AIESEC in Sweden_Engagement report_15/16

AIESEC in SWEDEN, May 2016

Foreword AiS national NPS results Entity Engagement Analysis LC Engagement Analysis

Hey AIESEC!

Welcome to the Engagement Survey Report! Within this booklet you will find the processed data we’ve gathered from our membership, both for AIESEC in Sweden as a whole and for each entity in particular. The survey we released back in April was structured in a way that allowed us to systemize and categorize our members’ replies into specific groups and categories pertaining to the Local Engagement Plan elements and the members’ overall satisfaction. Our idea was to quantify as many of the answers as possible, so that we could process the big data collected in an objective way and get numeric indicators of what our members think about their overall experience thus far.

It was for this reason that a number of questions used the scale-based rating system taken from the Net Promoter Score method of analyzing customer or employee satisfaction. NPS classifies responses into three groups – Promoters, who rate the answer with a grade of 9 or 10; Neutrals, who give grades of 7 or 8; and Detractors, who give grades of 6 and below.

The goal is always to have as many Promoters as possible, since these are satisfied individuals, while Neutrals are not taken into account when calculating the NPS result. To get the final score, we deduct the total percentage of Detractors from the total percentage of Promoters. The score is then give on a scale from -100 to +100 and not in the form of percentiles, usually rounded to the nearest round number because interval numbers do not really have analytical value. In the case of this report, we rounded up the positive NPS values, while we purposefully left negative values as they are (even though it is uncommon to do so) as well as borderline values (ie, 15) so that the LCs could get a better grasp of their results. Commonly, any result that is above 0 is considered a good result. However, in AIESEC, since our “product movement” has relatively low volume, we generally tend to consider an NPS of above 50 favorable, while everything below requires improvement.

Based on the results and representative group percentages, we hope that we can develop action steps and strategies. For example, a low number of Promoters and Detractors might yield a low NPS result because there is a high number of Neutrals. The strategy in this case should be targeting the Neutrals and converting them into promoters, since the Detractors are negligible. In any case, the format of the replies leaves LCs the opportunity to do further analyses of their own, both internally in the LC and by cross-referencing the survey data.

For example, you might find you have a highly satisfied, highly productive team when you cross-reference Functions and NPS results – this means you can further investigate what this team is doing to find GCPs you can take to other teams. The later section of the report focuses on the Engagement report and includes recommendations for each LC. As a final note, keep in mind that the survey responses were extensive, so even though we’ve checked the values twice, mistakes are still possible – if you find any, please let us know so we can correct them.  We hope you find the enclosed data useful, Your MC 15/16 and 16/17

AIESEC in SWEDEN, May 2016

Number of Responses for AiS (91/161) Response Rate

Responses Per LC (percentage)

Responses Per LC (numeric) 12

4

Stockholm 12 11

14 20 7

13%

Uppsala Umea Jonkoping

11

5%

Gothernburg

SSE

13%

Gothernburg 12%

15%

Uppsala Umea Jonkoping

Linkoping Lund

Stockholm

22%

12% 8%

Linkoping

Lund SSE

AIESEC in SWEDEN

8

9%

TMP

22

24%

Numeric

Percentage

52

TLP 57%

LCVP LCP

9

10%

12

13%

23

7

25% 8%

Marketing ICX

Percentage

Numeric 17

TM

19%

17 15

OGX

19%

ER/BD Finance

16%

AIESEC in SWEDEN

AIESEC in SWEDEN

AIESEC in SWEDEN

AIESEC in SWEDEN

P: 50% N: 50% D: 0 P: 75% N: 25% D: 0 P: 80% N: 0 D: 20% P: 100% N: 0 D: 0 P: 33% N: 67% D: 0 P: 75% N: 25% D: 0

50

P: 50% N: 0 D: 50%

70

P: 0 N: 100% D: 0

60

P: 100% P: 75% N: 0 100 N: 25% D: 0 D: 0

100

P: 50% N: 50% D: 0

0

N/A

50

P: 100% P: 75% N: 0 100 N: 25% D: 0 D: 0

70

70

P: 100% P: 0 P: 100% N: 0 N: 50% N: 0 100 100 D: 0 D: 50% D: 0

-50

50

P: 100% P: 100% N: 0 100 N: 0 100 D: 0 D: 0

N/A

N/A

30

P: 0 P: 100% N: 0 -100 N: 0 100 D: 100% D: 0

70

P: 0 N: 100% D: 0

P: 100% P: 75% N: 0 100 N: 25% D: 0 D: 0 P: 0 N: 100% D: 0

0

P: 0 P: 50% N: 0 -100 N: 50% D: 100% D: 0

P: 100% P: 50% N: 0 100 N: 50% D: 0 D: 0

0

N/A

0 70

N/A

50

P: 25% N: 75% D: 0

20

N/A N/A

P: 100% N: 0 100 D: 0

P: 100% P: 0 N: 0 -100 N: 0 100 D: 0 D: 100%

P: 0 N: 100% D: 0

0

P: 50% N: 50% D: 0

P: 0 P: 100% N: 0 100 N: 100% D: 0 D: 0

P: 0 N: 100% D: 0

0

P: 0 N: 50% D: 0

50

0

N/A

0

P: 0 P: 100% N: 0 -100 N: 0 100 D: 100% D: 0

AIESEC in SWEDEN

RESPONSE RATE

LC NPS

POSITION BASED NPS

Our response rate of over 56% is above the global average rate of 30%. A third in responses is also the minimum of data collected needed to do a sound analysis. However, there are entities with response rates far higher, even ones close to a 100%.

