We see improving employee engagement is essential for the Group to continue to grow sustainably and create and provide new value in the future.

The purpose of this survey is to measure whether employees correctly understand the company's policies and organizational mission, and whether they are able to work independently with a sense of conviction, and to improve organizational capabilities by promoting improvements in the people and organization issues identified in the survey, leading to improved performance and business expansion.

The results of this survey are analyzed by group companies and organizations in terms of strengths and improvement issues. A feedback is provided to employees by the president and general managers of each Group company, leading to action plans and organizational improvement activities at each company. As improvement activities progress, a comfortable work environment is created, and the number of motivated and proactive employees increases, it is expected to lead to higher productivity and organizational strength, such as higher employee retention rates, and ultimately, better business performance.

The survey consists of two categories of outcome indicators positioned as the two key indicators: "employee engagement" and "an environment that leverages employees," as well as 12 categories of causal indicators to identify factors that have strong correlations with the outcomes of the two key indicators.

An indicator to measure whether "employees correctly understand the company's policies and organizational mission, and whether they are able to work independently with a sense of satisfaction"

An indicator to measure "whether there are opportunities for each employee to utilize their skills and abilities, and whether a comfortable working environment is in place"

Our employees have an extremely high awareness of the company's social responsibility (corporate ethics and compliance), and their awareness of harassment prevention is improving year by year.

The Group has a highly efficient organizational structure with highly productive business processes and cooperative systems.

The Group as a whole is 7% higher than the Japanese average in the category of "Initiatives since the last survey," and its ability to promote improvement activities is one of its strengths.

We are working to strengthen the connection between the company and individuals by conducting evaluator training for heads of organizations and managers, and by reaffirming the importance of individual interviews.
For example, goal-setting interviews are held to ensure that each employee understands how his or her individual responsibilities are related to and contribute to the company's policies and organizational goals, and evaluation and feedback interviews are held to confirm future issues and points for growth. We will also strengthen the bond between the company and the individual through evaluation and feedback interviews.

We encourage our employees to propose new ideas and better methods, and to take on challenges without fear of failure.
To support these efforts, we have various systems such as "Group Open Recruitment System" that allows employees to challenge job openings at Group companies of their own volition. Also a "Challenge System" that allows employees to challenge for early promotion to a position two levels above them, and a "Career Interview" for employees who report their future career aspirations through a "Self-Assessment System."

It is very important for management to send out messages and engage in dialogue with employees, not only by explaining company policies (management goals, strategies, etc.) but also by providing feedback on the results of employee engagement.Having a common understanding of goals, objectives, and challenges and working toward the same vector will lead to the growth of individuals and the company.
The Group has established "Official Communication," a forum for dialogue between management and front-line employees, to promote communication, and is working to deepen mutual understanding by, for example, posting such communication programs through the internal newsletter website "SgHEADLINE." We will continue to promote this initiative to convey the real voices of both parties.