Transparency, commitment, and continuous development – this is how we at Degordian approach employee satisfaction. For the third year in a row, we are publishing our results. Check them out by exploring our page dedicated to our employee satisfaction and engagement results website, and dive deeper into the results by continuing to read below!
A Benchmark of Excellence
Despite the growing number of companies investing in employee well-being, so far, we remain one of the few organizations that openly share their employee satisfaction survey results.
With an 81% response rate, our employees have shown strong engagement in shaping our workplace culture. An overall satisfaction score of 3.77 on a scale from 0 to 5 places us well above the industry average of 2.67 and the market average of 2.52, and our steady year-over-year growth is proof of our commitment to improving the employee experience.
What Drives Our Success?
Collaboration, Leadership, and Communication continue to be the three highest-rated dimensions throughout the years, and we believe this reflects the core values that set us apart from the competition but also on the market in general. A strong leadership approach and a culture that fosters open dialogue ensure that employees feel heard, supported, and aligned with the company’s mission.
Another key metric? Our Employee Net Promoter Score (eNPS) of 8.04, a testament to the trust and loyalty our people have in the company. This high level of employee advocacy is rare in today’s job market, where candidates have more options than ever before.
The Challenge of Sustaining Excellence
But with great results comes great responsibility. By committing to transparency and publicly sharing our findings, we challenge ourselves not only to maintain these numbers but also to elevate them year after year.
The reality is that the landscape is changing. Companies are increasingly investing in employee well-being, offering competitive benefits, and improving work-life balance. While this is a positive trend for the industry, it also means that staying ahead is becoming increasingly difficult. The good news is that even our lowest-rated dimensions – Work-Life Balance, Loyalty, and Innovation & Change – remain well above the industry average.
Work-Life Balance has shown steady progress over the last three years, from 2.55 in 2022 to 2.99 in 2023 and 3.08 in 2024, which is a clear sign that we’re moving in the right direction
While these areas still have room for improvement, we’re addressing them through yearly action plans focused on employee satisfaction.
It is also important to highlight that we have gone through two major M&A processes, which naturally brought changes. And change – no matter how positive – always comes with certain challenges.
Next Steps: Actions Over Words
Data without action is meaningless. That is why we are taking steps to analyze these insights with our leadership teams, engage in direct conversations with employees, and implement strategic action plans to address key focus areas.
Our approach includes several key initiatives to ensure meaningful improvements:
- Transparent communication of results – openly sharing findings with employees, including both strengths and areas for improvement.
- Workshops for collective interpretation – organizing sessions where employees can participate in analyzing survey results, offering valuable perspectives on the data and underlying context.
- Leveraging qualitative data – paying close attention to employees’ comments and suggestions in surveys to gain deeper insights into key challenges and opportunities.
- Action plan implementation – developing targeted strategies based on collective insights while involving employees in execution to foster engagement and ownership of the changes.
- Tracking progress and gathering feedback – continuously monitoring the impact of initiatives and encouraging employees to share their feedback, creating a culture of continuous improvement.
By involving employees in every step of the process – from analysis to implementation – we not only strengthen engagement but also ensure that the measures taken are relevant and effective.
Additionally, it is crucial to emphasize that results should not be interpreted solely at the company level but rather analyzed at the department, or in our case, sub-brand level, as this provides a more accurate understanding of specific opportunities for improvement within each segment of the company.
Through quarterly pulse checks, we will ensure that we stay on track, holding ourselves accountable to both our people and our promise of continuous growth.
We are in this for the long haul and invite others in the industry to embrace transparency, push boundaries, and make employee satisfaction a standard, not an exception.