Congratulations! We have no LCs with a negative NPS. Our highest score is an NPS of 70, our lowest an NPS at the tipping point of 0.

However, for some LCs, the number of responses wasn’t sound enough, so the result may not be 100% accurate in these cases.

It is natural that LCPs have rated their XPs with a 100.

Our TLs also have an extremely high score. Our TMP score is within the global average and could stand for improvement.

What is troublesome is our LCVP score of 50; even though favorable, the global average for VPs is higher than this.

NPS

The national NPS of AiS is 50, which is within the global average (30-50).

Around a third of our members fit within the Neutrals group, and many of them are Neutrals at tipping point (rated XP with an 8). We should target this group to increase %Promoters.

FUNCTIONAL NPS

In terms of functions, the highest rated areas are OGX, Marketing, and ER/BD with a score of 70. Other areas share a score of 30.

This indicates that there might be issues within the JDs themselves for these areas or the way the XPs in general are managed.

6% 23% Once/Month Twice/Month Thrice/Month

4%

Weekly Less than 1/m

67%

2%

The results are an average value for the whole entity. Specifics in attendance are different for each LC because of different LCM frequency.

9%

20% Once/Month Twice/Month 6%

Thrice/Month Weekly Less than 1/m 63%

Detractors

P: 28.6% N: 56.1% D: 15.4%

Neutrals

High number of Neutrals indicates that LCM content stands to be further improved. A survey could be made or a poll could be run to determine what kind of content our members want.

Promoters

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

P: 33% N: 46.2% D: 20.9%

Detractors

Neutrals

NPS: 10

High number of Neutrals and Detractors indicates that the delivery methods used are not viewed as favorable by our members. Try incorporating delivery based on VAK model and running a poll/survey to determine what is not satisfactory to the members.

Promoters

0.00%

NPS: 10

10.00%

20.00%

30.00%

40.00%

50.00%

6% 1%

22% Every week Biweekly Monthly Less than 1/m

A majority of our LCs have regular team meetings on a weekly basis. This indicates good continuity. Ensure meeting attendance is regularly tracked.

71%

P: 45.1% N: 41.8% D: 13.2%

Detractors

Neutrals

Promoters

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

NPS: 30

High number of Neutrals means that not all of our members can see the value of team meetings. However, there is also a high number of Promoters. Check if team meetings meet certain standards – such as an agenda prepared in advance.

Suggest doing team visits to check quality.

4% 23% 20% After every meeting Every couple of weeks Monthly Less than 1/m Never had one 19% 34%

A large percentage of our members have never had an “after-work� social event with their team, while a majority of them have such gatherings relatively rarely – less than once per month or once a month. The smallest percentage of our teams have regular after work social events with their teams. The overall results show us that there is a general lack of social engagement within teams.

11% 2% 2% Once/Month Twice/Month Thrice/Month

21%

Weekly 64%

2%

Never

Most LCs organize relatively frequent social activities; attendance, however, does not match the number of events organized, meaning that our members do not always attend the LC activities.

7%

7% Once/Month 47%

Twice/Month Thrice/Month Weekly Never

37%

12% 34% Never Occasionally Regularly

54%

A majority of our members does not have a mentor. This suggest mentorship implementation has not yet been successful. Additionally, most of our members only occasionally participate in extra activities. Such activities should be more strongly promoted and their benefits better explained.

19% 36% Yes No

No, but would like one

45%

Detractors

P: 9.9% N: 40.7% D: 49.5%

Neutrals

NPS: -40

A majority of our members finds that our LC’s local community engagement is inadequate. A negative NPS result of -40 highlights this fact.

Promoters

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

9% 21%

Never Occasionally Frequently Regularly 23%

47%

A majority of our members participates in such activities only occasionally. The number of members that participates in different local events as an AIESEC rep on a regular or frequent basis is still lower than the number of members that do not participate or participate rarely.

AIESEC in SWEDEN, May 2016

LCM FREQUENCY

TEAM MEETING FREQUENCY

1/Month – 0% 2/Month – 100% 3/Month – 0% 1/Week – 0% Less 1/M – 0%

1/Week – 92% 2/Month – 8% 1/Month – 0% Less 1/M – 0%

LCM ATTENDANCE

MEETING USEFULNESS

1/Month – 0% 2/Month – 100% 3/Month – 0% 1/Week – 0% Less than 1/M – 0%

LCM QUALITY P: 8% | N: 66% D: 26%

NPS: -18

LCM DELIVERY P: 17% | N: 50% D: 33%

NPS: -16

P: 42% | N: 33% D: 25%

NPS: 20

TEAM SOCIAL ACTIVITIES FREQUENCY Regularly – 8.3% Every couple/weeks – 8.3% 1/Month – 42% Less 1/M – 16% Never – 25%

SOCIAL ACTIVITY FREQUENCY Never – 17% 1/Month – 50% 2/Month – 25% 3/Month – 8% Weekly – 0%

SOCIAL ACTIVITY ATTENDANCE Never – 0% 1/Month – 75% 2/Month – 0% 3/Month – 0% Weekly – 25%

