BMO Employee Survey 2013

BMOPulse20131results

Confidential

Abbas Abraham, RDF Client Services: After Sales & Admin, Ontario & Atlantic

ABBAS,ABRAHAM

June 13, 2013

2

Introduction

Overview 3

How to use this report 4

Highlights: Your team’s results

Dashboard 6

Key drivers of employee engagement

Key strengths

78

Key opportunities 9

Take action 10

Detailed results

Comparing your results to other groups– Competitive position– Employee engagement index– Key drivers of employee engagement– Customer– Productivity– Leadership– Employee value proposition– Participation

12

Results for all survey questions 21

Intent to stay 27

Summary of comments (for groups with 35 or more responses) 28

BMOPulse 2013: Table of contents

3

What’s new for 2013?

This may be your first employee survey report – for the first time, managers with seven or more survey respondents on their teams are receiving results. If this is the first time you have received an employee survey report or if you are looking for support to understand your results, please visit the BMOPulse web site at http://bmopulse.bmogc.net.

BMOPulse highlights the current level of engagement for your team and provides new insights about what specifically drives engagement in your business group. This helps you understand the strongest levers you can use to make your team a great place to work and to foster a high performance culture that will set your team apart.

You now have a dashboard to give you a snapshot of your results and how they relate to important strategic priorities for BMO: our Customers, Productivity, and Leadership.

You can understand your results relative to internal and external data. You can see where you stand compared to BMO as a whole, you peer group and your overall business group, as well as relative to the average score of financial institutions and the scores of leading companies that are role models of employee engagement. Because this is the first year of the BMOPulse survey, we’re setting a new baseline. Trending will be available starting in 2014.

You will have support and tools to act on the feedback you receive, so employees know they are heard and are engaged in the solution.

Introduction: Overview

Welcome to BMOPulse!

At BMO, we want every employee to be passionate and excited about being a part of our company – to truly care about what we do and how we make a difference in our customer’s lives.

BMOPulse provides insights about what matters to your team. By listening, understanding and acting on what employees tell us, we’ll continue to make BMO a great place to work and foster a culture that will set BMO apart.

http://bmopulse.bmogc.net/

4

Introduction: How to use this report

Review your dashboard

a) Review your Employee Engagement Index (EEI) score and EEI components.

b) Look at the top drivers of engagement, and note how the results compare to BMO, your business group and external companies.

c) Review the results in the “Employee value proposition” section, to see how your team members rate the items employees expect, at a minimum, from their employer.

d) Review the scores for key strategic areas of focus:Customer, Productivity and Leadership

e) Consider your overall competitive position, compared to other financial institutions leading companies

Add to the story

a) Review the highlighted strengths and opportunities.b) Review the full list of key drivers on page 11.

c) Review the “Comparing your results to other groups” section.d) Review the full list of questions, and comparisons.

Develop key take-aways

a) Consider how your key strengths and opportunities relate to your EEI and key drivers of engagement Employee value proposition (employees’ basic needs) Strategic areas of focus: Customer, Productivity and

Leadership

b) In your own words, identify the one or two areas you want to focus on.

Take timely action

a) Prepare to discuss your results and insights with your manager and your team in a timely manner.

b) Talk about the findings: share the dashboard, key slides, and determine key priorities with your team. Remember to encourage participation and feedback by asking questions and listening.

c) Seek agreement on priority actions.d) Create your plan for action with your team.e) Implement the plan!f) For tools and information to help you, visit the BMOPulse web

site, http://bmopulse.bmogc.net/.

1

2

3

4


5

The dashboard is your “go-to” slide. It helps you quickly view and understand the key results for your team. It shows how your results compare internally to BMO overall and externally to the average of North American financial institutions (FIs) and the 75th percentile across all industries (leading companies).

The results from the culture section of the survey will be reported at the overall company and business group levels. Detailed results for each section of the dashboard – and the results for all other survey questions – are shown in the back of this report.

This box shows your Employee Engagement Index (EEI). EEI measures the overall result of how employees feel about BMO on commitment and satisfaction. These are the questions that

make up your primary drivers of engagement. This makes them the strongest levers you can use to improve engagement in your team.

They are specific to your business group and they are statistically predictive of high employee engagement.

