Engagement and dialogue
We know that open lines of communication are critical in helping our people to engage with our business strategy and understand their role in achieving AstraZeneca’s goals. We use a variety of global leadership communication channels and local leaders and managers hold regular meetings with their teams. We also use the intranet, video conferencing and Yammer (a social media tool) to encourage dialogue. In addition, our Code of Conduct outlines the procedures for employees to raise any integrity concerns, including a confidential helpline.
Global employee survey
We also use an annual global employee survey (FOCUS) to track levels of employee engagement and consider the effectiveness of our organisational, leadership and management capabilities, and satisfaction in terms of employees’ working environment. The surveys are conducted anonymously and the results are communicated to all our employees. They provide valuable insights for business leaders and managers about what we are doing well and where improvements need to be made. These insights are used to inform strategic planning across the business.
91% of our employees participated in the 2012 survey. While the survey took place at a challenging time for the company, the scores were disappointing. Our employee engagement score decreased by three percentage points and our leadership communications and work-life balance scores also decreased. We remained ahead of external pharmaceutical industry norms in areas such as motivation, willingness to put in more effort than would normally be expected, line management and operating with integrity and ethics. However, we recognise that we have more work to do in important areas, such as strategic understanding and reducing organisational complexity.
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