Employee Empowerment and Engagement
Employee engagement is critical for the success of Belimo. Employees are empowered through a high level of autonomy and responsibility in the decision-making processes for their specific organizational tasks.
Belimo sees the engagement of its employees as a competitive advantage and believes that employee satisfaction leads directly to customer happiness. An empowered and engaged workforce is essential to market success, as it maintains a high level of customer support and innovative leadership.
Investing in Employee Engagement
The engagement score is the pivotal key performance indicator for gauging employee commitment. It is collected in a Group-wide employee survey that is conducted every three years. It has been increasing since 2008, reaching an outstanding value of 8.9 in 2020. The next employee engagement survey is scheduled for 2023. Another key performance indicator in assessing employee engagement is employee turnover, which averaged 8.4% in 2022 (2021: 8.0%).
In most subsidiaries around the globe, remote working policies enable Belimo employees to work from home up to three days per week. Our aim is to promote a future-oriented work culture that increases employee engagement. In the period under review, the remote working policy was further expanded in Hinwil (Switzerland) to include work stays in EU/EFTA countries up to a maximum of two weeks in a row or four weeks per year. With this amendment, we further increase the opportunity of working remotely and provide even more flexibility to our employees.
For Belimo, Employee Empowerment and Engagement begins with transparent communication and a culture of trust. Creating a trusting work environment, where employees can thrive and unleash their full potential, is a primary aspiration of our Company.
Belimo regularly conducts management training on its corporate mission and values to ensure that employees remain empowered and engaged. Managers are trained to foster participation in a trial-and-error culture, and to align their decision-making process with the mission and values of Belimo.
It is an essential responsibility of managers across all levels to act as role models, to represent the values of the Company, and to lead by example. Belimo also regularly supports social and team-building events.
Key performance indicators closely linked to Employee Empowerment and Engagement are engagement scores, employee tenure, turnover, and absenteeism rates. Currently, we report the engagement score and global employee turnover rates. We plan, however, to add global tenure to our reporting in the future.
- To assess employee engagement, the leading indicator is the results of the group-wide employee survey conducted every three years. Employees are polled anonymously regarding central workplace subjects, such as job content and satisfaction, structures, processes, cooperation, change management, leadership, promotion, and remuneration. Individual teams analyze the results and use them to implement corrective measures. The so-called “engagement score” is the pivotal value of the survey, as it allows us to gauge employee commitment.
- The amount of time an employee has been employed by Belimo or the average amount of time that all current employees have been employed by the Company.
- Belimo defines employee turnover as terminations by employees (all reasons) or by the Company (inadequate performance), not including departures of apprentices or temporary employees, retirements, deaths, or terminations by the employer due to economic reasons.