This box illustrates the percentage of employees on your team who participated in the survey

Three areas of focus are critical to our success as a company: Customer, Productivity and Leadership. This shows the overall average agreement score for the questions in each area of focus, and the results for each related question.

These are the questions that make up the Employee Engagement Index (EEI).

These five agreement scores are averaged together to calculate your overall EEI (as shown in the box above).

Employee value proposition represents the “table stakes” of what employees expect from their employer. This illustrates the percentage of agreement for the categories of questions that relate to the employee value proposition such as recognition, fairness, and opportunities to grow.

EEI

EEIquestions

Participation

Primary drivers of engagementCompetitive

position

BMO’s strategic focus

Employee value proposition

Introduction: How to use this report – understanding your dashboard

This box shows your overall competitive position. It compares your agreement scores for all the survey questions for which we have external data (60 of 65 questions), relative to both the average of North American financial institutions (FIs) and the 75th percentile from across all industries (leading companies).

A positive number means that overall you are leading the competition.

Overall: With the exception of the participation rate, all of the scores in the dashboard are agreement scores. This represents the percentage of employees on your team who agree or strongly agree.

6

Top drivers of employee engagement for P&C Canada

Participation Employee value proposition

Have confidence in future

BMO’s focus on customers motivates me

My career goals can be met

Mgmt will utilize survey

I feel appreciated

92%+11 v BMO+14 v FIs+3 v Leading

+19 v BMOn/a v FIsn/a v Leading

+12 v BMO+19 v FIs+14 v Leading


+20 v BMOn/a v FIsn/a v Leading

92%+13 v BMO+9 v FIs

+2 v Leading

92%12 completed the survey +10 v BMO

+19 v FIs+13 v Leading





-3 v BMO+14 v FIs+5 v Leading

-6 v BMO-2 v FIs-7 v Leading

92%BMO considers customers in all we do

92%BMO’s focus on customers motivates me

92% Customers are top priority

84%+11 v BMO+15 v FIs

+7 v Leading

82%

84%

83%

Companyeffectiveness

Teameffectiveness

Processeffectiveness

80%

92%

Innovation

Empowerment

92% 92%91%trusts and

respects mehelps improve

my performance

92%

92%

Competitive position

8%15%v FIs v Leading

92%

92%

92%

92%

92%

92% 92% 83% 91% 92%

86% 82%88% 83% 84% 67%75%

gives picture how work supports

company

I trust my manager

Is doing a good job

I am satisfied with BMO

I would recommend BMO products/services

I feel proud towork for BMO

I am motivated to go above and beyond

I would recommendBMO as a place to work

Recognition RewardEmployee voice

Opportunities to grow

FairnessInclusivity My job

For more information on how to interpret your dashboard, including definitions of terms, please go to the BMOPulse web site, http://bmopulse.bmogc.net/.

Highlights: Your 2013 BMOPulse dashboard

Your scores versus external companiesEmployee

Engagement Index (EEI)

+14 v BMO+13 v FIs

+6 v Leading

BMO’s strategic focus

Customer Productivity Leadership

Relationship with manager

BMO’s senior leaders

92%+10 v BMO+14 v FIs

+10 v Leading

90%+18 v BMO+21 v FIs

+10 v Leading

My manager…

83%

92% 92%

BMO is effectively managed

Their actions match what they say

I have confidence in future of BMO

91% I have confidence inBMO leaders

Engagement


7

Primary driver

Have confidence in future92

%

Primary driver

BMO’s focus on customers motivates me

92%

Primary driver

My career goals can be met

Primary driver

Mgmt will utilize survey

Primary driver

I feel appreciated92

%

Secondary driver

My job uses skills

Secondary driver

I'm treated with respect

Secondary driver

BMO communicates to us

Secondary driver

My workload is reasonable

+3 v Leading

83%

91%

75%

92%

92%

83%

+11v BMO+14 v

FI+19 v Leading+27v BMO +34 v FI

+6 v Leading+5v BMO+12 v

FI

n/a v Leading+19v BMO n/a v FI n/a v Leading+20v BMO n/a v FI

+17 v Leading+17v BMO +27 v FI

+14 v Leading+12v BMO +19 v FI

-6 v Leading-4v BMO +2 v FI +10 v Leading+15v BMO+16 v

FI

Key drivers are the questions on the survey with the strongest, predictive relationship to employee engagement. They are specific to your business group. This makes them the strongest levers you can use to improve employee engagement in your team.

