AUGUST 2016 RESULTS SUMMARY
Vivint Solar
EMPLOYEE ENGAGEMENT SURVEY
AUGUST 2016 RESULTS SUMMARY
THIS PRESENTATION CONTAINS PRIVILEGED AND CONFIDENTIAL INFORMATION. FOR INTERNAL USE ONLY.
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
2
August 2016 Employee Engagement Survey Results Summary
Survey Administration Summary Important summary data regarding how this survey was administered Run Dates
August 1 – 24, 2016
Response Rate
Data Collection and Confidentiality
3,804 Invitations
Confidential Survey via Email
This survey was open for 24 days.
2,833 Responses
For the sake of comparison, the previous employee engagement survey sent out in December 2015 was open for 3 days.
74.4% Response Rate
Survey responses were collected confidentially via email. Survey administrators removed all personal identifiers (e.g. name, phone, email) from reports before providing them to company leaders.1
For the sake of comparison, the response rate for the December 2015 survey was 56.6%.
Areas of Measurement
1
Excluding employees who voluntarily provided personal identifying information in their open responses.
Employee Groupings2
To simplify reporting, employees were grouped into one of four groups:
1. Employee Net Promoter Score (eNPS) A simple measure that puts a numerical value to overall employee perception of the company (1 multiple-choice question, 1 open response question)
2. Employee Engagement Measures Measures that add additional color to the drivers or constrainers of employee engagement (9 agreement questions, 1 open response question)
Corporate
Corp Ops
Field Ops
Marketing HR
Design Operations
Installation Fleet Performance
Finance Corporate
Account Creation Processing
Sales
R&D Legal Technology
3. Employee Enablement Measures
Capital Markets Asset Management
Measures that add additional color to the drivers or constrainers of employee enablement (9 agreement questions, 1 open response question)
2
These subgroups are the cost centers as currently defined in Workday.
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
3
August 2016 Employee Engagement Survey Results Summary
Response Rates by Employee Group Impressive response rates across the company Response Rates by Employee Group
Sales
Field Ops
Corp Ops
Corporate
Company-wide
951 Responses
1,035 Responses
598 Responses
242 Responses
2,833 Responses
92% 70%
78% 67%
74%
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
4
August 2016 Employee Engagement Survey Results Summary
Employee Engagement Summary Questions that provide additional detail about the drivers / constrainers of employee engagement Employee Engagement Summary
25 / 75%
50%
Passionate About Our Cause
86%
“I am passionate about what we are trying to accomplish.”
Commitment to Vivint Solar Proud to Work for Vivint Solar Confidence in Direction of Company Excited to Come to Work Would Encourage Friends & Family to Work at Vivint Solar
65%
Feels Like Part of the Company
65%
“I would encourage my friends and family to work for Vivint Solar.”
“I feel like I am part of the company.”
Optimism for Career Opportunities
“I feel optimistic about my career advancement opportunities at Vivint Solar.”
9%
20%
12%
20%
15%
21%
56%
14%
24%
54%
Strongly Agree or Agree
7%
21%
68%
“I am excited to come to work.”
9%
15%
70%
“The company is moving in the right direction.”
3%
12%
78%
“I am proud to work for Vivint Solar.”
“I can see myself at Vivint Solar in 5 years.”
11%
83%
“I am committed to the company.”
Expects to Be Here in 5 Years
25 / 75%
22%
Neither Agree nor Disagree
21%
25%
Disagree or Strongly Disagree
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
5
August 2016 Employee Engagement Survey Results Summary
Employee Enablement Summary Questions that provide additional detail about the drivers / constrainers of employee enablement Employee Enablement Summary
25 / 75%
50%
25 / 75%
Job Expectations are Clear
92%
5%
3%
Held Personally Accountable
92%
5%
3%
“I know what is expected of me at work.”
“I am held accountable for my work.”
Direct Supervisor is Qualified
86%
“My supervisor is qualified to do his / her job.”