OTHER LC ACTIVITIES (ie. Dragon Den, FCC…)

Never – 17% Occasionally – 66% Regularly – 17%

ENGAGEMENT RATING P: 0% | N: 58% D: 42%

NPS: -42

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

Never – 33% Occasionally – 58% Frequently – 9% Regularly – 0%

EB ENCOURAGMENT & OPPORTUNITY PROMOTION Never – 8.5% Occasionally – 25% Rarely – 8.5% Regularly – 58%

TL PERFORMANCE RATING P: 58% | N: 17% D: 25%

NPS: 30

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

Few Opportunities – 25% Opportunities Regular – 75% Never had opp. – 0%

MENTORSHIP PROGRAMME (has mentor or not)

Y: 25% | N: 33% | Wants: 42%

More team synergy & collab More structure & organization in LC More transparency & communication More activities for LC as one team More social activities

LCM QUALITY & DELIVERY

TEAM MEETING FREQUENCY

 Check out Engagement Plan for LCM format  Check out NEC for LCM topics & ideas  Check additional resources for delivery method ideas

 Consider harmonizing frequency of all team meetings to 1/week

MEETING USEFULNESS  Check out Engagement Plan for suggested meeting structure & agenda  Ensure each meeting has premade agenda  Research cause of low team meeting NPS within the LC’s teams

TEAM SOCIAL  Consider holding regular (weekly) team social activities (ie, fika)  Consider initiating crossfunctional collab spaces/working times

SOCIAL ACTIVITY FREQUENCY  Consider increasing LC social activities to bi-weekly  Consider adding development opportunities to social activities (ie, leadership workshops or soft skill development in a fun setting)

MENTORSHIP PROGRAMME (has mentor or not)

 Collaborate to create/implement structured mentorship program in LC  Ensure members are receiving coaching/mentorship. Check & track Team Standard fulfillment -> Sub-standard: Evaluation & Coaching

ENGAGEMENT RATING

TL PERFORMANCE RATING

 Ensure LC members understand what is LC engagement with local community  Ensure LC members understand how they can participate in such activities  Check Engagement Plan for ideas on what the LC can do to further engage with the local community

 Investigate cause behind low NPS: why do members feel they are not receiving enough support and don’t have proper communication with their TL?  Check & track Team Standard fulfillment -> Sub-standard: Leadership Development Spaces  Check to see if leadership body requires more training in team management

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

 Ensure members are aware of opportunities to participate in activities regarding local community engagement  Ensure members understand the benefits of such activities  Ensure members are aware when such activities are taking place and what their purpose is in advance

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

 Ensure LC is using its communication channels to promote different development and leadership opportunities (ie, FB group, FB page, email list, LCM, etc)  Ensure TL’s are also promoting such opportunities to their team members

LCM FREQUENCY

TEAM MEETING FREQUENCY

1/Month – 0% 2/Month – 91% 3/Month – 0% 1/Week – 9% Less 1/M – 0%

1/Week – 36.5% 2/Month – 45.5% 1/Month – 18% Less 1/M – 0%

LCM ATTENDANCE

MEETING USEFULNESS

1/Month – 0% 2/Month – 91% 3/Month – 0% 1/Week – 9% Less than 1/M – 0%

LCM QUALITY P: 19% | N: 72% D: 9%

NPS: 10

LCM DELIVERY P: 27% | N: 55% D: 18%

NPS: 10

P: 55% | N: 36% D: 9%

NPS: 50

TEAM SOCIAL ACTIVITIES FREQUENCY Regularly – 9% Every couple/weeks – 28% 1/Month – 9% Less 1/M – 36% Never – 18%

SOCIAL ACTIVITY FREQUENCY Never – 0% 1/Month – 73% 2/Month – 27% 3/Month – 0% Weekly – 0%

SOCIAL ACTIVITY ATTENDANCE Never – 0% 1/Month – 73% 2/Month – 27% 3/Month – 0% Weekly – 0%

OTHER LC ACTIVITIES (ie. Dragon Den, FCC…)

Never – 0% Occasionally – 36% Regularly – 64%

ENGAGEMENT RATING P: 18% | N: 27% D: 55%

NPS: -40

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

Never – 9% Occasionally – 36.5% Frequently – 36.5% Regularly – 18%

EB ENCOURAGMENT & OPPORTUNITY PROMOTION Never – 0% Occasionally – 0% Rarely – 0% Regularly – 100%

TL PERFORMANCE RATING P: 54.5% | N: 45.5% D: 0%

NPS: 50

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

Few Opportunities – 27% Opportunities Regular – 73% Never had opp. – 0%

MENTORSHIP PROGRAMME (has mentor or not)

Y: 55% | N: 36% | Wants: 9%

More organized hanging out/social acitivities More non-work related activities

LC party or dinner LC party or dinner Cross-departmental collaboration

LCM QUALITY & DELIVERY

TEAM MEETING FREQUENCY

 Ensure all members know how often and when the LCM is  Have fixed time & day for LCMs (if not already)  Check out Engagement Plan for LCM format  Check out NEC for LCM topics & ideas  Check additional resources for delivery method ideas

 Ensure harmonizing frequency of all team meetings to 1/week  Teams should not have meetings only 1/month – their experience will lack consistency & continuity

