04/10/2023 Confidential Information of Quake LLC 1

the future is performance-enhancing social hr

P. Quake Pletcher19 February 2013

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Do you have any leaks in your people investments?

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Change is not Decelerating!

‘They’re not yours anymore’– By 2020, your workforce will be 50% contingent workers

‘The brain drain train is gaining speed’– Boomers are retiring @ 10,000 per month

‘Virtual teams up, risky business follows’– Up to 70% of virtual teams fail to meet expectations

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peeqMe Accelerates Adaptation

Social HR

Anyone, Anywher

e, Anytime

How not What

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2013 Top PrioritiesBusiness Leaders

Human Resources

Leadership Development

Employee Development

Employee Engagement

People and Talent Management

Improve Team Performance

56%

51%

51%

44%

47%

46%

55%

36%

Source: McLean and Company

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Priorities x Effectiveness

Source: McLean and Company

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peeqMe for Now and the Future

HR Respondents (Business Relative Rank) In Planning Growth Areas peeqMe Solution

High Potential Employee Program (2) 38% 97% Coach Upward

Stay interview (7) 24% 138% Engage/Retain Support

Social recognition/ Collaboration tools (5)

24% 90% Improve Team Chemistry/Performance

Planning for Boomer Retirement (6) 22% 94% Knowledge Transfer

Engaging Gen Y (3) 23% 80% Open, Connected, Mobile Feedback

Talent Mobility (1) 25% 59% Effective Assignment, Parachuting

Managing Diversity (4) 21% 40% Promote Innovation, Avoid Storms

Source: McLean and Company

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Fast Facts and FiguresA

Bett

er W

ayEmployee Engagement:

Up to 70% of employees are disengaged from their jobDaily strength focused employees are 6x more likely to be engaged in their jobs

Team Performance:Up to 70% of teams are fail to meet expectations

High performing teams are marked by a 6:1 positive to negative feedback ratio

Developmental Feedback:Most business processes collect feedback annually from 2-3 sources

Reliable feedback should have at least 10 sources

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peeqMe Mobile App

Innate Intention

Users have access through the peeqMe mobile app

peeqMe focuses on the natural preferences/strengths for individuals

Users can give and get input at the point of experience for review later with mentors or managers.

peeqMe permits users to upload corporate behaviors/competencies, and values.

Corporations do an excellent job of capturing “What” people did, but struggle to capture “How” employees accomplish their work objectives.

peeqMe allows users to identify behaviors and values they intend to display.

peeqMe provides a simple profile based on the most popular assessments

Over $2B per year is spent on leadership, behavior, and personality assessments

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Development: Leaders and Employees1. High Potentials• Coach UpwardFresh, frequent feedback

2. Boomer Retirement• Transfer KnowledgeFacilitate mentoring relationships

3. Talent Mobility• Assign to Projects EffectivelyFollow-me mobile app, flows with talent

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Engagement: Employees and Teams1. Social Recognition/Collaboration• Better Team, No SilosTeammates ‘catch each other doing good’, use talent smarter

2. Engage Gen Y• Open, Connected, Me-focusedMobile app, networked and individualized

3. Manage Diversity• Promote Innovation, Avoid Storms‘Read the Room’ with Group views of strengths, style.

4. Stay Interviews• Support Engaged DiscussionsUse behavior based history for discussion starters.

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Implementation: How used

• No access to natural strengths or style except to self

• Keeps “book in hand,” not locked up, for personal reflection and user-driven growth

• Joins the network for feedback giving, seeing profiles, getting org values/behavior feedback

Personal Access

• Selected access to natural profile

• Supports external coaching and mentoring from trusted relationships

• Permits insights to selected individuals on a need to know basis, such as working teams or management

Booster Access

• Access is granted by user to organization to see de-identified data for meta analysis and reporting purposes

• Access may be granted by user to organization to see identified data for specific analytics and reporting, including:• Talent identification• Early interventions• User-specific support/training.

Corporate Access

Organizational uses are member driven, bottoms up

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Implementation: How spread

Open• No silos, extend open invitation

• Customers, Partners, Personal & Professional mentors, Vendors, etc

• Incentivize participation

Organic• Allow teams and individuals chances to share

• This is “how” we work, let it flow

• Seed with paid assessment support

Observe• Actively observe how the tool plays out

• Analyze what works for your organization

Opportunistic• Support and encourage experimentation

• Cherry-pick best practices and highlight super users

peeqMe works a little differently for the enterprise

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Action Steps

• Sign-up for beta release in Spring 2013 at www.peeqme.me… It’s FREE!!!

• Extend invitation to early adopter cohorts within your organization

• Organizations with 20+ beta participants will receive free corporate features until 2015.

• Participate in development webinars to provide feedback, request features, and help prioritize development