9%
5%
Direct Supervisor Keeps Employee Informed
80%
12%
8%
Able to Do Job Effectively
80%
12%
8%
“My direct supervisor keeps me informed.”
“I am able to do my job effectively.”
Understands Quarterly Goals
72%
“I understand what we need to do this quarter in order to succeed as a company.”
Believes Fellow Employees are Committed to Quality
15%
69%
“My fellow employees are committed to doing quality work.”
Has Necessary Resources
21%
68%
“I have the resources I need to be successful.”
Regularly Informed of Company News
Strongly Agree or Agree
10%
20%
66%
“I regularly receive information that let’s me know what’s going on in the company.”
13%
18%
Neither Agree nor Disagree
12%
16%
Disagree or Strongly Disagree
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
6
August 2016 Employee Engagement Survey Results Summary
Headlines Where we are winning, where we are on the fence, and where there is room for improvement Positive Perceptions
Neutral Perceptions
Negative Perceptions
Where we are winning:
Where we are on the fence:
Where there is room for improvement:
• Our mission
• Availability of resources
• Career opportunities
• Individual expectations and accountability
• Confidence in the company
• Quality and shared accountability
• Referring friends and family to work for Vivint Solar
• Communication / change mgmt.
• Direct supervisor • Work environment
• Direct communication from supervisor
• Processes and policies
4,631 comments from employees added valuable context and insight. CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
7
August 2016 Employee Engagement Survey Results Summary
Engagement Survey Process and Timeline A wash, rinse, and repeat cycle throughout the year Engagement Process and Timeline
Engagement is never a one-and-done sort of process. It’s ongoing. The engagement survey is sent out semi-annually to help us measure our progress throughout the year.
Administer Survey (August 2016)
Next survey scheduled for February 2017
Implementation & Progress Monitoring
Review / Share Results (September – October 2016)
(October 2016 – February 2017)
Action plans are developed and implemented at the level where they will have the greatest impact – typically at the department or function level.
Action Planning (October 2016)
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
8
Thank you for your feedback.
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
9
EMPLOYEE ENGAGEMENT SURVEY
AUGUST 2016 RESULTS SUMMARY
THIS PRESENTATION CONTAINS PRIVILEGED AND CONFIDENTIAL INFORMATION. FOR INTERNAL USE ONLY.
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
2
August 2016 Employee Engagement Survey Results Summary
Survey Administration Summary Important summary data regarding how this survey was administered Run Dates
August 1 – 24, 2016
Response Rate
Data Collection and Confidentiality
3,804 Invitations
Confidential Survey via Email
This survey was open for 24 days.
2,833 Responses
For the sake of comparison, the previous employee engagement survey sent out in December 2015 was open for 3 days.
74.4% Response Rate
Survey responses were collected confidentially via email. Survey administrators removed all personal identifiers (e.g. name, phone, email) from reports before providing them to company leaders.1
For the sake of comparison, the response rate for the December 2015 survey was 56.6%.
Areas of Measurement
1
Excluding employees who voluntarily provided personal identifying information in their open responses.
Employee Groupings2
To simplify reporting, employees were grouped into one of four groups:
1. Employee Net Promoter Score (eNPS) A simple measure that puts a numerical value to overall employee perception of the company (1 multiple-choice question, 1 open response question)
2. Employee Engagement Measures Measures that add additional color to the drivers or constrainers of employee engagement (9 agreement questions, 1 open response question)
Corporate
Corp Ops
Field Ops
Marketing HR
Design Operations
Installation Fleet Performance
Finance Corporate
Account Creation Processing
Sales
R&D Legal Technology
3. Employee Enablement Measures
Capital Markets Asset Management
Measures that add additional color to the drivers or constrainers of employee enablement (9 agreement questions, 1 open response question)
2
These subgroups are the cost centers as currently defined in Workday.
