Conducting Survey to Visualize Employee Feedback and Further Improve Engagement
At Polyplastics, we strive to create work environments which capitalize on the skills and individuality of each and every employee, and we are therefore committed to having greater engagement※1 with our employees. In order to identify those measures needed for achieving this goal, our HR Department conducts regular Engagement Survey※2 of group company employees. This survey elicits frank and honest employee feedback from a variety of angles, such as with regard to how employees feel about their work environments and job duties or how they feel performing their day-to-day duties, and the results are then quantified and visualized. Based on these results, each Group company elicited the essential measures and put into action.
Furthermore, the headquarters also put these survey results to use in enhancing engagement via cross-functional measures for the entire group, such as implementing a global rotation system and ensuring greater transparency of in-house systems.
*1 Engagement: Enthusiasm of employees for their work *2 Engagement Survey is conducted by the Korn Ferry.
Engagement Survey
Employee attitudes and awareness with regard to assessment of the work environment, job motivation and other matters were investigated across 14 main categories.
Resources
Strategy and Direction
Respect for Individual
Employee Engagement
Quality and Customer Focus
Leadership
Remuneration and Welfare
Employee-driven Environment
Cooperative Structure
Performance Management
Education and Training
Authority and Discretion
Growth Opportunities
Work Processes and Organizational Structure
Examples of Engagement Survey Results-based Activities
Following the visualization of the Engagement Survey results, essential initiatives were undertaken at each group company.
Enhancing “Cooperative Structure”
Team-building exercise Hong Kong
A team-based competition was held at a company where a large number of employees expressed a desire for further enhancement of the company’s cooperative structure. The teams were given targets to achieve which required them to communicate and work together, and the result was an enjoyable exercise which fostered camaraderie and a greater sense of unity.
Increasing “Growth Opportunities”
Training program Taiwan
At a company where a large number of employees expressed a desire for more growth opportunities, an outside specialist was invited to conduct LIFO-based management training geared towards identifying and developing employees’ individual strengths and style. Participants were provided with useful management skills for better communication, enabling them to not only recognize their own behavioral characteristics and strengths but those of others as well.
Increasing “Growth Opportunities”
Encouragement to acquire qualificationsNantong
A company whose employees expressed a desire for growth opportunities set for itself a goal to increase the number of qualifications held by its employees. In order to help motivate employees, an evaluation system was instituted which included such rewarding of employees who acquired numerous qualifications recommended by the company. As a result, the number of qualifications acquired by employees increased by 39% compared with FY2018.
We use cookies on this website to ensure your user experience. Please click the button if you agree to the use of cookies. When you keep browsing this website, this will also mean that you are giving consent to the use of cookies.