MEETING USEFULNESS  Check out Engagement Plan for suggested meeting structure & agenda  Ensure each meeting has premade agenda  Research cause of low team meeting NPS within the LC’s teams

TEAM SOCIAL  Consider holding regular (weekly) team social activities (ie, fika)  At a minimum, teams should have some sort of social activity at least 1/month.  Consider initiating crossfunctional collab spaces/working times

SOCIAL ACTIVITY FREQUENCY  Consider increasing LC social activities to bi-weekly  Ensure such activities are promoted through LC comm channels and by TLs to teams so members are aware when they are happening

ENGAGEMENT RATING

TL PERFORMANCE RATING

 Ensure LC members understand what is LC engagement with local community  Ensure LC members understand how they can participate in such activities  Check Engagement Plan for ideas on what the LC can do to further engage with the local community

 Investigate cause behind low NPS: why do members feel they are not receiving enough support and don’t have proper communication with their TL?  Check & track Team Standard fulfillment -> Sub-standard: Leadership Development Spaces  Check to see if leadership body requires more training in team management

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

 Ensure members are aware of opportunities to participate in activities regarding local community engagement  Ensure members understand the benefits of such activities  Ensure members are aware when such activities are taking place and what their purpose is in advance

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

 Ensure LC is using its communication channels to promote different development and leadership opportunities (ie, FB group, FB page, email list, LCM, etc)  Ensure TL’s are also promoting such opportunities to their team members

LCM FREQUENCY

TEAM MEETING FREQUENCY

1/Month – 0% 2/Month – 90% 3/Month – 5% 1/Week – 5% Less 1/M – 0%

1/Week – 90% 2/Month – 10% 1/Month – 0% Less 1/M – 0%

LCM ATTENDANCE

MEETING USEFULNESS

1/Month – 10% 2/Month – 75% 3/Month – 5% 1/Week – 5% Less than 1/M – 5%

LCM QUALITY P: 30% | N: 60% D: 10%

NPS: 20

LCM DELIVERY P: 30% | N: 45% D: 25%

NPS: 5

P: 55% | N: 30% D: 15%

NPS: 40

TEAM SOCIAL ACTIVITIES FREQUENCY Regularly – 0% Every couple/weeks – 35% 1/Month – 15% Less 1/M – 45% Never – 5%

SOCIAL ACTIVITY FREQUENCY Never – 0% 1/Month – 10% 2/Month – 10% 3/Month – 75% Weekly – 5%

SOCIAL ACTIVITY ATTENDANCE Never – 5% 1/Month – 45% 2/Month – 50% 3/Month – 0% Weekly – 0%

OTHER LC ACTIVITIES (ie. Dragon Den, FCC…)

Never – 10% Occasionally – 65% Regularly – 25%

ENGAGEMENT RATING P: 5% | N: 60% D: 35%

NPS: -30

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

Never – 5% Occasionally – 55% Frequently – 20% Regularly – 20%

EB ENCOURAGMENT & OPPORTUNITY PROMOTION Never – 5% Occasionally – 30% Rarely – 5% Regularly – 60%

TL PERFORMANCE RATING P: 70% | N: 20% D: 10%

NPS: 60

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

Few Opportunities – 55% Opportunities Regular – 45% Never had opp. – 0%

MENTORSHIP PROGRAMME (has mentor or not)

Y: 35% | N: 55% | Wants: 10%

Less pressure in LC environment More workshops/trainings with externals & professionals More development opportunities More social events & gatherings More common working time & a working space

LCM QUALITY & DELIVERY

TEAM MEETING FREQUENCY

 Ensure all members know how often and when the LCM is  Have fixed time & day for LCMs (if not already)  Check out Engagement Plan for LCM format  Check out NEC for LCM topics & ideas  Check additional resources for delivery method ideas  Consider increasing frequency of LCMs to weekly

 Ensure harmonizing frequency of all team meetings to 1/week

MEETING USEFULNESS  Check out Engagement Plan for suggested meeting structure & agenda  Ensure each meeting has premade agenda  Research cause of low team meeting NPS within the LC’s teams

TEAM SOCIAL  Consider holding regular (weekly) team social activities (ie, fika)  At a minimum, teams should have some sort of social activity at least 1/month.  Consider initiating crossfunctional collab spaces/working times

SOCIAL ACTIVITY FREQUENCY  Consider increasing LC social activities to bi-weekly  Ensure such activities are promoted through LC comm channels and by TLs to teams so members are aware when they are happening

OTHER LC ACTIVITIES

(ie. Dragon Den, FCC…)  Ensure members are aware of these activities, their purpose, and benefits for the LC

MENTORSHIP PROGRAMME (has mentor or not)

 Collaborate to create/implement structured mentorship program in LC  Ensure members are receiving coaching/mentorship. Check & track Team Standard fulfillment -> Sub-standard: Evaluation & Coaching

ENGAGEMENT RATING  Ensure LC members understand what is LC engagement with local community  Ensure LC members understand how they can participate in such activities  Check Engagement Plan for ideas on what the LC can do to further engage with the local community

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

 Ensure members are aware of opportunities to participate in activities regarding local community engagement  Ensure members understand the benefits of such activities  Ensure members are aware when such activities are taking place and what their purpose is in advance

