Employee Engagement

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  The percentage of positive responses to the employee engagement survey and year-on-year comparisons are rounded to the nearest whole number.

We see improving employee engagement is essential for the Group to continue to grow sustainably and create and provide new value in the future.
This survey aims to measure whether employees correctly understand company policies and organizational missions, feel a sense of satisfaction, and are working proactively. Based on the results, we will improve issues related to people and organizations, thereby enhancing organizational strength and contributing to the sustainable growth of our group.
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.

What is employee engagement?

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"

What is an environment that leverages employees?

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"

Based on our mission to support social infrastructure, our Group employees have a very high level of awareness of corporate ethics and compliance in order to maintain the ethical standards of the entire company. This category ranks among the top in our results.

The Group's “cooperative system” and “business processes and organizational structure” scored approx.10 points above the Japanese average, demonstrating the strength of the Group's productivity improvement and efficient organizational culture.

The results by category for “Initiatives since the previous survey” show improvement from the start of engagement survey and from last year. In addition, the results for the entire group exceeded the Japanese average by 9 points, demonstrating that the promotion of improvement activities is one of our strengths.

We used our corporate newsletter website, SgHEADLINE, to disseminate information on SGH Vision 2030 and the previous Mid-term Management Plan. Most recently, we published articles that can be easily read during breaks at work, such as a message from the president and interviews with executives and general managers of the Corporate Planning Department, regarding the newly formulated SGH Story 2027.In addition, some Group companies held briefings on the Group's vision for 2030 and the Mid-term Management Plan. By instilling the direction of the Group in our employees, we will raise the awareness of each and every employee and achieve our goals.

The SG Holdings Group is engaged in initiatives to reflect opinions from the workplace in management, ensure management goals and strategies are understood by employees, and enable each person to do their work with a positive awareness of goals.

Sagawa Express and some other Group companies are implementing Official Communications, which refers to an initiative for “direct exchanges of opinions between management and employees in working locations” nationwide. Through this dialogue, we deepen mutual understanding by communicating the company’s management strategy to the front-line workers, and exchanging opinions on employees’ concerns and anxieties about work.

We conduct evaluator training for each organization head and manager to reaffirm the importance of individual interviews, thereby strengthening the connection between the company and its employees. For example, we conduct interviews when setting goals to ensure that each employee correctly understands how their work is connected to the company's policies and organizational goals and how they can contribute to them. We also conduct evaluation and feedback interviews to confirm future challenges and areas for growth and to strengthen the bond between the company and its employees by ensuring that everyone is on the same page.

Group-wide Training Program (Excerpts)

• Labor Practices
• Career Support and Training Programs
• Diversity, Equity and Inclusion
• Work-life Management
• Employee Engagement
• Respect for Human Rights
• Health Management
• Promoting Sustainable Procurement