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SPE Engagement Survey Results Summary

Digital Media GroupMasek

November 2012

Confidential

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Positives:• Strong engagement (+1% from 2010 at

77%)

• SPE outperforms the Global Norm in most items

• Discretionary effort scores extremely high at 94%

• “Pride” with SPE remains very high at 90%

Opportunities:• Pipeline Talent (Org Level 2/3/4 and those

with 1-5 years of service) remain less engaged

• Almost 50% of population remains unsure that communication is open and honest

Positives:• Improvement in almost every category

• Communication about pay and link to performance

• Understanding of SPE goals and the individual/ divisional link to those goals

Opportunities:• Only 50% of population feel that people

advance primarily due to performance

• Decrease in confidence around leadership competitiveness

• Scores outside of US significantly lower in many categories

Consistent with 2010 New in 2012

SPE Overall EE Survey Scores

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• Overall engagement remains the same at 77% vs. 2010 for SPE Tech employees

• Overall engagement for 2012 is equal to SPE’s overall engagement score of 77%

• There were significant improvements in questions related to compensation and

understanding how pay is determined

• Scores have improved or remained the same in 26 out of 36 questions vs. 2010

• Org levels 1-3 scored low in every category, while org levels 4-6 scored high, indicating

that the “pipeline talent issue” for SPE also exists within SPE Tech. The same trend also

exists with employees under the age of 30 and to some extent employees under 40

SPE Tech: Employee Survey Summary

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SPE Tech: Question Level Comparison 2010 vs. 2012

QuestionsSPE Tech

12/2010 SurveySPE Tech

6/2012 Survey When communicating decisions about my pay, my direct manager offers clear explanations. 38% +17

SPE makes it very clear how my pay is determined. 37% +9 I am given a real opportunity to improve my skills at SPE. 62% +8 I feel my career goals can be met at SPE. 55% +8 I am satisfied with the information I receive from SPE's senior executive leadership team on what's going on in the company. 64% +7

I think there is a clear link between job performance and my pay at SPE. 44% +7 When a customer (internal or external) is dissatisfied, I can usually correct the problem to his/her satisfaction. 89% -4

If I were offered a comparable position with similar pay and benefits at another company, I would stay at SPE. 70% -4

I am confident that the top leadership of my company will keep SPE competing successfully. 78% -7

My division is organized in a way that effectively serves our customers or clients (such as audiences or internal client groups). 73% -10

SPE is competitive in the development of new content and services. 69% -10

There is good collaboration between the Sony Corporation family of companies. 48% -10

In 26 questions scores remained the same or improved. The highest and lowest scoring questions are…

BLUE: Significantly above comparison groupRED: Significantly below comparison group

Confidential

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Digital Media Overall by category in descending order of favorability

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Digital Media Group vs. SPE Overall by category

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Digital Media Group: Question Level Comparison 2010 vs. 2012

QuestionsDigital Media2010 Survey

Digital Media 2012 Survey

I am willing to recommend SPE as a place to work. 36% +31

I am given a real opportunity to improve my skills at SPE. 64% +28

Communication at Sony Pictures is open and honest. 27% +23

My direct manager deals effectively with poor performers. 45% +22

SPE makes it very clear how my pay is determined. 45% +22 I feel my career goals can be met at SPE. 55% +20

In 26 questions scores remained the same or improved.

BLUE: Significantly above comparison groupRED: Significantly below comparison group

Confidential

QuestionsDigital Media2010 Survey

Digital Media 2012 Survey

If I were offered a comparable position with similar pay and benefits at another company, I would stay at SPE. 82% -7

I feel encouraged to come up with new and better ways of doing things. 91% -8 I understand how the objectives of my division fit into the overall goals of this company. 91% -8

I understand SPE's goals and objectives. 100% -8

I have confidence in my division's business strategy. 91% -24

I can see a clear link between my work and SPE's overall business strategy. 100% -25

Upward trending questions…

Downward trending questions…

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Digital Media vs. SPE Overall – Question Level

Questions SPE Overall Digital Media

I think there is a clear link between job performance and my pay at SPE. 53% +30

I feel that people in my immediate work group advance primarily due to their performance. 55% +28

SPE is competitive in the development of new content and services. 50% +25

I am given a real opportunity to improve my skills at SPE. 69% +23

Leaders encourage collaboration across divisions. 60% +23

Highest scoring questions

Confidential

BLUE: Significantly above comparison groupRED: Significantly below comparison group

Questions SPE Overall Digital Media

I have confidence in my division's business strategy.68% -1

Communication at Sony Pictures is open and honest.52% -2

My direct manager is effective at setting realistic performance expectations.72% -5

Lowest scoring questions

Questions regarding areas outside of your control have been omitted from this list (employee benefits, corp. communications , sustainability etc.)

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Results by category; SPE, SPE Tech, Digital Media Group

Confidential

Category SPE OverallTotal

SPE Tech Overall Total

Digital Media Group

Innovation & Collaboration 56% +2 +17

Customer Alignment 70% +1 +13

Rewards 61% +1 +9

Work/Office Environment 81% +1 +8

Employee Engagement 77% 0 +11

Career 62% 0 +21

Direct Manager 68% -1 +5

Goals & Strategy 77% -1 +5

Leadership 67% -2 +8

Diversity & Inclusion 72% -4 +9

BLUE: Significantly above comparison groupRED: Significantly below comparison group

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• Focus on development of our pipeline talent; OL 2/3/4 and employees with 1 – 5 years of tenure

• Continue to share our frank concerns with staff to encourage open and honest communication/ collaboration through Town Hall meetings and other forums

• Focus on customer alignment issues to ensure continued delivery of excellent services• Work with divisional leaders to ensure they are clear on their strengths and areas of

opportunity

All SPE Leaders

SPE Tech:

SPE Overall EE Survey Scores: Conclusions & Next Steps