Improving Employee Engagement and Satisfaction

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Johnson Matthey works hard to be a good employer but are we getting it right? Following a pilot survey in 2007, in 2008 we carried out a survey of Emission Control Technologies (ECT), Johnson Matthey’s largest business, to find out what our employees think about working for the company.

The survey covered 18 sites around the world, involved 3,500 employees and covered five broad themes: direction and communication; organisational culture; leadership and management; individuals' perceptions of their roles at Johnson Matthey; and working at Johnson Matthey. We used an independent consultancy, Expert Training Systems (ETS), to manage the survey and analyse the data. A secure internet based questionnaire was used and was available in 12 different languages. The response rate was 76%, significantly higher than the ETS industry benchmark (67%) and our own pilot (65%).

The survey found that levels of employee satisfaction overall were excellent with some 81% of employees feeling satisfied or very satisfied working for Johnson Matthey. In North America, employee satisfaction stood at 92%.

The results showed that employees are highly motivated, keenly sensitive to customer and market imperatives and have a strong sense that their own contributions make a difference, with 95% feeling that their work helps Johnson Matthey achieve its objectives. Belief in the company is high and 88% of employees think that Johnson Matthey’s products and services are the best on the market. Employees also recognise the company’s commitment to maintaining a sustainable environment. 

The survey offered an opportunity for the company to see where it could do better. Areas for improvement identified included interdepartment cooperation, senior management communication and showing that employee promotions are fairly made. But even in these and other areas for improvement, the scores were close to or above the industry benchmark.

Specific action is already being taken to remedy areas for improvement, including a business wide Communications Charter which is being launched in August 2009. A development programme aimed at helping employees take ownership of their careers – called Sustainable Personal Development – has also been launched. Recruitment procedures for management positions within the division have been reviewed so that all qualified staff, wherever they are located, can easily apply. All of ECT’s employees have been briefed on the findings and the resulting actions.

The positive results of the survey, most of them well ahead of industry benchmarks, help make Johnson Matthey stand out among employers. The company is open minded and keen to act swiftly wherever improvements can be made.  

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