Maxim Strashun - How Lenovo engages employees (HRLeaders 2014)

2014 LENOVO FOR HR LEADERS CONFERENCE; 12.06.2014; BA, SLOVAKIA;

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2012 LENOVO CONFIDENTIAL. ALL RIGHTS RESERVED.2 2014 LENOVO FOR HR LEADERS CONFERENCE; 12.06.2014; BA, SLOVAKIA;


Lenovo shared service center in Bratislava, Slovakia

600 50+

Shared

Service

Center

EMEA

support

55 100

8 functions

40+ depts



Engaging employees

1st

wave of

projects

ENGAGEMENT

PEOPLE

Rotation program

How to become employer of choice?

Program for coaching managers

CUSTOMER DELIGHT

To define who is customer , his needs

Communication and relationship at all levels

E2E ownership

CROSS-FUNCTIONAL TEAMING

To build Bratislava management system

Teaming and relationship-building

Cross-functional problem solving

COMMUNICATION

Effective communication in BA

Increase BA brand recognition, showcase successes

Implementation of 4P culture as a program, tracking + measuring

progress and adherence to steps; keeping 4P culture alive

CONTINUOUS IMPROVEMENT

Communication and recognition of LSS successes

Enhance LSS management system

Alignment of KPIs for BA Les Hunter

Erika Koklesova

Jana Gajdosikova

David Reilly

Henrik Baechle

Maria Marinos

Peter Biely

Dirk Wiersma

Maria Marinos

Fred Dickson

Crawford HendrySuccessful?



Engaging employees

Employer

of choice

survey

2010/11

destructive uncertainty indifference performance

0% 30% 45% 65% 100%

SSC

44%

SR avg

50%SR best

66%

SK

Qs

Benchmark

missing

Satisfied?

Engaged?



What do these areas mean?

WORKSHOP with EMPLOYEES

ROOT CAUSES

ACTIONS

Career Opportunities

Valuing people

Brand Alignment

3

hours

FACILITATORS

NO MANAGERS

1482

ideas

Q1 Q2

Q3 Q4



Outcomes from workshops

2nd

wave of projects

60

120

Strong BMS

Sponsors + Project Leads

Project Coordinator

NO

NOMINATIONS

WE LISTENED

TOP

3

Regularly informed:

•Senior meetings

•All-managers meetings

•Whole site newsletter

•All-hands: completion

LENOVO

INTERNAL

SURVEY

2011

AND 2012

120 + FRIENDS

CHARITY: ALL

LOTS OF COMM



POSITIVE:

Learned new skills (e.g. video splicing), new experiences

Built new relationships (mixed teams)

Chance to present: to managers, all hands

Visibility to managers + senior mngrs, contacts

Different than my regular job

Brought improvement to site

Better insight into project management, tools

Support from seniors

Training for project leads

89% would do again

80% avg attendance at team meetings

Summary of feedback from 2nd wave projects

DEVELOPMENTAL

Additional workload, 10% allocated but sometimes work > 8 hours; more work than expected

Challenges to define scope + timeline; delays

Not priority (as in business), push was needed

Missing responsibility of TMs as in business

Frustrating when team ideas were challenged or rejected

Different expectations on projects among Seniors (non-alignment)

At the beginning a lot of enthusiasm, then higher workload and lower priority

TMs missing deadlines, review of actions was needed

Bigger focus from Seniors (attendance and interest)



How do we know it worked?

ENGAGEMENTBelow Average

LENOVO

INTERNAL

SURVEY

2011

LENOVO

INTERNAL

SURVEY

2012

MANAGEMENT INDEXBelow Average

ENGAGEMENTSignificantly

increased

82%

MANAGEMENT INDEXIncreased

78%



Reinforcing communication: we already have this!

BENEFITS: @ All-hands

€ per person / year

€ per benefit for whole co / year

Strategy: pay market + great

benefits

People development

system: @ All-hands

Easy language

Why important, when seen by

managers / senior managers

Managers trained: how to make

more useful



Overview of how people become managers in BA



Overview of how people become managers in BA

TM OHRP TLPersonal

Development

Program

ROTATED

TLSPOTLIGHT

(TRg, OHRP

presentation)

Development

Center

Functional

Career

Board

(?) 2nd

TLROTATION

Site Career

Board

Waiting for

Open

Managerial

Position

MNGR



Things that helped: alongside 2nd Wave projects

MANAGERS’

INFLUENCE

Followed-up

We’re paying attention

Training (e.g. filling out

development forms)

CHARITY

EVENTS

In city: clean-up / fix

Evening party: senior managers’

offers on auction

Paintings, photos, drawings



2nd Wave project overview

Remote management

project

Newcomers’

package

Lenovo media

promotion

Managers’ package Lenovo benefits

bookletLoyalty program

Lenovo people

University internship

program

Lenovo to students Job shadowing

program

Charity signature

activity

Lenovo charity



Lenovo media promotion

• Promotional video created and ready to be used in any events

• Video introduced in All Hands, used by sales at events

• Sales showing video permanently in showroom

• Video was shown on site on LCD screens

• Team proved we can be successful outside of our comfort

zone (Screen writing, photography, filming, acting, Promotion,

Legal, Marketing)

Introduce Lenovo branding via Lenovo employees using videos (photo series)

Use it externally as well (eg at recruitment, events, partners)



Lenovo benefits booklet

• Booklets listing all current stable benefits sent to all BA employees to

promote Lenovo benefits internally & also to public

• Booklets distributed to all in BA Lenovo office and softcopy was sent to

remote managers

Create booklet with all Lenovo benefits, send to all Lenovo employees



Managers’ package

Complex guide for current and future Managers available in intranet at

one place:

• Practices to share

• Useful links

• Responsibilities of manager

• Calendar of Manager’s Activities

• Guides

• Procedures (e.g. Business Management System, Hiring process, Business

trip and travel policy, Face to Face meetings, …)

Creation of a guide for a Managers to provide guidance and

recommendations for people managers



Newcomers’ package

• Newcomers Booklet in Hard copy created and distributed to newcomers

(contains e.g.: General info about BA site, HR tools, benefits overview,

guides on internal software, phone instructions, payslip explanation, …)

• Newcomer Guide in Soft copy on HR Knowledge base

• Newcomer Buddy checklist created and distributed to managers

Develop a very clear and concise newcomer package, to ensure that new

employees get the best start possible.



