ESG Report 2022 single pages web - Flipbook - Page 36
Social (continued)
EMPLOYEE ENGAGEMENT
Driving interactive communications
Since their expansion over the Covid-19 period, we have
found that virtual channels enhance communication
across the business significantly, particularly as a means
of enabling dialogue between teams separated by
geography, and keeping a widely dispersed workforce
connected.
The interactivity that applications such as Microsoft
Teams brings to set-piece communication events, such as
monthly/quarterly business updates, moved these events
from one-way broadcasts to interactive experiences.
Our leaders can now see and respond to questions and
feedback from our people in real-time during these calls,
improving our insight into colleague ideas, opportunities
and concerns, and our ability to act on them quickly.
At a more granular level, our ability to get good
information out to the business, as well as our people’s
enthusiastic adoption of the many communication and
collaboration tools now available to them, is unlocking
a dialogue between our many experts that has not
been possible previously, and we are optimistic about
the opportunities we see to accelerate insight sharing,
collaboration and innovation across teams in future.
Next year we will introduce Yammer, a Microsoft social
networking tool designed to drive connection and
engagement, across work groups. We believe this should
provide particularly effective additional support to our
many collaboration opportunities and aspirations.
2023 goals:
•
•
•
Fully incorporate RWS values into all key HR processes
Launch the new colleague recognition programme
Implement Yammer as our internal social networking
tool
Engagement survey
6,639
respondents
36
RWS — ESG Report 2022
SOCIAL
85%
response rate
Employee engagement is critical to our sustained success
as an organisation. Research shows that the more
engaged colleagues are the more they provide their
discretionary effort in favour of the business and all its
stakeholders willingly, advocate products and services
more and better, and stay longer.
To support engagement efforts, we encourage RWS
colleagues around the world to get involved with a broad
range of socially beneficial activities as this builds our
brand in a positive and responsible way and improves
teamwork, communication and camaraderie whilst
helping our people develop important organisational and
management skills.
Measuring engagement
In June FY21 we ran our first Group-wide engagement
survey. It was developed in-house using a simple offthe-shelf survey tool and we achieved a response rate
of 81% and averaged 80% favourable scores. We were
encouraged by these results and found the process
helpful for evaluating our various people initiatives.
On this basis we committed to enhancing our survey
capability in FY22.
This year we partnered with external employee
engagement experts to undertake our annual Groupwide engagement survey, and through them deployed a
world-class external survey tool from Qualtrics. Qualtrics
is a leading ‘experience management’ platform which we
already use in RWS to measure client engagement. As well
as providing more precise employee engagement data
through the survey, we will also be able to benchmark our
results externally allowing us to establish our competitive
position in the labour market. Using Qualtrics will also
enable us to examine links between employee satisfaction
and client satisfaction in the future.
This survey was completed in September FY22 and we
were delighted to achieve a global response rate of 85%.
The survey examined our people's opinions by asking
approximately 50 questions, clustered into 14 categories,
along with the opportunity to provide additional verbatim
commentary where colleagues wished to provide more
detail. In combination, this feedback provided us with a
comprehensive picture of our colleagues’ experience of
working at RWS.
We achieved a 69% favourable employee engagement
score (the external average benchmark is 72%).
