Career development, which began with the generalization of annual one-on-one meetings (82.3% of employees in 2018), has increased in scope to include the implementation of mobility policies and the creation of a digital job fair. Rolled out progressively among Group employees, it includes several dozen positions with international mobility.
Employee engagement is an indispensable condition of employees’ development and that of the company. At Rexel, the factors of this engagement have been identified with the employees: perception of company strategy; employee recognition and career development; management, values and ethics; group work and cooperation.
Rexel completed its sixth “Satisfaxion” internal engagement survey in 2018. The participation rate for this survey was 71% (compared with 69% in 2015). 24,635 employees were invited to respond to the online questionnaire available in 14 languages and administered in 23 Group countries. There were 23,648 comments in response to the two open questions included the survey.
Compared to the last survey in 2015, among the ten categories, eight received more favorable results, one is stable and one is not comparable because it is new. Results reporting was conducted among teams in all subsidiaries. In order to improve the comprehension of certain subjects, workshops involving employees were organized in some subsidiaries. Reflections on areas for improvement will result in action plans deployed at the subsidiary level. The results of the engagement survey enable the Group and its subsidiaries to assess the implementation of their policies.