Highlights:P&C Canada key drivers of employee engagement

Using the drivers to improve engagement The key drivers are based on your business group’s results, not industry benchmarks.

They are derived using a statistical analysis, and represent the strongest predictors of the Employee Engagement Index (EEI).

Start with these questions when you create your action plan:– Higher scores (and those above internal and external comparisons) suggest reasons why your employees may be more engaged. – Lower scores (and items below the internal and external comparisons) suggest why your employees may be less engaged.

8

These are the questions with your 10 highest scores. Consider your results relative to internal and external comparisons: Are your results higher than (+) or lower than (-) your manager’s unit as a whole or your business group? Are you leading (+) or lagging (-) the average of North American financial institutions (FIs) and the 75th percentile score across all industries (leading companies)?

Highlights: Key strengths

*E.g. If your agreement score is 54% and the chart shows you as +4 under your manager’s team, this means that your manager’s agreement score was 50%

Strongly disagree

DisagreeNeutralAgreeStrongly agree

Percent of employees who answered

Agreement Disagreement

92 7 8 10 4

92 13 13 13 5

92 0 10 16 10

92 11 18 13 9

92 4 4 15 1

92 2 12 27 17

92 4 12

92 5 7 11 3

How agreement scores compare

(+ you are higher; - you are lower)*

92 9 20 30 22

92 9 3 6 0

50

42

8 00

58

33

00 8

33

58

00 8

33

58

00 8

33

58

00 8

33

58

8 00

42

50

8 00

42

50

8 00

42

50

00 8

58

33

0 8 0

I feel proud to work for BMO.

I am motivated to go beyond what is expected of me to help BMO be successful.

Overall, I am satisfied with BMO as a place to work.

I would recommend BMO as a place to work.

I would recommend my company's products/services to family/friends/others.

BMO communicates to employees on matters that affect them.

BMO considers our customers in all that we do.

BMO's focus on the customer motivates me.

I see evidence that the customer experience is a top priority for my team.

I feel free to speak my mind without fear of negative consequences.

Your teamagreement

Your manager’s

team FIsLeading

companiesP&C

Canada

9

*E.g. If your agreement score is 54% and the chart shows you as +4 under your manager’s team, this means that your manager’s agreement score was 50%

Strongly disagree




58 6 13 16 4

67 0 5 28 15

67 -2 -2

67 -4 -10 14 5

75 -6 -10 -7 -10

75 0 -8 -1 -6

75 -2 6 17 7

75 -4 -6 2 -6

75 -4 5 12 9

75 -4 11 26 18

Highlights: Key opportunities

These are the questions with your 10 lowest scores. Consider your results relative to internal and external comparisons: Are your results higher than (+) or lower than (-) your manager’s unit as a whole or your business group? Are you leading or lagging the average of North American financial institutions (FIs) and the 75th percentile score across all industries (Leading companies)?

17

42

17

817

42

25

25

8 0

33

33

817

8

50

17

17

8 8

17

58

17

8 0

50

25

8 8 8

33

42

8 8 8

33

42

8 8 8

33

42

0 817

25

50

17

8 0

I am satisfied with my pay considering what I could get for similar work in other organizations I know about.

At BMO, we effectively address poor performance.

I am recognized for my work performance in ways that are important to me.

The better my performance, the better my rewards are likely to be.

I am satisfied with the kind of work I do.

My work gives me a feeling of personal accomplishment.

My job makes good use of my skills and abilities.

The different parts of BMO work well with each other in the interests of the company as a whole.

There is little wasted time and effort in my organization.

BMO has processes and procedures that allow our company to effectively meet customer needs.



