8 Appendix 1

8.1 Survey Contents

Coworker Support

  1. I know I can depend on the other members of my work group.

  2. The coworkers in my work group consistently go the extra mile to help each other.

  3. The coworkers in my work group have the necessary training to complete the complex tasks of their jobs.

  4. The workload is distributed fairly across the members of my work group.

Confidence in Direction

  1. I believe the company is making meaningful changes that will result in a better customer experience.

  2. I agree with the direction we are headed as a company.

  3. The organization is making the changes necessary to compete effectively.

  4. Leadership in this organization has the ability to deal effectively with the challenges we face.

Manager Feedback

  1. My supervisor ensures that I know what is expected of me at work.

  2. I regularly receive constructive feedback on my job performance from my supervisor.

  3. My supervisor seems comfortable when giving constructive feedback on my performance.

  4. The feedback that I receive from my supervisor is useful to improving my performance.

General Engagement Indicator

  1. I am willing to go above and beyond in my job to help this company be successful.

  2. I have fun at work.

  3. I recommend this organization as a great place to work.

  4. I am proud of the products and services we deliver to our customers.

Intent to Stay

  1. What is the likelihood that you will leave your current job within the next 12 months because it is not a good enough place to work?

Support for Feedback (Managers Only)

  1. I am confident in my ability to correct performance issues with any of my direct reports.

  2. The resources I am provided by this organization enable me to effectively manage the performance of my team.

  3. In the past year, I have received guidance on how to effectively run a performance review meeting.

  4. I feel effectively supported by the organization in my efforts to address the individual development needs of each of my current direct reports.

Alignment of Priorities

  1. The priorities of my work group are aligned with those of other work groups in this organization.

  2. I am aware of how the priorities in my business unit contribute to the success of the organization

  3. Business unit objectives are clearly communicated throughout the organization.

  4. My supervisor helps to resolve any conflicting priorities on projects with other business units.

Development Opportunities

  1. I have the opportunity to do what I do best every day.

  2. Professional growth and career development opportunities are available to me in this organization.

  3. The organization is making investments to build my technical knowledge and expertise.

  4. This last year, I had multiple work experiences that required me to learn and grow.

Work-Family Balance

  1. I am satisfied with the balance between my work life and my personal/family life.

8.2 Survey Respondents

The survey had 1193 total respondents

Respondents by Department (number of respondents and percentage of total respondents):

Finance = 90 (7.5%)

HR = 132 (11.1%)

Sales = 288 (24.1%)

IT = 120 (10.1%)

Operations = 563 (47.2%)

Gender:

66% of respondents were male, 34% female

Managers:

23% of respondents were managers

Tenure:

The median tenure for respondents was between 7 and 10 years with Thrive.

Location:

ASPAC = 173 14.50%

New York = 324 27.16%

Los Angelos = 294 24.64%

EMEA = 192 16.09%

LATAM = 198 16.60%

NA = 12 1.01%

8.3 Operations Respondents:

563 (47.2%) of respondents work in Operations. The following is a breakdown of the demographics of Operations respondents:

  • 395 (70%) are male and 167 (30%) are female, there was one NA.

  • 428 (76%) are independent contributors while 132 (23%) are managers, 3 NAs.

  • Median tenure is between 7-10 years, 31.6% of respondents fall within this range. The second-largest group being 1-3 years (22%).

  • 173 (30%) Operations respondents work in the ASPAC office (note: all respondents from ASPAC are in Operations), 162 (28.8%) in NY, 132 (23.4%) in LA, 54 (9.6%) in LATAM, and 30 (5.3%) in EMEA; 12 NAs.

8.4 Sales Respondents:

288 (24.1%) of respondents work in Sales. The following is a breakdown of the demographics of Sales respondents:

  • 174 (60%) are male and 114 (40%) are female.

  • 222 (77%) are independent contributors while 66 (23%) are managers.

  • Median tenure is between 7-10 years, 33.3% of respondents fall within this range. The second-largest group being 4-6 years (23%).

  • 90 (31.2%) Operations respondents work in the EMEA office, 78 (27.1%) in LATAM, 66 (22.9%) in LA, and 54 (18.8%) in NY; none work in ASPAC.