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

 Ensure LC is using its communication channels to promote different development and leadership opportunities (ie, FB group, FB page, email list, LCM, etc)  Ensure TL’s are also promoting such opportunities to their team members

LCM FREQUENCY

TEAM MEETING FREQUENCY

1/Month – 0% 2/Month – 29% 3/Month – 14% 1/Week – 57% Less 1/M – 0%

1/Week – 71% 2/Month – 0% 1/Month – 14.5% Less 1/M – 14.5%

LCM ATTENDANCE

MEETING USEFULNESS

1/Month – 0% 2/Month – 29% 3/Month – 14% 1/Week – 57% Less than 1/M – 0%

LCM QUALITY P: 29% | N: 57% D: 14%

NPS: 10

LCM DELIVERY

P: 29% | N: 57% D: 14%

NPS: 10

TEAM SOCIAL ACTIVITIES FREQUENCY Regularly – 14% Every couple/weeks – 29% 1/Month – 29% Less 1/M – 14% Never – 14%

SOCIAL ACTIVITY FREQUENCY

ENGAGEMENT RATING P: 0% | N: 57% D: 43%

Never – 14.5% 1/Month – 71% 2/Month – 14.5% 3/Month – 0% Weekly – 0%

NPS: -43

PARTICIPATION IN COMMUNITY EVENTS

SOCIAL ACTIVITY ATTENDANCE

(on-campus/uni as @ rep)

Never – 0% Occasionally – 29% Frequently – 42% Regularly – 29%

Never – 14.5% 1/Month – 71% 2/Month – 14.5% 3/Month – 0% Weekly – 0%

OTHER LC ACTIVITIES (ie. Dragon Den, FCC…)

EB ENCOURAGMENT & OPPORTUNITY PROMOTION Never – 0% Occasionally – 43% Rarely – 0% Regularly – 57%

TL PERFORMANCE RATING P: 43% | N: 43% D: 14%

NPS: 30

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

Few Opportunities – 14% Opportunities Regular – 86% Never had opp. – 0%

Never – 0% Occasionally – 29% Regularly – 71%

MENTORSHIP PROGRAMME

P: 43% | N: 43% D: 14%

(has mentor or not)

NPS: 30

Y: 29% | N: 71% | Wants: 0%

events More social eventsMore & activities More social events & activities

Better structured meetings

More dinners

Coffee

LCM QUALITY & DELIVERY

TEAM MEETING FREQUENCY

 Ensure all members know how often and when the LCM is  Have fixed time & day for LCMs (if not already)  Check out Engagement Plan for LCM format  Check out NEC for LCM topics & ideas  Check additional resources for delivery method ideas  Consider increasing frequency of LCMs to weekly  Attendance not an issue, but varying replies to frequency is

 Ensure harmonizing frequency of all team meetings to 1/week  Teams should not have meetings only 1/month – their experience will lack consistency & continuity

MEETING USEFULNESS  Check out Engagement Plan for suggested meeting structure & agenda  Ensure each meeting has premade agenda  Research cause of low team meeting NPS within the LC’s teams

TEAM SOCIAL  Consider holding regular (weekly) team social activities (ie, fika)  At a minimum, teams should have some sort of social activity at least 1/month.  Consider initiating crossfunctional collab spaces/working times

SOCIAL ACTIVITY FREQUENCY  Consider increasing LC social activities to bi-weekly  Ensure such activities are promoted through LC comm channels and by TLs to teams so members are aware when they are happening

MENTORSHIP PROGRAMME (has mentor or not)

 Collaborate to create/implement structured mentorship program in LC  Ensure members are receiving coaching/mentorship. Check & track Team Standard fulfillment -> Sub-standard: Evaluation & Coaching

ENGAGEMENT RATING  Ensure LC members understand what is LC engagement with local community  Ensure LC members understand how they can participate in such activities  Check Engagement Plan for ideas on what the LC can do to further engage with the local community

EB ENCOURAGMENT & OPPORTUNITY PROMOTION  Ensure all communication channels EB2LC are being utilized (ie, LCMs, newsletters, development spaces, working time, etc)  Ensure all members have personal development plans and talks

TL PERFORMANCE RATING  Investigate cause behind low NPS: why do members feel they are not receiving enough support and don’t have proper communication with their TL?  Check & track Team Standard fulfillment -> Sub-standard: Leadership Development Spaces  Check to see if leadership body requires more training in team management

LCM FREQUENCY

TEAM MEETING FREQUENCY

1/Month – 0% 2/Month – 100% 3/Month – 0% 1/Week – 0% Less 1/M – 0%

1/Week – 55% 2/Month – 27% 1/Month – 18% Less 1/M – 0%

LCM ATTENDANCE

MEETING USEFULNESS

1/Month – 9% 2/Month – 82% 3/Month – 0% 1/Week – 0% Less than 1/M – 9%

LCM QUALITY P: 37% | N: 45% D: 18%

NPS: 20

LCM DELIVERY P: 27% | N: 55% D: 18%

NPS: 10

P: 36% | N: 55% D: 9%

NPS: 30

TEAM SOCIAL ACTIVITIES FREQUENCY Regularly – 9% Every couple/weeks – 9% 1/Month – 18% Less 1/M – 55% Never – 9%

SOCIAL ACTIVITY FREQUENCY Never – 0% 1/Month – 45% 2/Month – 55% 3/Month – 0% Weekly – 0%