Your teamagreement

Your manager’s

team FIsLeading

companiesP&C

Canada

10

Highlights: Turn your results into action

Communicate

Discuss your results, seek feedback on your insights

2

Take action

Create your plan, implement it and monitor the impact

3

Prepare

Understand your results and determine how to talk about them

1 Consider the key insights the people on your team are bringing to your attention

Determine which areas of focus will have the greatest influence on your team’s overall level of engagement

Prepare to present the results to your team with a focus on what you want them to know, do and feel

Discuss the dashboard, other summary slides and your insights with your team

Engage your team to identify key areas of focus. Encourage a two-way dialogue, ask open-ended questions, listen more than you speak, demonstrate that you value what others are saying

Seek agreement on priority actions

There are resources and tools to help you develop and implement a plan to act on your survey results at: http://bmopulse.bmogc.net/

With your team, develop your action plan. Include the date each step will be completed and how you will measure the impact

Visit the BMOPulse web site at http://bmopulse.bmogc.net/ for tools and information

Monitor progress, communicate frequently with your manager and your team, track results, course correct



BMOPulse 2013

Your detailed results

12

Legend

Categories where BMO scores are agreement of 70% or more

Length of bar = %pts above (+) or below (-) external comparators

BMOis aboveexternal comparators

BMOis belowexternal

comparators

Categories where BMO scores are agreement of less than 60%

Reward

My job

Customer

Innovation


Engagement

Inclusivity


Team effectiveness

Company effectiveness

Empowerment

Fairness

Recognition

Employee voice

Senior Leadership

Process effectiveness

14

-2

9

9

12

13

13

14

14

15

15

16

17

19

21

21

Your team compared toaverage of FI

Reward

My job

Innovation

Customer

Engagement

Fairness


Team effectiveness


Empowerment

Senior Leadership


Inclusivity

Recognition

Employee voice


5

-7

-1

2

6

7

7

7

8

9

10

10

11

11

13

13

Your team compared toleading companies

Detailed results: Competitive position

The following graphs show your team’s results as compared to external companies. For each category of questions in the survey, the negative and positive bars illustrate the gap to the competition, either leading (+) or lagging (-). The bar shade represents your score, high (70%+) is blue, neutral (60-69%) is white, low (< 60%) is grey. In some categories you may be above the FI average, but your scores are low because our industry struggles as a whole. For other categories, you may be below the leading companies, but your scores are high because this is an area where all companies do well.

13

Detailed results: Comparison to other managers – Employee Engagement Index (EEI)

This graph shows the overall distribution curve for the EEI scores for all managers at BMO. It highlights your EEI score as indicated by the red diamond. This tells you how your EEI score compares to the distribution of EEI scores for the other managers at BMO.

0123456789101112131415161718192021222324252627282930313233343536373839404142434445464748495051525354555657585960616263646566676869707172737475767778798081828384858687888990919293949596979899100

Distribution of Employee Engagement Index (EEI) scores

Your EEI score

Distribution of Employee Engagement Index (EEI) scores for all managers at BMO

14

= Agreement of 70% or more = Agreement of 60-69% = Agreement less than 60%

Engagement I feel proudI am motivated to

go above and beyond

I am satisfied with BMO

I would recommend BMO as a place to

work

I would recommend my company's

products/services

BMO Overall 78 79 78 80 74 80


92 92 92 92 92 92

P&C Canada 81 84 79 82 74 88

Bob Jones, RDF Client Servicing - Ontario and Atlantic Region

85 85 79 92 81 88

The following chart shows your team’s overall EEI score and the score for each of the five questions that makes up the EEI as compared to the results for BMO, your business group, your manager’s group, the level above your manager, and the teams that report to you. The scores are the percentage of agreement (where employees answered “agree” or “strongly agree” on the survey).

Detailed results: Comparison to other groups – Employee Engagement Index (EEI)

15


I have confidence in

the future

BMO's focus on the

customer motivates me

My career goals can be met at BMO

Survey will be used to make

change

I feel appreciated.

My job makes good use of

my skills

I am treated with respect

BMO communicates to employees

Amount of work expected

of me is reasonable

BMO Overall 81 73 71 64 72 79 87 75 68


92 92 83 91 92 75 92 92 83

P&C Canada 84 80 74 67 74 81 88 80 62


90 88 75 83 79 79 85 90 77

The following chart shows your team’s results for the key drivers of engagement as compared to those for BMO, your business group, your manager’s group, one level above your manager, and the teams that report to you. The scores are the percentage agreement (where employees answered “agree” or “strongly agree” on the survey).

