4.7 Employee engagement Employee engagement is of great strategic importance to GEODIS. Beyond the notions of motivation or involvement in the workplace, it has direct repercussions on commitment to the Group’s values and its corporate project. A high level of employee engagement has a generally positive impact on retention, absenteeism, customer satisfaction and ultimately the Group’s operational performance. Since 2001 in France, and since 2013 throughout the world, GEODIS has been committed to evaluating its employees’ satisfaction and engagement every year. The attention paid by senior managers (members of TopEx) to the subject of employee engagement is also one of the three CSR criteria used to calculate the variable portion of their compensation. In 2022, GEODIS once again pursued its proactive approach to assessing employee engagement: the annual employee satisfaction survey was conducted in June 2022 and sent to all Group employees. Consisting of 50 questions grouped by theme, the survey covers a wide variety of topics: career development, communication, management, work relations between colleagues, global strategy, compensation, etc. The high rate of participation in the satisfaction survey (89% compared to 81% in 2021) reflects a high level of employee engagement and makes the data used highly representative. At 81%, the overall employee satisfaction rate was one point higher than the previous year. Changes in the overall satisfaction rate between 2019 and 2022 (answers to the question: “In general I am satisfied with my employment at GEODIS”) • Favorable • Neutral • Unfavorable 2021 2022 8.7% 7.3% 11.7% 12% 2020 2019 6.4% 10% 83.6% 7.6% 14.1% 78.4% 79.6% 80.7% For each of these surveys, the Group benchmarks its own scores against those obtained by other companies in the sector. By making this comparison, GEODIS can better situate its performance and identify the progress it needs to make in relation to a similar environment. In 2022, the sector benchmark indicated a 78% engagement rate (and 72% in 2021), meaning that GEODIS is positioned above average. The main causes of employee satisfaction identified in the survey were training opportunities, relations with immediate line managers and the degree of autonomy in decision-making. Employees’ hopes for improvement included more opportunities for career development or internal promotion, collaboration between departments and a more visible link between the Group’s strategy and the content of individual positions. The results of the survey were shared with all employees in order to develop action plans together around four areas of improvement: • strengthening communication on the Group’s strategy; • continuing to raise awareness of the Group’s values (Leadership Principles and Golden Rules); • promoting mobility and speeding up career development; • developing cooperation between Group entities (regions and lines of business). The results have also been analyzed in greater detail across the Group’s various lines of business and regions in order to identify areas for improvement at local level, in addition to Group-wide priorities. The next survey in 2023 will assess whether the actions implemented have met the expectations expressed by employees. Another noteworthy point in the survey results is that the overall employee Net Promoter Score (NPS), i.e., employees’ rate of recommendation, has risen to 23, an increase of 3 points compared to 2021. This high level reflects the strong attachment of GEODIS employees to their Group. 4.8 Corporate citizenship initiatives Being a responsible company means being committed to the most disadvantaged people and taking part in initiatives to protect the planet. GEODIS teams, driven by common values, take action to raise funds but also to offer their time, skills and material resources to those who are in need. It is thanks to their energy that these humanitarian actions are born and live in the long term, constituting a source of pride for everyone. 64 2022 ACTIVITY AND SUSTAINABILITY REPORT 04 SOCIAL
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