SOCIAL ACTIVITY ATTENDANCE Never – 9% 1/Month – 55% 2/Month – 36% 3/Month – 0% Weekly – 0%

OTHER LC ACTIVITIES (ie. Dragon Den, FCC…)

Never – 9% Occasionally – 73% Regularly – 18%

ENGAGEMENT RATING P: 18% | N: 9% D: 73%

NPS: -55

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

Never – 0% Occasionally – 64% Frequently – 18% Regularly – 18%

EB ENCOURAGMENT & OPPORTUNITY PROMOTION Never – 9% Occasionally – 36% Rarely – 9% Regularly – 46%

TL PERFORMANCE RATING P: 46% | N: 36% D: 27%

NPS: 20

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

Few Opportunities – 18% Opportunities Regular – 64% Never had opp. – 18%

MENTORSHIP PROGRAMME (has mentor or not)

Y: 9% | N: 64% | Wants: 27%

More inter-departmental & cross-team collaboration and More social events & activities socials Transparency & communication

LCM QUALITY & DELIVERY

TEAM MEETING FREQUENCY

 Check out Engagement Plan for LCM format  Check out NEC for LCM topics & ideas  Check additional resources for delivery method ideas  Consider increasing frequency of LCMs to weekly

 Ensure harmonizing frequency of all team meetings to 1/week  Teams should not have meetings only 1/month – their experience will lack consistency & continuity

MEETING USEFULNESS  Check out Engagement Plan for suggested meeting structure & agenda  Ensure each meeting has premade agenda  Research cause of low team meeting NPS within the LC’s teams

TEAM SOCIAL  Consider holding regular (weekly) team social activities (ie, fika)  At a minimum, teams should have some sort of social activity at least 1/month.  Consider initiating crossfunctional collab spaces/working times

SOCIAL ACTIVITY FREQUENCY  Consider increasing LC social activities to bi-weekly  Ensure such activities are promoted through LC comm channels and by TLs to teams so members are aware when they are happening

OTHER LC ACTIVITIES

(ie. Dragon Den, FCC…)  Ensure members are aware of these activities, their purpose, and benefits for the LC

MENTORSHIP PROGRAMME (has mentor or not)

 Collaborate to create/implement structured mentorship program in LC  Ensure members are receiving coaching/mentorship. Check & track Team Standard fulfillment -> Sub-standard: Evaluation & Coaching

ENGAGEMENT RATING  Ensure LC members understand what is LC engagement with local community  Ensure LC members understand how they can participate in such activities  Check Engagement Plan for ideas on what the LC can do to further engage with the local community

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

 Ensure members are aware of opportunities to participate in activities regarding local community engagement  Ensure members understand the benefits of such activities  Ensure members are aware when such activities are taking place and what their purpose is in advance

EB ENCOURAGMENT & OPPORTUNITY PROMOTION  Ensure all communication channels EB2LC are being utilized (ie, LCMs, newsletters, development spaces, working time, etc)  Ensure all members have personal development plans and talks

TL PERFORMANCE RATING  Investigate cause behind low NPS: why do members feel they are not receiving enough support and don’t have proper communication with their TL?  Check & track Team Standard fulfillment -> Sub-standard: Leadership Development Spaces  Check to see if leadership body requires more training in team management

LCM FREQUENCY

TEAM MEETING FREQUENCY

1/Month – 36% 2/Month – 64% 3/Month – 0% 1/Week – 0% Less 1/M – 0%

1/Week – 64% 2/Month – 36% 1/Month – 0% Less 1/M – 0%

LCM ATTENDANCE

MEETING USEFULNESS

1/Month – 43% 2/Month – 57% 3/Month – 0% 1/Week – 0% Less than 1/M – 0%

LCM QUALITY P: 36% | N: 43% D: 21%

NPS: 15

LCM DELIVERY P: 50% | N: 43% D: 7%

NPS: 40

P: 57% | N: 36% D: 7%

NPS: 50

TEAM SOCIAL ACTIVITIES FREQUENCY Regularly – 0% Every couple/weeks – 21% 1/Month – 0% Less 1/M – 29% Never – 50%

SOCIAL ACTIVITY FREQUENCY Never – 0% 1/Month – 72% 2/Month – 7% 3/Month – 14% Weekly – 7%

SOCIAL ACTIVITY ATTENDANCE Never – 9% 1/Month – 72% 2/Month – 0% 3/Month – 14% Weekly – 14%

ENGAGEMENT RATING P: 21% | N: 43% D: 36%

NPS: -15

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

Never – 14.3% Occasionally – 21.5% Frequently – 7.2% Regularly – 57%

OTHER LC ACTIVITIES (ie. Dragon Den, FCC…)

Never – 7% Occasionally – 36% Regularly – 57%

EB ENCOURAGMENT & OPPORTUNITY PROMOTION Never – 0% Occasionally – 43% Rarely – 0% Regularly – 57%

TL PERFORMANCE RATING P: 43% | N: 43% D: 14%

NPS: 30

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

Few Opportunities – 36% Opportunities Regular – 64% Never had opp. – 0%

MENTORSHIP PROGRAMME (has mentor or not)

Y: 35.5% | N: 35.5% | Wants: 29%

After-work activities More social events & activities More common working time and inter-team interaction