Detailed results: Comparison to other groups – Key Drivers of employee engagement

16


CustomerBMO considers our

customers in all that we doBMO's focus on the

customer motivates meCustomer experience is a top

priority for team

BMO Overall 79 80 73 84

Abbas Abraham, RDF Client Services: After Sales & Admin, Ontario & Atlantic 92 92 92 92

P&C Canada 85 85 80 89

Bob Jones, RDF Client Servicing - Ontario and Atlantic Region 86 87 88 83

The following chart shows your team’s results for Customer overall and for each question that makes up this category as compared to those for BMO, your business group, your manager’s group, one level above your manager, and the teams that report to you. The scores are the percentage agreement (where employees answered “agree” or “strongly agree” on the survey).

Detailed results: Comparison to other groups – Customer

17


ProductivityCompany

effectivenessEmpowerment Innovation


Team effectiveness

BMO Overall 73 70 80 73 68 74


84 82 92 80 83 84

P&C Canada 77 76 84 77 70 78


82 81 88 84 76 81

The following chart shows your team’s results for Productivityoverall and for each group of questions that make up this category as compared to those for BMO, your business group, your manager’s group, one level above your manager, and the teams that report to you. The scores are the percentage agreement (where employees answered “agree” or “strongly agree” on the survey).

Detailed results: Comparison to other groups – Productivity

18



My manager

gives picture

how work

supports company

I trust my

manager

My manager

trusts and

respects me

My manager

helps improve

my performa

nce

My manager does a

good job

Senior Leaders

hip

I have confidence in the

future

I have confiden

ce in BMO's leaders

Their actions match what

they say

BMO is an

effectively

managed

BMO Overall 82 83 82 85 78 84 72 81 74 65 66


92 92 92 92 92 91 90 92 91 92 83

P&C Canada 85 87 84 86 81 85 75 84 75 69 71

Bob Jones, RDF Client Servicing - Ontario and Atlantic Region 79 83 77 79 77 77 87 90 89 85 85

The following chart shows your team’s results for Leadership overall (including Relationship with manager and Senior leadership) and the results for each question in those categories as compared to those for BMO, your business group, your manager’s group, one level above your manager, and the teams that report to you. The scores are the percentage agreement (where employees answered “agree” or “strongly agree” on the survey).

Detailed results: Comparison to other groups – Leadership

Relationship with manager Senior leadership

19


Employee voice

Fairness InclusivityOpportunities

to growRecognition Reward My job

Employee value proposition

BMO Overall 76 73 81 76 73 70 81 76


86 82 88 83 84 67 75 81

P&C Canada 77 73 82 79 75 77 83 78


79 78 78 73 74 71 78 76

The following chart shows your team’s results for Employee value propositionoverall and for each group of questions that make up this category as compared to those for BMO, your business group, your manager’s group, one level above your manager, and the teams that report to you. The scores are the percentage agreement (where employees answered “agree” or “strongly agree” on the survey).

Detailed results: Comparison to other groups – Employee value proposition

20

The following chart shows the total participation for your team – as a total count and as a percentage – as well as the participation for BMO, your business group, your manager’s team, the level above your manager, and the teams that report to you.

Detailed results:Comparison to other groups – Participation

= 70% or more = 60-69% = less than 60%

Response count Response rate (%)

Abbas Abraham, RDF Client Services: After Sales & Admin, Ontario & Atlantic 12 92

BMO Overall 38080 82

P&C Canada 11854 82

Bob Jones, RDF Client Servicing - Ontario and Atlantic Region 48 92

21

Engagement


2. BMO is making the changes necessary to compete effectively.

3. BMO has a sense of urgency in getting things done.

4. BMO is ethical in its business dealings.

8. At BMO, we effectively address poor performance.

15. BMO communicates to employees on matters that affect them.

13. I feel proud to work for BMO.

61. I am motivated to go beyond what is expected of me to help BMO be successful.

62. Overall, I am satisfied with BMO as a place to work.

63. I would recommend BMO as a place to work.

64. I would recommend my company's products/services to family/friends/others.

Your teamagreement

Your manager’s

team FIsLeading

companies

92 7 11 13 6

92 7 8 10 4

92 13 13 13 5

92 0 10 16 10

92 11 18 13 9

92 4 4 15 1

82 1 6 15 8

83 -2 10 4 11

75 1 3 7 -5

92 2 -1 11 3

67 0 5 28 15

92 2 12 27 17

41

50

206

50

42

8 00

58

33

00 8

33

58

00 8

33

58

00 8

33

58

00 8

43

38

17

20

42

33

25

00

42

42

17

00

58

33

8 00

42

25

25

8 0

33

58

8 00

*E.g. If agreement score is 54% and the chart shows you as +4 under Canada, this means that Canada’s agreement score was 50%


