Engaging the voice of employees
What is it like to work at Givaudan? What’s being done well and where can we still improve? These are the sort of questions that can be answered only by those at the heart of our Company – our employees. Their input is vital in continuing to build Givaudan as a great place to work.
Our second Employee Engagement Survey, conducted in September 2016, offered all employees the opportunity to have their say. The survey is anonymous and conducted by an external agency, providing employees with an assurance they can speak freely and that their voice will be heard. The impressive 80% response rate – an increase of 10% on 2013, when our first survey was conducted – shows us that our employees feel empowered to speak up and create change. As part of the survey and linked to our support for communities where we operate, the Company gave CHF 10 for each survey participant and enabled a total of CHF 86,700 to be donated to the Givaudan Foundation.
87% of employees stated they were proud to work for Givaudan.
The responses were consolidated by the agency and compared to external benchmarks as well as to the 2013 survey. This allows us to measure how we have progressed in addition to enabling us to form clear action plans to implement further improvements and reinforce areas of strength.
The results were clear in showing that our strengths of 2013 continued as strengths in 2016: we continue to build on our strengths and out-perform external global high-performing benchmarks within the categories of Engagement, Strategic Alignment, and Work Environment.
Strong improvements were made across all other survey categories including our priority areas from 2013 of Career, Inclusiveness and Collaboration. These will continue to be focus areas over the next few years. Opportunities for improvement include continuing to build cross-functional collaboration and communication, and flexibility within our processes and procedures.
78% of employees said they would recommend Givaudan as a great place to work.
In steps taken following the survey, the results were communicated to employees; local sites and countries were empowered to take ownership of their results to build on their strengths and address opportunities; and global actions are to be reviewed by the Executive Committee.