Remote management project

• Flyers for Remote employees and Remote managers

• Remote club session with visiting executives

• Dotted line structure - announced and Quarterly updated

• Remote Club Fan page created (Facebook)

• Flyer for Remote employees – delivered to all remote employees

• Flyer for Remote managers – sent to all remote managers

• Input for Managers package & for Newcomers package - sent to project teams

• Sharing the project on EMEA HR call & WW GSC HR call

• Ensure that Bratislava based employees with remote managers are actively

encouraged to be included in the wider community within the Bratislava site.

• Make sure remote employees’ voice and opinions are heard.

• Improve Employee engagement, design programs to allow career and

personnel development and rotation if required.



Job shadowing program

• E2E Job shadowing process created - thanks to which everybody can learn how

other teams work and broaden their E2E process knowledge

• Career job shadowing established – where you can experience the job you

aspire for & plan to grow to

• Hints & Tips, Guides created

Job shadowing

Cross functional

• E2E process understanding and implications to my area

• Cross-functional teaming & appreciation

Career growth

• Experience the job you aspire for & plan to grow to

• Get inspired & motivated about a selected or unknown career path

Development Plan

• Observe to develop Lenovo competencies

• Learn how others live and behave per competency model (on-the-job & experience)



Lenovo to students

• 6 Universities contacted (4x Bratislava, 1x Trnava, 1x Nitra)

• 4 presentations at Universities done

• Over 200 students informed about Lenovo to Students project and about

Lenovo (Database of cca 200 e-mails)

• Over 186 surveys collected

• Better picture of what Universities need

• Future cooperation with Universities established (Lenovo subject)

• Facebook presentation of Lenovo

Build relationship with one key university in order to promote Lenovo brand as

well as Lenovo as employer of choice among students and to attract graduates to

work for Lenovo.



University internship program

• Internship program for students established, 6 students currently on

board

• 6 positions currently hired:

• 2 in Global Logistics

• 1 in Demand Planning

• 1 in HR

• 1 in Customer Fulfillment

• 1 in Inventory reconciliation

Establish a program for university students to come to Lenovo for an

internship, to have contact with top students and offer them interesting

internship positions in Lenovo.



Lenovo people

• Database of Talents created (based on survey)

• External Promotion of Lenovo – through Intra Company Badminton League

• Supported efforts with the formation of the Lenovo choir "LenoVoice“ (sang

at Christmas party)

• Professional looking Profile Pictures (92 participants)

• Marathon Photo competition

• Summer Photo competition (29 participants submitted over 70 photos - over

400 votes cast)

To identify talented & creative people within Lenovo such as painters, musicians,

photographers etc. with a view to giving them the opportunity to contribute to

Lenovo events.



Loyalty program

• BA Newsletter interviews

• All Hands videos

• Roundtable with Executives

• Colorful badges to recognize Loyal employees

• Loyalty blog created

Develop program that will value & recognize employees based on how long they

are with Lenovo and increase employee loyalty to Lenovo



Lenovo charity

• 12 great events organized vs. 11 originally planned

• More than 100 children & 20 Hestia clients supported

• 248 (41%) Lenovo Volunteers joined the events = 946 volunteering hours

• 11.443 EUR collected during Lenovo Charity Night 2013

• Internal & External PR coverage of charity activities (19 emails to Lenovo

BA, 7 articles in Lenovo BA Newsletter, 3 articles in Lenovo Central, 2

events published on Facebook)

Create charity program to promote corporate social responsibility, raise money

through events for our chosen partners, help partners through volunteering and

events.

25

Charity events

April

May

June

July

August

September

October

November

December

January

February

Inception event – 1st contact with

centers

Preparation for Underpass project(All TMs involved, Town Mayor

spokesman, Town-council, Sprayers)

Pontis “Our Town” project

Official opening of Underpass

Lenovo Christmas market 2012

2x runs Collection of toys, sport

equipments, frames

Children’s day for children from school

Hestia Visit & PC donation

Lenovo Underpass project

Gingerbreads decoration with Hestia

Christmas gifts donation to our centers

Lenovo Charity Night 2013Co

llect

ion

of

pla

stic

bo

ttle

s

2014 LENOVO FOR HR LEADERS CONFERENCE; 12.06.2014; BA, SLOVAKIA;




Charity signature activity

Application

• 2 unique applications available: Tap To Talk & ABC

• Both applications now in use by 3 children (pilot)

Used hardware donations:

• 181 HW units donated to 20 centers for handicapped people

• 3 school IT Labs fully equipped

Lenovo Fund established

• € 9,878.79 secured through 1.5% corporate income tax

• More to come through 2% employees tax donation

Aimed at helping Autistic children communicate by donating hardware and

creating (ordering) specialty learning/communication software in Slovak

language.



Maxim’s contact

Maxim Strashun

Head of Talent Development EMEA

Lenovo

[email protected]

+421-911-450-672

Let’s share best practices on engaging

employees!

mailto:[email protected]

Maxim Strashun - How Lenovo engages employees (HRLeaders 2014)

Career

Transcript of Maxim Strashun - How Lenovo engages employees (HRLeaders 2014)