Promoting a positive and unified culture by encouraging open communication, collaboration and employee ownership of initiatives and social programs

WHY MANAGING IT MATTERS

Engaging employees creates a win-win situation for Southwire: employees feel connection to and meaning in their work, which drives our financial bottom line through increased productivity and initiative.

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Our Approach

Southwire’s approach to employee engagement intertwines with talent development. By offering unique professional development opportunities, employees enhance their skills, increase their comfort taking risks and heighten levels of engagement. In this section, we explain Southwire’s approach to monitoring, managing and responding to engagement scores. For more on how we encourage engagement through development, read about our Talent Acquisition and Development.

Engagement Survey

To identify areas of strength and opportunities to improve engagement, Southwire partners with a third party to conduct an employee engagement survey every 18 months. We provide this anonymous, online survey to all full-time Southwire employees. Based on the results of this assessment, the company’s leaders create goals and plans to sustain success in areas of high achievement and to develop stronger engagement in those categories which have been identified for improvement. Read more about how we respond to the results of our employee engagement surveys in our highlight story.

Southwire’s goal is an employee engagement score of 75 percent favorable or higher, which indicates high employee engagement according to survey creator PwC. We also carefully monitor the number of voluntary survey responses we receive to offer insight into the robustness of our engagement. Our target participation rate is 90 percent. See Our Performance below for our scores.

Pulse Checks

Between formal engagement surveys, we complete Pulse Checks approximately every six months to measure progress in categories with our lowest scores. In 2016, we tracked areas of focus from the 2014 survey to determine if initiatives put in place were successful. In each of the areas of communication, vision and strategies, and decision making, we made substantial progress in the results. In response to the 2016 survey, we will focus on key areas of technology, process improvements and information sharing to help translate our high engagement to better business results.

We started the process of revamping our approach to Pulse Checks and will be implementing them in the first quarter of 2017. We share our results via electronic Pulse Check Boards in each of our facilities.

Our Performance

Indicators ▾

Employee Engagement Survey

 

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