More informal events

LCM QUALITY & DELIVERY

TEAM MEETING FREQUENCY

 Ensure all members know how often and when the LCM is  Have fixed time & day for LCMs (if not already)  Check out Engagement Plan for LCM format  Check out NEC for LCM topics & ideas  Check additional resources for delivery method ideas  Consider increasing frequency of LCMs to weekly  Attendance not an issue, but varying replies to frequency is

 Ensure harmonizing frequency of all team meetings to 1/week  Teams should not have meetings only 1/month – their experience will lack consistency & continuity

MEETING USEFULNESS  Check out Engagement Plan for suggested meeting structure & agenda  Ensure each meeting has premade agenda

TEAM SOCIAL  Consider holding regular (weekly) team social activities (ie, fika)  At a minimum, teams should have some sort of social activity at least 1/month.  Consider initiating crossfunctional collab spaces/working times  50% of responses stated they never had after-team social.

Structure social events for teams.

SOCIAL ACTIVITY FREQUENCY  Consider increasing LC social activities to bi-weekly  Ensure such activities are promoted through LC comm channels and by TLs to teams so members are aware when they are happening

OTHER LC ACTIVITIES

(ie. Dragon Den, FCC…)  Ensure members are aware of these activities, their purpose, and benefits for the LC

MENTORSHIP PROGRAMME (has mentor or not)

 Collaborate to create/implement structured mentorship program in LC  Ensure members are receiving coaching/mentorship. Check & track Team Standard fulfillment -> Sub-standard: Evaluation & Coaching

ENGAGEMENT RATING  Ensure LC members understand what is LC engagement with local community  Ensure LC members understand how they can participate in such activities  Check Engagement Plan for ideas on what the LC can do to further engage with the local community

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

 Ensure members are aware of opportunities to participate in activities regarding local community engagement  Ensure members understand the benefits of such activities  Ensure members are aware when such activities are taking place and what their purpose is in advance

EB ENCOURAGMENT & OPPORTUNITY PROMOTION  Ensure all communication channels EB2LC are being utilized (ie, LCMs, newsletters, development spaces, working time, etc)  Ensure all members have personal development plans and talks

TL PERFORMANCE RATING  Investigate cause behind low NPS: why do members feel they are not receiving enough support and don’t have proper communication with their TL?  Check & track Team Standard fulfillment -> Sub-standard: Leadership Development Spaces  Check to see if leadership body requires more training in team management

LCM FREQUENCY

TEAM MEETING FREQUENCY

1/Month – 0% 2/Month – 0% 3/Month – 0% 1/Week – 100% Less 1/M – 0%

1/Week – 75% 2/Month – 25% 1/Month – 0% Less 1/M – 0%

LCM ATTENDANCE

MEETING USEFULNESS

1/Month – 0% 2/Month – 0% 3/Month – 25% 1/Week – 75% Less than 1/M – 0%

LCM QUALITY P: 33% | N: 50% D: 17%

NPS: 20

LCM DELIVERY P: 33% | N: 50% D: 17%

NPS: 20

P: 25% | N: 58% D: 17%

NPS: 10

TEAM SOCIAL ACTIVITIES FREQUENCY Regularly – 0% Every couple/weeks – 8% 1/Month – 33% Less 1/M – 42% Never – 17%

SOCIAL ACTIVITY FREQUENCY Never – 0% 1/Month – 50% 2/Month – 50% 3/Month – 0% Weekly – 0%

SOCIAL ACTIVITY ATTENDANCE Never – 0% 1/Month – 92% 2/Month – 8% 3/Month – 0% Weekly – 0%

OTHER LC ACTIVITIES (ie. Dragon Den, FCC…)

Never – 8% Occasionally – 75% Regularly – 17%

ENGAGEMENT RATING P: 0% | N: 33% D: 67%

NPS: -67

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

Never – 0% Occasionally – 50% Frequently – 8% Regularly – 42%

EB ENCOURAGMENT & OPPORTUNITY PROMOTION Never – 0% Occasionally – 17% Rarely – 0% Regularly – 83%

TL PERFORMANCE RATING P: 42% | N: 33% D: 25%

NPS: 20

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

Few Opportunities – 42% Opportunities Regular – 50% Never had opp. – 8%

MENTORSHIP PROGRAMME (has mentor or not)

Y: 67% | N: 25% | Wants: 8%

More cross-functional communication More team bonding activities Inviting more professionals More non-AIESEC social activities More workshops and local development opportunities

LCM QUALITY & DELIVERY

TEAM MEETING FREQUENCY

 Check out Engagement Plan for LCM format  Check out NEC for LCM topics & ideas  Check additional resources for delivery method ideas

 Consider harmonizing frequency of all team meetings to 1/week

MEETING USEFULNESS  Check out Engagement Plan for suggested meeting structure & agenda  Ensure each meeting has premade agenda  Research cause of low team meeting NPS within the LC’s teams

TEAM SOCIAL  Consider holding regular (weekly) team social activities (ie, fika)  Consider initiating crossfunctional collab spaces/working times

SOCIAL ACTIVITY FREQUENCY  Consider increasing LC social activities to bi-weekly  Consider adding development opportunities to social activities (ie, leadership workshops or soft skill development in a fun setting)

