Maxim Strashun - How Lenovo engages employees (HRLeaders 2014)

2014 LENOVO FOR HR LEADERS CONFERENCE; 12.06.2014; BA, SLOVAKIA;
ALL RIGHTS RESERVED, PLEASE DO NOT CHANGE CONTENT

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
J
C
Successful?

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?
ENGAGEMENT
Below Average
LENOVO
INTERNAL
SURVEY
2011
LENOVO
INTERNAL
SURVEY
2012
MANAGEMENT INDEX
Below Average
ENGAGEMENT
Significantly
increased
82%
MANAGEMENT INDEX
Increased
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
TL
Personal
Development
Program
ROTATED
TL
SPOTLIGHT
(TRg, OHRP
presentation)
Development
Center
Functional
Career
Board
(?) 2nd
TL
ROTATION
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
booklet
Loyalty 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 2013
Collectionofplasticbottles
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
mstrashun@lenovo.com
+421-911-450-672
Let’s share best practices on engaging
employees!

Maxim Strashun - How Lenovo engages employees (HRLeaders 2014)

Maxim Strashun - How Lenovo engages employees (HRLeaders 2014)

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Maxim Strashun - How Lenovo engages employees (HRLeaders 2014)