June 2022 HR Lineup

— HR Lineup

June 2022

— Table of contents

The Open Job Market One answer to Talent Retention

004 –005

ABB Global Executive Search Team Introducing New Diversity Discoveries Newsletter

006

ABB Interview Scheduler Accelerating the hiring process

007 –008

Global Employee Assistance Program (EAP) Valuable Tool for Line Managers Short-Term Incentives Procedure Revised version is now available

009 –010

011

Fusion Program: AssignmentPro Update All about international assignments in one place

012 –013

— HR Lineup

Bi-monthly publication for ABB line managers

Welcome to the June 2022 issue of the HR Lineup , a tool created in response to your requests for Human Resources information and updates regarding annual processes, special projects, initiatives, and other items of interest. We need your help and partnership to ensure the content we include is meaningful and of use to you! Please share your feedback and questions, as well as suggestions for content to include in the future, by sending an email to HRLineup@abb.com.

Thanks, and enjoy!

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— The Open Job Market One answer to Talent Retention

The role of line manager has always been crucial in retaining talent in an organiza tion, but maybe even more so now due to the current difficult market dynamics.

there are some simple but important things that all ABB managers can do to ensure that our valued talent takes full advantage of our Open Job Market and stays within the organization.

While we know that experience differs greatly by geography and job sector,

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1. Act on Engagement Survey plans

to intentionally sit down with your emplo- yees to discuss their career aspirations. Please encourage them to learn more about the Open Job Market, access the Internal Career Portal to set up their Talent Profile, and register for Job Alerts. These notifications will help ensure they are al ways aware of available internal opportu nities and first consider them before de ciding to look elsewhere. Flexibility around how, where, and when people work is now a fundamental expec- tation for many. Still, there is a significant risk that remote working can lead to weaker connections with co-workers. With many employees continuing to work from home for at least part of the week, the line manager is their primary connec tion to the organization. Therefore, the importance of the manager-employee relationship becomes even more critical. It is not enough to manage tasks and project delivery, line managers are funda mental to the whole employee experience, and a human and individualized approach is required. The line managers who are most effective at engaging their remote teams and se curing high performance demonstrate mu tual trust, encouragement, empathy, good communication, and micro-actions that of ten make the most significant difference. Recent research by McKinsey reveals that while large numbers of people may indeed change companies, line managers are in a prime position to retain the talent in their organizations by taking an active role, lis tening to what their employees are telling them, and acting to address those needs. 3. Pay special attention to hybrid workers

Engagement survey scores often provide an early warning sign of how team mem bers feel, and taking action on any areas of concern will increase engagement and retention. Happier employees are more likely to stay. This is true for ABB and other organizations. Last year, the statement “I have good career opportunities at ABB” was in the bottom five of our overall sur vey scores. Now is a great time to revisit what your team’s survey results were telling you. What were the key messages, and what actions did you commit to as a leader and as a team? How are you tracking against those commitments? Is there even more, you can do to hopefully increase this year’s survey scores? According to research, employees con sider opportunities to learn and grow as the number one driver of great work culture. Yet, only 52% feel their manager encourages the use of work time to learn new skills. Explicit conversations about career paths and opportunities for growth and develop ment can help employees understand how they can use existing skills and capabilities differently, build new skills, undertake new challenges, and see a future career trajec tory for themselves at ABB. 2. Focus on personal growth and career development discussions

As the next optional Performance Review window opens up, it may be a good time

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— ABB Global Executive Search Team Introducing New Diversity Discoveries Newsletter

The ABB Global Executive Search Team is an internal resource designed to mitigate recruiting challenges for senior-level roles (Grade 8 and more senior). The team ap plies a forward-thinking, proactive recruit ing model to help hiring managers navi gate the challenges of filling senior and executive positions.

To support ABB’s goal of increasing gender diver- sity among the company’s leadership by 2030, the Global Executive Search Team would like to intro duce Diversity Discoveries – a quarterly newslet ter addressing issues related to identifying, recruit ing, and retaining top-tier female talent worldwide. Diversity Discoveries will be sent to hiring managers with relevant positions.

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— ABB Interview Scheduler Accelerating the hiring process

The intent of the ABB Interview Scheduler is to accelerate the hiring process by sim plifying the coordination of interviews and creating a streamlined digital user experience for participants. Along these lines, we continue to enhance the tool in response to feedback received from users. As previously communicated, since Febru ary 2022, hiring managers have been able to indicate their preferred way to collect interview availability (manual or auto mated) when creating a requisition. As of April 2022, interviewers are fully enabled to schedule their own interviews for office workers using the ABB Interview Sched uler! Calendar confirmations, reschedul ing requests, and cancellations are now all completely automated. Beginning in August 2022, manual support from ABB’s recruitment team will be repla- ced by the automation offered through the ABB Interview Scheduler.

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Tips and reminders for hiring managers If you prefer automatic slot selection for interviews, please remember to keep your calendar up-to-date and secure free slots in the near future. Be sure your correct working hours are reflected in Outlook as well! If you prefer manual slot selection for interviews, please be sure to input your availability in a timely manner. Watch for the email requesting your availa- bility for an interview coming from recruitmentteam@abb.com . Be aware of the placeholders added to your calendar and keep them free. Place holders are automatically canceled once all candidates have provided their feed back regarding the schedule. If you need to reschedule or cancel, please use the links from the auto- mated calendar confirmation rather than Outlook . Using the links from the automated calendar will allow you to maximize the use of the ABB Interview Scheduler and its automation.

Learn more

• Interviewers already have access to an ABB Interview scheduler Dashboard where they can check the status and history of their schedules in real-time. • You can find more information about the enhancements to the ABB Inter view Scheduler on this dedicated Inside+ page.