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
3
August 2016 Employee Engagement Survey Results Summary
Response Rates by Employee Group Impressive response rates across the company Response Rates by Employee Group
Sales
Field Ops
Corp Ops
Corporate
Company-wide
951 Responses
1,035 Responses
598 Responses
242 Responses
2,833 Responses
92% 70%
78% 67%
74%
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
4
August 2016 Employee Engagement Survey Results Summary
Employee Engagement Summary Questions that provide additional detail about the drivers / constrainers of employee engagement Employee Engagement Summary
25 / 75%
50%
Passionate About Our Cause
86%
“I am passionate about what we are trying to accomplish.”
Commitment to Vivint Solar Proud to Work for Vivint Solar Confidence in Direction of Company Excited to Come to Work Would Encourage Friends & Family to Work at Vivint Solar
65%
Feels Like Part of the Company
65%
“I would encourage my friends and family to work for Vivint Solar.”
“I feel like I am part of the company.”
Optimism for Career Opportunities
“I feel optimistic about my career advancement opportunities at Vivint Solar.”
9%
20%
12%
20%
15%
21%
56%
14%
24%
54%
Strongly Agree or Agree
7%
21%
68%
“I am excited to come to work.”
9%
15%
70%
“The company is moving in the right direction.”
3%
12%
78%
“I am proud to work for Vivint Solar.”
“I can see myself at Vivint Solar in 5 years.”
11%
83%
“I am committed to the company.”
Expects to Be Here in 5 Years
25 / 75%
22%
Neither Agree nor Disagree
21%
25%
Disagree or Strongly Disagree
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
5
August 2016 Employee Engagement Survey Results Summary
Employee Enablement Summary Questions that provide additional detail about the drivers / constrainers of employee enablement Employee Enablement Summary
25 / 75%
50%
25 / 75%
Job Expectations are Clear
92%
5%
3%
Held Personally Accountable
92%
5%
3%
“I know what is expected of me at work.”
“I am held accountable for my work.”
Direct Supervisor is Qualified
86%
“My supervisor is qualified to do his / her job.”
9%
5%
Direct Supervisor Keeps Employee Informed
80%
12%
8%
Able to Do Job Effectively
80%
12%
8%
“My direct supervisor keeps me informed.”
“I am able to do my job effectively.”
Understands Quarterly Goals
72%
“I understand what we need to do this quarter in order to succeed as a company.”
Believes Fellow Employees are Committed to Quality
15%
69%
“My fellow employees are committed to doing quality work.”
Has Necessary Resources
21%
68%
“I have the resources I need to be successful.”
Regularly Informed of Company News
Strongly Agree or Agree
10%
20%
66%
“I regularly receive information that let’s me know what’s going on in the company.”
13%
18%
Neither Agree nor Disagree
12%
16%
Disagree or Strongly Disagree
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
6
August 2016 Employee Engagement Survey Results Summary
Headlines Where we are winning, where we are on the fence, and where there is room for improvement Positive Perceptions
Neutral Perceptions
Negative Perceptions
Where we are winning:
Where we are on the fence:
Where there is room for improvement:
• Our mission
• Availability of resources
• Career opportunities
• Individual expectations and accountability
• Confidence in the company
• Quality and shared accountability
• Referring friends and family to work for Vivint Solar
• Communication / change mgmt.
• Direct supervisor • Work environment
• Direct communication from supervisor
• Processes and policies
4,631 comments from employees added valuable context and insight. CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
7
August 2016 Employee Engagement Survey Results Summary
Engagement Survey Process and Timeline A wash, rinse, and repeat cycle throughout the year Engagement Process and Timeline
Engagement is never a one-and-done sort of process. It’s ongoing. The engagement survey is sent out semi-annually to help us measure our progress throughout the year.
Administer Survey (August 2016)
Next survey scheduled for February 2017
Implementation & Progress Monitoring
Review / Share Results (September – October 2016)
(October 2016 – February 2017)
Action plans are developed and implemented at the level where they will have the greatest impact – typically at the department or function level.
Action Planning (October 2016)
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
8
Thank you for your feedback.
CONFIDENTIAL | 2016 Vivint Solar, Inc. All Rights Reserved.
9
