1. OneVoice W1 2014 Group Results 16 June 2014 Human Resources Employee Engagement

2. How to use these slides Empower our people, create an engaging work environment! 2 Why share the OneVoice survey results? Highly engaged people are our competitive advantage; we want to create a sustainable culture of dialogue in which leaders and managers drive actions to improve employee motivation. Use the entity and team results as a foundation to start dialogue on how to improve engagement and overall performance, identify gaps and propose solutions

3. Executive Summary For quick view of OneVoice results Please view Slides 4 - 6 3

4. Global resultsEntity results For Managers OneVoice 2014 W1 in numbers employees surveyed in W1 92,852 participation rate for this wave 69% Managers Reports* each wave 2,500 *Managers with more than 20 people in the team and more than 10 respondents … and 35,350 employees responding via kiosks! 4 My entity: XX My entity: XX% That’s 57,502 employees responding by email…

5. Global resultsEntity results For Managers OneVoice 2014 W1 – Key Messages With increasing participation rates, OneVoice is becoming a popular tool for employees to share their feedback Our 3 main indicators are showing good progress Positive impact of action plans on engagement: By implementing action plans after the survey, we demonstrate that we care and listen to employees (strong driver for engagement) Global Key Message 1 Key Message 2 Key Message 3 Entity Type key messages here for your team Type key messages for your team Team 5

6. Global Results 6

7. We obtained our highest-ever participation rate of 69%, which adds to the robustness of results and willingness of employees to use the OneVoice tool All 3 main indicators improved for both email and kiosk respondents Improvements across Engagement Drivers, particularly Inclusion, Collaboration, Worklife Balance and Development. highlights There is still a significant portion of the employee population (31%) to reach out to, their voices matter too! lowlights Global resultsEntity results For Managers 7

8. Global resultsEntity results For Managers Global Results – 2014 Wave 1 Email & Kiosk Respondents Wave 1 2014 Target 2014 Comments Employee Engagement Index61% 63%On course to meet target Recommendation score (ENPS)29 26 Exceeded target if we maintain this level next wave Action Plan Awareness77% 80% On course to meet Connect objective of 80% for end of 2014 A great result! A strong effort from entities and managers to achieve this! 8

9. Inclusion : 72% of employees feel their opinion is taken into account (74% in 2013) Vision: 70% of employees say they have a clear vision of the link between what is expected from them and the company’s strategy (70% in 2013) Empowerment: 64% of employees feel that their manager give them enough feedback to improve their performance (62% in 2013) Worklife balance: 62% of employees think that the balance between work and personal commitment is right (56% in 2013) Development : 55% of employees perceive that they have enough support for their development (53% in 2013) Collaboration : 47% of employees feel that collaboration is going well between teams and entities (37% in 2013) Engagement One Voice Wave 1 2014 by driver Important drivers in progress: worklife balance, collaboration and developpement ! Let’s maintain and improve !

10. Appendix 10

11. Employee Engagement Index is the percentage of people for which the average on the 6 questions is equal or higher than 4.5 Strongly disagree Disagree Slightly disagree Slightly agree Agree Strongly agree 1 2 3 4 5 6 Engagement is determined by averaging an individual’s response to each of the six Engagement questions (around ‘Say’, ‘Stay’ and ‘Strive’) based on a six–point scale with no ‘neutral’ option, as below How do we calculate Employee Engagement Index? 11

12. Schneider Electric selected definition of employee engagement: “Engagement is the of emotional and intellectual feeling that a group or organization have.” Say Consistently speak positively about the organization to coworkers, potential employees, and customers Have an intense desire to be part of the organization Exert extra effort and engage in behaviors that contribute to business success StayStrive Definition of Employee Engagement Organisations with a high level of engagement do report 22% higher productivity Source: new meta- analysis of 1.4 million employees conducted by the Gallup Organizationnew meta- analysis Organisations with a high level of engagement do report 22% higher productivity Source: new meta- analysis of 1.4 million employees conducted by the Gallup Organizationnew meta- analysis 12

13. 1. I would not hesitate to recommend Schneider Electric to a friend seeking employment 2. Given the opportunity, I tell others great things about working here 3. I rarely think about leaving Schneider Electric to work somewhere else 4. It would take a lot to get me to leave Schneider Electric 5. Schneider Electric motivates me to contribute more than is normally required to complete my work 6. Schneider Electric inspires me to do my best work every day 7. My manager gives me feedback that helps me improve my performance 8. My coworkers respect my thoughts and feelings 9. I think that the cooperation between teams and entities is going well 10. I have appropriate opportunities for personal and professional growth 11. I understand how my work goals relate to Schneider Electric ’s goals 12. The balance between my work and personal commitments is right for me 13. How likely is it that you would recommend Schneider Electric to one of your friends as a good place to work? 14. Are you aware of action plans in your organization, linked to One Voice? Adhésion Action Employee Engagement Index Aon Hewitt model Engagement drivers Chosen by Schneider Electric Recommendation Chosen by SE / same as customer satisfaction Awareness of action plans The Onevoice model in detail 14 questions for simple and easy-to-use answers 13