be consistent across the organizationRecognition had to be consistent across the organizationWe needed to reduce subjectivityWe needed to reduce subjectivity

New ProgramNew ProgramNew ProgramProgram Name: Westfield ExcellenceMission Statement: Recognize People Doing it RightProgram Goal: Recognize Westfield Group employees who exemplify core competencies

• Customer Focus• Integrity & Trust• Self-Development• Interpersonal Savvy• Perseverance

Program StrategyProgram StrategyProgram StrategyTie recognition to corporate goals

• Attract, develop, empower and retain quality people

Reinforce Westfield Group core competencies

Increase employee satisfaction

Connect individual work to company success

Provide better program tracking, reporting and budget management

Simplify program participation and administration

Excellence HighlightsExcellence HighlightsExcellence HighlightsFlexible nomination-based recognitionFast nomination and approvalEasy & flexible administrationReal-time program tracking and reportingOn-line budget management and presentation trainingNomination Wizard™Easy selection from a variety of high-quality awards

System DemoSystem Demo

SplashSplashSplash

Nomination, Approval, and Award Selection Process

Program StructureProgram StructureProgram StructureLevel Nominator Approval Process

Thank You Peer to Peer None

Team $25 Peer to Peer Supervisor/Manager & Coordinator

Bronze $25 Peer to Peer Supervisor/Manager

Silver $100 Peer to Peer Supervisor/Manager

Gold $200 Peer to Peer Supervisor/Manager to Executive

Platinum $500 Peer to Peer Supervisor/Manager to Executiveto Senior Executive

Award NominationAward Nomination

Congratulations card Congratulations card front cover and insidefront cover and inside

So, did we address these issues?

So, did we address these So, did we address these issues?issues?

Does recognition make sense to leadership Does recognition make sense to leadership and our employees?and our employees?

Is recognition now meaningful?Is recognition now meaningful?

Is our program/system labor intensive?Is our program/system labor intensive?

Is recognition now timely?Is recognition now timely?

Is recognition more consistent across the Is recognition more consistent across the organization?organization?

Did we address subjectivity?Did we address subjectivity?

Expected participation 9 month actual participation

1%

3%

11%

18% Teams 15%

52%

Leadership BuyLeadership Buy--InIn

Currently on budget

Program ImpactsProgram ImpactsProgram ImpactsIncreased program participation

Strategic communication

Leadership/relationship development

Program measurement

“Connecting the dots”

ROR (Return on Recognition)

Show me the numbers!Show me the numbers!Show me the numbers!Turnover rate decreased from 17.7% in 1999 to 10% in 2004Our employee survey satisfaction score increased from 3.61 in 2002 to 3.87 in 2004Recognition satisfaction scores improved from 2.97 in 2002 to 3.09 in 2004Overall satisfaction with Westfield Group was 70% in 2002 and 79% in 2004Overall satisfaction with Westfield Group in Fortune 100 survey went from 81% in 2003 to 84% in 2004

Do you want more?Do you want more?Do you want more?The work I do at Westfield is meaningful to me went from 84% in 2002 to 89% in 2004I receive recognition for good performance improved by 5% from 2002 to 200490% of those recognized through Westfield Excellence stated they were extremely satisfied with all facets of the program via the online survey tool

Now, let our employees Now, let our employees do the talking…do the talking…

Westfield ExcellenceWestfield ExcellenceWestfield Excellence

We are recognizing“people doing it right”

Questions?Questions?Questions?