The scope of the survey in 2021 was all TECO employees. The questionnaire was conducted with a Google online form (anonymously). The survey lasted for 3 weeks, and the results were analyzed according to the employees’ attributes (workplace, age, seniority, affiliation, job level, etc.).
The aspects of this opinion survey were divided into seven major items, including supervisory leadership, getting along with colleagues, work/system arrangement, employee benefits, career development, quality of life and dedication. There were eleven sub-dimensions, including supervisory leadership, getting along with colleagues, innovation, digital cognition, work/system arrangement, employee benefits, performance appraisal system, career development, training, quality of life and employee dedication, with a total of 45 questions in the questionnaire.
The aspect of employee engagement included the following three questions:
I will not leave the company easily.
The company inspires me to do my best every day.
Company employees are generally enthusiastic about their work.
The questions of this questionnaire were the same as those last year, so as to make a differentiated analysis. The question semantics was fine-tuned and the content made appropriate according to the question books of Aon and 104.
According to the analysis, among the above-mentioned seven aspects, getting along with colleagues, supervisory leadership and work/system arrangement are the top three with highest scores; while career development opportunities, dedication and quality of life are the bottom three with lower scores.
Participation Ratio (%)
A total of 4,281 respondents were surveyed, and 2,187 valid questionnaires were collected. The overall response rate increased to 51.0% compared with that in 2020. In this employee opinion survey, career development opportunities, dedication and quality of life are the three items with lower scores. After analysis, employees’ feedback on these aspects was obtained. The description is as follows:
Career development opportunities: The employees of all unit have doubts about the performance appraisal, salary adjustment, promotion, and bonus system; their willingness for internal training is not high (as there is no immediate material impact on the salary), and they have doubts about the Company’s future development direction and system.
Dedication: After analyzing the feedback of employees, it is found that employees attach great importance to whether the communication channel is smooth, and this is an aspect that needs to be improved.
Quality of life: Most of the employees mentioned that the Company may offer housing allowances and flexible office hours, and the rest of the employees believe that the related benefits of affiliated companies need to be maintained.
Overall satisfaction rate: The average conversion percentage of the overall satisfaction rate of the seven aspects is 74.8%, and there is still room for improvement, with priority given to career development opportunities, dedication and quality of life.
Feedback is expected to be improved by:
Adjusting and reviewing the salary structure of existing employees.
Adjusting the internal training mechanism for employees; in addition to providing training subsidies and certificate subsidies, if the highest education level changes, the salary can be linked in time (the adjustment range is to be discussed).
Maintaining the quarterly meeting of the head office, planning, and handling the symposium for presidents of business groups, and announcing the operation status and goals of each business unit.