• Watch a brief video with more infor- mation about how this tool works. • Review this short user guide, including information on how to provide feedback.

For additional information, please reach out to your Talent Partner.

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— Global Employee Assistance Program Valuable Tool for Line Managers

Our Global Employee Assistance Program (EAP), provided through Workplace Op tions, is a free, confidential service offer ing work-life assistance to employees and their family members. The EAP offers Man ager Assist , a special feature of the EAP designed just for managers. You will have access to a Manager Assist specialist for confidential consultations to help you navigate employee challenges. Refer employees with personal issues Employees may be dealing with various challenges in their personal lives, such as marital and parental issues, financial/ legal concerns, substance misuse, elder care, and more that can impact their performance at work. In these situations, you can connect with an EAP counselor for assistance in making an effective employee referral. Managing difficult employees A Manager Assist specialist can help you to explore ways to establish expectations, provide performance feedback and navi gate other difficult conversations. Resolving team conflict Employee conflicts can derail the produc tivity of your entire department. These conflicts can uncover some serious under lying problems, such as bullying or sexual harassment, which need the attention of

your HRBP. A Manager Assist specialist can help you analyze the conflict and identify appropriate actions to help you navigate the situation. Responding to critical incidents Life events that cause employees distress, such as the death of a co-worker, traumatic events in the media, or downsizing, can be disruptive in the workplace. Reaching out to the EAP can help you plan an appropri ate response to such events. Other examples of how the EAP can support managers • Build leadership skills for a high- performing team • Foster an inclusive environment • Manage motivation and engagement • Recognize and respond to signs of alcohol or substance abuse • Give feedback and manage performance • Handle employee terminations and other sensitive conversations Resources For more details on the EAP and Manager Assist: • Visit http://global.resourcesforyourlife. com | Company code: ABB • Visit our dedicated Inside+ page • Review the Manager Guide • Email: ManagerConsult@workplaceop tions.com

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LGBTQ+ Pride Month Online Seminar

For the month of June, in celebration of Pride Month, Workplace Options has adopted the theme #PrideIncluded , which embraces not only inclusion but also diversity and accessibi- lity for all. An LGBTQ+ Inclusivity and Equity Sem inar was released on the EAP website on June 1.

To view the seminar, visit http://global.resourcesforyourlife.com Company code: ABB

Please share the seminar details with your teams.

EAP Launches in Spain We are also excited to report that the EAP launched for Spain on June 1st. With the go-live for Spain, all countries now have access to all global EAP available resources.

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— Short-Term Incentives Procedure

Revised version is now available

The Short-Term Incentive (STI) procedure issued under the ambit of the Corporate HR “Performance and Reward Policy” pro vides an overview of the types of Short Term Incentive plans and describes the core, mandatory rules for their design and implementation. This procedure was updated to include changes effective from January 1, 2022. The updates achieved further standard- ization and simplification as follows: awards uses base salary (or equiva- lent) on the last day of a performance period. For example, for eligible em ployees on the Annual Incentive Plan (AIP), the base salary and level of STI as of December 31st would be consid ered the basis for award calculation. • The assessment of the individual per formance measure (IPM) within AIP for eligible employees hired in the last quarter of a performance period is to be calculated at a flat rate of 100% (at target). A manager’s assessment • The approach to calculating STI

of individual performance in this situ- ation is not required.

This update aligns with the “People Performance Management” process, where employees joining post-Octo ber 1st of a performance period will only set goals for the subse quent year.

• The calculation of STI award for spe cific employment situ-ations such as leave of absence, maternity/pater nity leave, business divestitures, etc., is explained. Note a few countries have exceptional approval for deviations to the procedure to respect any local legal situations. The revised version of the procedure is now on the “ABB Governance Portal”. Please contact your HR Business Partner or respective country C&P (Compensation & Performance) colleague for questions related to specific countries or your BA Performance & Reward team for any other questions.

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— Fusion Program: AssignmentPro Update All about international assignments in one place

AssignmentPro – one-stop-shop for global mobility Our new assignment tool, AssignmentPro, went live in December 2021 and is available to international assignees, their managers, HR Business Partners, and the ABB global mobility team. What are some useful features for Line Managers? • Real-time information & status updates for every assignee in one place • Documentation with e-signature available • Built-in approvals and routing exceptions for approval • Simplified “What if Cost Estimates” to help budget assignment costs • Pre-configured dashboards for datadriven decision making • Tracking key dates, tasks, and deadlines How do I get access to AssignmentPro? Line Managers who manage actual assign ments will be able to request access; please note that access is not automatically granted. You can request access via MyIS under Manage My Access.

As with any IS application request, approval will be required, and then access will be quickly set up for you by the Global Mobility Team.

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Global Mobility Quick Links

For more information, including a User Guide for Line Managers:

Global Mobility pages on Inside+

One Mobility SharePoint Site

Or reach out to the Key Account Manager for your Business Area: • Corporate & GBS – Jessica Cousins • EL – Rita Beluzzi • MO – Cherie Cox (Alexandra Steinmann currently on extended leave) • PA – Adriana Popa • RA - Anu Aho

For questions about AssignmentPro: Global Mobility Specialists : Europe: gm.europe@abb.com Americas: gm.americas@abb.com AMEA: gm.amea@abb.com

Helpful Links

• Single Cycle

• Global Onboarding Portal

• Recruiting toolbox for managers

• FusionOne

• Leadership Learning

• AskHR

— GBS HR Your People Partners Trista Schlick, Global HR Communications & Experience Lead trista.schlick@ch.abb.com

https://go.insideplus.abb.com/about-abb/global-business-services/gbs-human-resources

© Copyright 2022 ABB. All rights reserved. Specifications subject to change without notice.