(+ you are higher; - you are lower)*Strongly disagree




Detailed results: Results for all questions

P&C Canada

22

Customer

Employee voice

18. Management where I work takes action on employees' ideas and opinions.

31. My manager listens to my ideas and opinions.

40. I am involved in decisions that affect my work.

42. I feel free to speak my mind without fear of negative consequences.

1. BMO considers our customers in all that we do.

12. BMO's focus on the customer motivates me.

23. I see evidence that the customer experience is a top priority for my team.

92 6 7 9 2

92 5 7 11 3

92 4 12

92 9 3 6 0

86 7 9 19 13

83 2 4 26 16

92 17 6 9 9

75 0 3 11 3

92 9 20 30 22

Empowerment

41. I have a clear idea of the results expected of me for my job.

43. I have the technology tools I need to do a quality job.

44. I have a clear understanding of how my work contributes to achieving a great customer experience.

45. I have received the training I need to do a quality job.

47. I have the authority I need to do my job.

92 4 8 15 9

92 2 1 7 3

92 11 21 18 10

92 -4 -3 3 1

92 4 11 27 14

92 5 9 21 16

42

50

503

42

50

8 00

42

50

8 00

42

50

00 8

50

35

6 4 4

33

50

8 0 8

58

33

00 8

50

25

17

8 0

58

33

0 8 0

50

42

0 8 0

58

33

0 8 0

48

43

0 8 0

50

42

0 8 0

33

58

0 8 0

50

42

0 8 0








Your teamagreement

Your manager’s

team FIsLeading

companiesP&C

Canada

23

Fairness

7. I am confident that if I report an inappropriate business practice or an ethical issue something will be done.11. I can report unethical behaviour or practices without fear of retaliation at my company.48. I can maintain a reasonable balance between my personal life and work life.

49. I feel secure in my job.

51. I am treated with respect and dignity.

52. I am satisfied with my pay considering what I could get for similar work in other organizations I know about.

58. The amount of work expected of me is reasonable.

82 4 9 16 7

92 4 7 24 14

75 0 -6 8 -5

92 7 19 19 16

83 2 9 16 7

92 7 4 12 6

83 6 21 16 10

58 6 13 16 4

Inclusivity

5. BMO treats employees fairly regardless of their age, family/marital status, gender, disability, race/colour, religion or sexual orientation.

21. My workgroup has a climate in which diverse perspectives are valued.25. I work in an environment that is free from harassment, discrimination, and retaliation.28. Where I work, there are efforts to promote diversity and inclusion (for example, recruiting, training, retention, etc.)

88 10 6 13 11

92 13 10 9 7

92 13 13 11 10

92 11 5 19 15

75 4 -5

Innovation

9. BMO seeks to develop and use new ideas, services, and operating methods.

22. Management where I work takes personal initiative to come up with new and better ways to get things done.50. I am encouraged to come up with new and better ways

of doing things.

