lay line survey results recently asked lay line tell believe critical issues need address many responded want share survey results additionally want share things currently plan move enron forward first let take look survey results three days 4 000 employees completed survey sincerely appreciate participation asked identify top five issues facing enron today responses 1 stock price 2 prc 3 employee internal morale 4 external reputation image 5 walking talk integrity respect ii asked general questions working enron comparing 2001 2000 employees responding strongly agree agree committed staying enron 64 1 enron company would invest money 60 1 treated respect 60 0 would recommend enron place work friends family 59 1 talents skills enron fully utilizing 54 7 enron truly encourages people take risks 47 5 immediate supervisor clear view enron going get 46 6 executive management clear view enron going get 41 6 iii asked extent would associate following attributes enron comparing 2001 2000 less n concerned communities 34 5 44 9 10 3 10 3 innovative 30 8 35 7 24 6 8 9 entrepreneurial 28 5 37 8 23 7 10 0 ethical 17 0 45 1 28 1 9 8 trustworthy 14 9 39 0 36 9 9 2 arrogant 39 1 32 4 13 3 15 2 self serving 41 9 38 6 7 5 12 0 iv finally asked identify top three things like working enron 1 people high quality people enron widely cited aspect talented creative learn one another 2 culture reputation innovative spirit willingness aggressive take risks ability embrace change involvement community 3 work environment pay benefits true meritocracy unlimited opportunities results survey confirmed management committee great things feel enron also see issues must address move enron forward following things going next days weeks address top five issues identified keep mind beginning ongoing effort address concerns engage feedback going based feedback stock price concerned stock price declined significantly year primary reasons sharp decline highs earlier year include decline overall market economy certain enron specific issues california india recent management turnover meltdown broadband sector may much 30 40 stock price high lower energy commodity prices volatility relative last winter high concerns pace energy deregulation concerns mask strong underlying recurring earnings growth transportation distribution wholesale retail businesses companies demonstrated earnings growth future earnings growth enron fundamentally believe focus continued earnings growth reestablishing confidence financial investors stock price reflect value businesses deserve past month met major institutional shareholders analysts reviewing strong prospects businesses also committed provide segmented information business units operate analysts better understanding businesses make money also want make sure employees know going forward mark koenig executive vice president investor relations host brown bag sessions groups employees discuss stock price issues answer questions also continue host espeak sessions answer employee questions greg whalley mark frevert also hold discussions various groups employees taped made available employees worldwide watch events prc relative discussion talent absolutely critical maintain business meritocracy understanding employees demonstrated greatest contribution behaviors individuals given greater responsibility leadership identifying top bottom talent essential achieve business objectives nevertheless recognize certain aspects prc may caused concern believe improve refine streamline better clarify process objectives everyone therefore make following changes prc process prior year end effective immediately relative performance discussions occur annually year end however business units flexibility determine need discussions frequently current preferred distribution longer required across enron business units asked identify top 10 bottom 10 performers review enron office chairman annually year end continue use pep 360 degree feedback system input performance feedback year employees also reinforce supervisory employees absolute necessity continual communication feedback direct reports throughout year finally formed employee task force give us feedback future changes november issue enron business feature first series articles discussing performance evaluation process addition communication training occur prior year end employee morale believe stock price external reputation performance review process affected morale additionally employees indicated feel place go voice ideas concerns effective immediately provide additional resource employees currently feel comfortable going either supervisor human resources hr rep establishing new business function calling employee relations er report directly office chairman cindy olson head function details group hr operate communicated next days long term want managers address employee issues concerns therefore providing following leadership training supervisory roles encourage vice presidents well current emerging leaders complete executive impact influence training sessions designed improve leadership skills coaching effective communication direct impact performance managing people additionally encourage every employee supervisory responsibilities complete online communications training via communicate rolled immediately communicate interactive training course uses enron scenarios combination video voice mails e mails meetings notes analyze user performance based participant responses actions external reputation recognize external reputation suffered year single important factor influences reputation actions act communicate actions company individual employees recognize enron ambassador marketplace know strategy performance challenges help disseminate accurate information company ensure better informed better job providing timely information issues affecting enron addition existing communication efforts like e mail messages internal publications ebiz enron business post q current issues enron intranet home enron com give us consistent message across organization equip information talking customers said greg mark well members management committee meet groups employees across enron hear thoughts share business direction challenges look start mid october integrity respect believe said previously need reinforce core values particularly integrity respect told us survey agree enron values importance employee evaluation feedback ask employees regardless level hold accountable way interact people daily basis responsible treat coworkers customers also conduct employee focus groups frequent basis gather additional specific feedback employee issues like ethics integrity individual concerns would like participate focus groups please send e mail cindy olson periodically host special feature column enron business keep informed action steps taking results finally give commitment better job giving information regarding enron strategy challenges listening concerns ideas would ask commitment need dedication enron values commitment achieve long term success conduct another employee survey early next year please continue send feedback let continue work together keep enron one best places work world