Committed employees

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Employee Motivation Survey (EMS)

Employees are essential for the realisation of our strategic objectives. Each year, we examine the satisfaction and motivation of our employees by means of the Employee Motivation Survey. In 2012, the average satisfaction score at Eneco was 7.5, which is equal to the national figure. Compared with 2011 (7.1), the scores increased on all the themes that were part of the survey.

Items that were measured include motivation, commitment, loyalty, vitality, turnover and retention and customer orientation of the employees. The scores are the average of the last surveys that were carried out in 2012 among employees of Eneco, Stedin and Joulz. Although the business segments separately determine the frequency with which the survey is carried out, they all apply the same methodology. The questionnaires are largely the same, with room for specific points of attention for each of the business segments. At Eneco Group, the survey is conducted by research agency Effectory. In 2012, the business segments Ecofys and Oxxio were not included in the scope. Ecofys was not included due to its independent position within the Eneco Group and Oxxio because it is positioned as an independent brand within the Eneco Group. The management of employee satisfaction is the responsibility of the different business segments.

Modern Participation

In May 2012, Eneco employees elected the members for their new works councils. This was the start of a new form of employee participation: network participation. Eneco takes the lead in the Netherlands with this modern form of employee participation. No blueprint exists for network participation. For this reason, there will be a trial period of two years. On the basis of key performance indicators, we will be monitoring the progress and results on a quarterly basis. Three main features and benefits of networked participation are:

  1. Collaboration between works council members and non-elected colleagues through joint participation in theme and knowledge groups.
  2. Early dialogue between works council and management.
  3. New members in the works council: every two years, 50% of the works council members step down; the maximum term of office is two periods of four years.