80 -4 3 9 -1

75 -6 -1 9 -4

83 0 6

83 -5 4 8 3

42

40

8 3 6

42

50

8 00

50

25

25

00

17

42

17

817

58

33

0 8 0

33

50

8 0 8

33

50

0 8 8

58

33

00 8

52

35

606

58

33

8 00

50

42

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44

36

14

33

33

42

25

00

58

33

00 8

42

33

17

0 8

50

33

8 0 8

50

33

8 8 0








Your teamagreement

Your manager’s

team FIsLeading

companiesP&C

Canada

24

Senior leadership

10. I have confidence in the future of this company.

14. I have confidence in BMO's leaders (Bill Downe and the senior leadership team).

16. At BMO, senior leadership’s actions are consistent with what they say (they 'walk the talk').

17. BMO is an effectively managed, well-run organization.

90 3 15 21 10

91 2 16 30 14

92 7 23 25 20


33. My manager supports my professional development.

53. I have the opportunity to continually learn and grow.

54. Overall, I feel that my career goals can be met at BMO.

83 10 4 12 7

83 10 1 9 2

83 12 3 9 4

83 8 9 19 14


6. BMO has processes and procedures that allow our company to effectively meet customer needs.

20. Management does not micro-manage where I work.

24. Where I work, decisions get made without undue delay.

26. There is little wasted time and effort in my organization.

27. Where I work, people are willing to confront and solve problems (they don‘t ‘sweep them under the rug').

34. My manager works to remove obstacles that impede our work processes.

83 7 13 21 13

75 -4 5 12 9

83 9 24 25 9

92 13 20 30 25

75 -4 11 26 18

92 21 17 16 12

83 8 4 18 6

36

53

8 20

36

55

9 00

33

58

8 00

39

44

5 3 8

50

33

8 0 8

33

50

0 8 8

39

44

6 3 8

33

58

00 8

33

50

8 0 8

33

42

0 817

25

50

17

8 0

50

33

8 0 8

42

50

00 8

50

33

8 0 8




83 -2 12 13 325

58

8 8 0

92 2 8 14 350

42

8 00

Strongly disagree





Your teamagreement

Your manager’s

team FIsLeading

companiesP&C

Canada

25

Recognition

36. My manager recognizes me when I do a good job.

55. I feel appreciated.

56. I feel valued as an employee at BMO.

60. I am recognized for my work performance in ways that are important to me.

84 10 9 17 11

83 10 -2 7 2

92 13 18

92 17 21 27 19

67 -2 -2


30. My manager gives me a clear picture of how my work supports the direction of the company.

32. I trust my manager.

35. I feel that my manager trusts and respects me.

37. My manager helps me improve my performance.

38. Overall, my manager does a good job.

92 13 7 14 10

92 15 8 16 6

92 13 6 7 2

92 15 11 18 20

Reward

57. The better my performance, the better my rewards are likely to be.

67 -4 -10 14 5

91 14 6 12 7

40

44

4 4 8

42

42

8 0 8

42

50

00 8

42

50

00 8

33

33

817

8

66

25

00 8

67

25

00 8

67

25

00 8

67

25

00 8

73

18

00 9

50

17

17

8 8




92 9 5 18 1458

33

00 8

Strongly disagree





Your teamagreement

Your manager’s

team FIsLeading

companiesP&C

Canada

26



My job

39. I am satisfied with the kind of work I do.

46. My work gives me a feeling of personal accomplishment.

59. My job makes good use of my skills and abilities.

75 -3 -8 -2 -7

75 -6 -10 -7 -10

75 0 -8 -1 -6

75 -4 -6 2 -6

Team effectiveness

19. The different parts of BMO work well with each other in the interests of the company as a whole.

29. In my team we work together to get the job done.

84 3 6 14 7

75 -2 6 17 7

92 7 6 10 6

33

42

11

8 5

17

58

17

8 0

50

25

8 8 8

33

42

8 8 8

38

46

4 4 8

33

42

8 8 8

42

50

00 8


91 8 24 34 1927

64

00 965. The results of this survey will be used by management to make positive change.

Utilization

Strongly disagree





Your teamagreement

Your manager’s

team FIsLeading

companiesP&C

Canada

27

The following graph shows your team’s results for “intent to stay” as compared to those for BMO, your business group, your manager’s group, one level above your manager, and the teams that report to you. It reflects the percentage of employees who responded to each category. Please note, only those units with 35 respondents or more are displayed.

Detailed results: Intent to stay

BMO Overall 6 8 16 70

P&C Canada 6 8 15 70


3 19 11 68

Insufficient DataAbbas Abraham, RDF Client Services: After Sales & Admin, Ontario & Atlantic

How long do you expect to continue working for BMO? Up to 1 year 1 – 2 years 3 – 5 years 5+ years

BMO Employee Survey 2013

Documents

Transcript of BMO Employee Survey 2013