Patterson Partners, Inc

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Patterson Partners, Inc

• A Strategic Approach to Aligning Employee,
  Community and Corporate Interest

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Patterson Partners Who We Are

• A North Carolina firm founded in 1995 as Webb
  Patterson Communications, Inc.
• Rebranded as Patterson Partners in 2006
• Partner vs. vendor
• Move forward with you vs. moving on or merely
  selling you a service or product
• Invest time and resources to learn your business,
  issues and opportunities
• Partner with other organizations and individuals
  to put the best talent to work for you

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Why Patterson Partners?

• We are a public relations and marketing
  consultancy with an unequaled body of experience
  in addressing sensitive issues and exploiting
  specific opportunities for our clients.
• We are dedicated to bringing a superior level of
  thinking and industry to achieve outstanding
  results for our client partners.
• We are accustomed to working with top management
  and legal counsel.
• We are attracted to tough assignments.

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Philosophy

• We believe the best defense for our clients is to
  focus on building positive employee and community
  relationships through strategic programs that
  align interest of employees, community and
  company .

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What we do..

• Turning Philosophy into Action

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DiagnosePlan--Action
Employee Relations Identify objectives and design methodology Benchmark workplace satisfaction Determine current state and assess areas of vulnerability Develop system for collecting on-going employee feedback Consolidate and analyze data to inform strategic plan Develop strategic plan to include Current state findings Traffic light assessment of vulnerabilities by geography/location/business/etc Strategy to address vulnerabilities Action plan with key activities and timing Execute strategic plan Implement an ongoing measurement mechanism to track progress Potential tactics include Manager Capacity Building Employee Engagement Programs Best Place to Work Campaigns Corporate Social Responsibility Campaigns
Community Relations Identify issues and opportunities expressed by community leadership Develop system for ongoing feedback from community leaders and influencers Identify local media relations Identify potential third-party endorsers of company positions Determine key message needs for community Consolidate and analyze data to inform strategic plan Develop strategic plan to include Tie corporate social responsibility initiatives to community opportunities Program components based on issues and opportunities expressed by community leaders and influencers Action plan with key activities and timing Create trust among influencers so that there is early warning of vulnerabilities Execute strategic plan Implement action plan Incorporate community feedback as evaluation component Implement communication channels for influencers to give early warning feedback

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Assessing Employee Sentiment
Well use the feedback to then create an
engagement matrix that segments employees into
one of four types, enabling clients to target
activities and benchmark progress against
specific drivers.
We assess the impact current levels of engagement
are having on employee attitudes and behaviors
that suggest high or low unionization
vulnerability.
We assess employee sentiment by measuring
attitudes around factors driving overall
engagement, and providing insight and
recommendations around vulnerable areas.
Business Behavioral Outcomes Customer
Satisfaction Loyalty Commitment
Advocacy Retention Citizenship Increased
Performance Low Unionization Vulnerability Discret
ionary Energy Productivity Innovation Increased
Brand Equity Strengthened Reputation
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Employee Engagement Drivers

• There are multiple drivers of employee
  engagement within an organization
• The right solution to build engagement depends
  on the specific issues facing the organization
• To the right are a selection of key drivers we
  believe are critical to preserving an independent
  organization

• Reputation as a high-quality employer

External Reputation
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External Threat Assessment --- A Community Profile
Potential Attacker
Company History
Reputation Relationships
Scenarios Recs

• Analyze interests and strategy (e.g., local v.
  company)
• MO, e.g., demonstrations, infiltration,
  shareholder campaigns, brand boycotts, use of
  digital media

• Types of employees
• Size and location of facilities
• Relationship between salaried and hourly workers
• History of employment issues

• Reputation for being employer of choice
• Relationships w/ local, state, and federal
  politicians, regulators, industry groups,
  consumer groups
• Potential impact on brand / sales
• Potential shareholder concerns

• Key scenarios
• Recs that build on company culture
• Codification of policy documents
• Standby materials for scenarios
• Messaging designed to reduce confrontation
• Media training
• Best place to work campaigns
• Ally development
• Influence relationship programming

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Organizing To Win Integrating The Effort
Public Relations
Human Resources
Task Force
Internal Comm.
Legal
Labor Relations
Govt Relations
Community Relations
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• For more information
• Jpatterson_at_pattersonpartnersinc.com
• 336 852 9430 (O)
• 336 451 0548 (M)