A session at the CBS Competitiveness Day 2015 - Human Capital Analytics Group has conducted a study on the use of employee engagement surveys in Danish companies. We interviewed representatives from the large Danish companies and major survey providers, and conducted a quantitative research on the use of employee engagement surveys in Denmark. This resulted in a Trend Spotting Report “Employee Engagement Surveys in Denmark”.

1. The use and usefulness of
employee engagement
surveys: myths and
realities
Copenhagen Business School 11.09.2015
Thomas Møller Jeppesen
HR Manager, Executive HR
“Inspire to the best value-
adding use of The LEGO
Groups HR core processes”

2. ©2014 The LEGO GroupPage 2
The LEGO Group at a glance
Why do we want everything to be
awesome
How we make The LEGO Group the best
place to work in the world
What are the key drives for highly
engaged LEGO employees
Employee Engagement

3. The LEGO Group at a glance
©2014 The LEGO GroupPage 3

4. Why do we want everything to be awesome
©2014 The LEGO GroupPage 4
Sustain core commercial and
operational momentum
Create the organization of the future
Expand global
presence
Become truly globalLeverage
digitalization
Part of our strategyPart of who we are

5. How we make
The LEGO Group
the best place to
work in the world
©2011 The LEGO GroupPage 5

6. How we make The LEGO Group the best place to work
in the world
©2014 The LEGO GroupPage 6
A yearly employee engagement survey
Quarterly
E-NPS surveys
HuddleUp
Employee Engagement Task Force
LEGO
Leadership

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LEGO
Leadership

8. Knowing your role
Dream it…
Do it… Involve in it…
• Set the scene and ensure
understanding of Pulse results
• Outline engagement actions
• Establish clear cadence for
engagement agenda (team dialogues,
peer sparring, visual follow-up on actions
etc) …
• Involve and empower for
“shared responsibility”
• Appreciate diversity and
difference in perspective
• Celebrate progress
• Create a compelling engagement vision
(WHY do we do this)
• Set clear direction for engagement agenda,
not as a pulse event or a numbers game,
rather an ongoing focus on what makes a
difference for your team
• Balance circle of influence / concern focus
LEAD
ENGAGE
MANAGE

9. Questions?
©2014 The LEGO GroupPage 9
Feel free to reach out,
either directly on
Thomas.jeppesen@lego.com
or on Linked