This article was first published on 7 November 2022.
The article was updated on 9 August 2023, to reflect data as published in our 2022 annual report.
We find it important to create a pleasant safe work environment for our employees. Employee engagement is part of the “Our People” category of our ESG (Environmental, Social and Governance) strategy. At Fagron, we focus on the following five topics when it comes to our employees:
- Diversity
- Employee engagement
- Health & Safety
- Human and labor rights
- Training & development
Below, we will discuss our approach towards employee engagement.
Sustainable engagement
We find being a good employer important, and we believe in the positive impact on company performance of engaged employees. By measuring sustainable engagement and requesting transparent feedback from our employees, we can set the right priorities, understand our employees’ needs and respond to those needs.
Sustainable Engagement is the intensity of the connection between employees and Fagron. We measure sustainable engagement based on three factors:
- How involved employees feel in decision-making processes.
- How many employees feel that they have access to the resources they need in order to be able to perform their work properly
- How energetic employees feel, based on physical, interpersonal, and emotional well-being at work.
Global Employee Survey
Since 2016, we have conducted a Global Employee Survey once every two years. Part of this Global Employee Survey is a Sustainable Engagement Score. To measure the three factors of sustainable engagement we use a number of standard questions from Willis Towers Watson.
In 2024, we conducted the fifth Fagron Employee survey and 94% of our employees participated! The Sustainable Engagement Score of these employees was 87%, a great improvement in comparison to the 2022 score of 84% and significantly higher than the global pharmaceutical sector norm.
What do we do to improve employee engagement?
Based on the results of the 2022 Employee Survey, we developed a two-year action plan focused on leadership, our onboarding process, feedback, and recognition.
To develop our leaders, we launched a 180-degree feedback questionnaire to provide individualized feedback to each of our 550 people leaders. This, together with the launch of our Leadership Development Journey, allowed us to develop our leaders to create an environment where each employee can be the best version of themselves.
To enhance our employee experience, we introduced a new onboarding journey called HelloFagron! This consists of a specific onboarding checklist for new hires, hiring leaders, and all people leaders that includes engaging videos, e-learnings, revised policies, and new templates. We also implemented HelloRafa!, a unique opportunity for new hires to meet the CEO and ask questions.
To improve feedback and recognition, we have been working to further improve our culture of feedback at Fagron through the global rollout of the Feedback as a Gift campaign. This initiative inspired the creation of a Kudo Bot on our communication platform and the introduction of Kudo Awards to recognize employees who give or receive feedback. We regularly celebrate these employees on our communication platform for being Fagron’s own Culture Drivers.
Building on the results of the 2024 Global Employee Survey, we have identified new priorities for the next two years: leadership communication, creating an environment where it is safe to share, and ensuring equity and balance across our processes. We are now working on translating these priorities into actionable plans tailored to each business entity.
Follow our ESG journey
We are working non-stop to realize our targets and want to be transparent about our results and activities. Annual progress can be followed in our most recent annual report. We also report on progress during the year in the news segment on our website and on LinkedIn.
If you have any questions or suggestions on what we could do to improve, you can reach us at ESG@fagron.com.