ENGAGEMENT RATING

TL PERFORMANCE RATING

 Ensure LC members understand what is LC engagement with local community  Ensure LC members understand how they can participate in such activities  Check Engagement Plan for ideas on what the LC can do to further engage with the local community

 Investigate cause behind low NPS: why do members feel they are not receiving enough support and don’t have proper communication with their TL?  Check & track Team Standard fulfillment -> Sub-standard: Leadership Development Spaces  Check to see if leadership body requires more training in team management

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

 Ensure LC is using its communication channels to promote different development and leadership opportunities (ie, FB group, FB page, email list, LCM, etc)  Ensure TL’s are also promoting such opportunities to their team members

LCM FREQUENCY

TEAM MEETING FREQUENCY

1/Month – 0% 2/Month – 0% 3/Month – 25% 1/Week – 75% Less 1/M – 0%

1/Week – 75% 2/Month – 25% 1/Month – 0% Less 1/M – 0%

LCM ATTENDANCE

MEETING USEFULNESS

1/Month – 0% 2/Month – 25% 3/Month – 25% 1/Week – 50% Less than 1/M – 0%

LCM QUALITY P: 50% | N: 50% D: 0%

NPS: 50

LCM DELIVERY P: 50% | N: 0% D: 50%

NPS: 0

P: 50% | N: 50% D: 0%

NPS: 50

TEAM SOCIAL ACTIVITIES FREQUENCY Regularly – 0% Every couple/weeks – 0% 1/Month – 0% Less 1/M – 0% Never – 100%

SOCIAL ACTIVITY FREQUENCY Never – 75% 1/Month – 25% 2/Month – 0% 3/Month – 0% Weekly – 0%

SOCIAL ACTIVITY ATTENDANCE Never – 100% 1/Month – 0% 2/Month – 0% 3/Month – 0% Weekly – 0%

OTHER LC ACTIVITIES (ie. Dragon Den, FCC…)

Never – 75% Occasionally – 0% Regularly – 25%

ENGAGEMENT RATING P: 25% | N: 0% D: 75%

NPS: -50

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

Never – 0% Occasionally – 75% Frequently – 25% Regularly – 0%

EB ENCOURAGMENT & OPPORTUNITY PROMOTION Never – 0% Occasionally – 50% Rarely – 0% Regularly – 50%

TL PERFORMANCE RATING P: 50% | N: 50% D: 0%

NPS: 50

DEVELOPMENT OPPORTUNITY FREQUENCY (conferences, NSTs, TL positions)

Few Opportunities – 0% Opportunities Regular – 75% Never had opp. – 25%

MENTORSHIP PROGRAMME (has mentor or not)

Y: 25% | N: 50% | Wants: 25%

Start organizing social activities Meetings should be held weekly VPs should check with team members regularly Work on LC culture & team spirit

LCM QUALITY & DELIVERY

TEAM MEETING FREQUENCY

 Ensure all members know how often and when the LCM is  Have fixed time & day for LCMs (if not already)  Check out Engagement Plan for LCM format  Check out NEC for LCM topics & ideas  Check additional resources for delivery method ideas  Consider increasing frequency of LCMs to weekly  Attendance not an issue, but varying replies to frequency is

 Ensure harmonizing frequency of all team meetings to 1/week  Teams should not have meetings only 1/month – their experience will lack consistency & continuity

MEETING USEFULNESS  Check out Engagement Plan for suggested meeting structure & agenda  Ensure each meeting has premade agenda

TEAM SOCIAL  Consider holding regular (weekly) team social activities (ie, fika)  At a minimum, teams should have some sort of social activity at least 1/month.  Consider initiating crossfunctional collab spaces/working times  100% of responses stated they never had after-team social.

Structure social events for teams.

SOCIAL ACTIVITY FREQUENCY  Consider increasing LC social activities to bi-weekly  Ensure such activities are promoted through LC comm channels and by TLs to teams so members are aware when they are happening

OTHER LC ACTIVITIES

(ie. Dragon Den, FCC…)  Ensure members are aware of these activities, their purpose, and benefits for the LC

MENTORSHIP PROGRAMME (has mentor or not)

 Collaborate to create/implement structured mentorship program in LC  Ensure members are receiving coaching/mentorship. Check & track Team Standard fulfillment -> Sub-standard: Evaluation & Coaching

ENGAGEMENT RATING  Ensure LC members understand what is LC engagement with local community  Ensure LC members understand how they can participate in such activities  Check Engagement Plan for ideas on what the LC can do to further engage with the local community

PARTICIPATION IN COMMUNITY EVENTS (on-campus/uni as @ rep)

 Ensure members are aware of opportunities to participate in activities regarding local community engagement  Ensure members understand the benefits of such activities  Ensure members are aware when such activities are taking place and what their purpose is in advance

EB ENCOURAGMENT & OPPORTUNITY PROMOTION  Ensure all communication channels EB2LC are being utilized (ie, LCMs, newsletters, development spaces, working time, etc)  Ensure all members have personal development plans and talks

TL PERFORMANCE RATING  Investigate cause behind low NPS: why do members feel they are not receiving enough support and don’t have proper communication with their TL?  Check & track Team Standard fulfillment -> Sub-standard: Leadership Development Spaces  Check to see if leadership body requires more training in team management

AIESEC in SWEDEN, May 2016