In 2020, Bridgestone switched from the use of Employee Satisfaction Survey, which measures the level of satisfaction with working environments, to Employee Engagement Survey, which measures employees’ motivation to self-directedly work and sense of connection with the Company. By analyzing the results, recognizing that there are engagement issues compared to other regions, identifying issues, and making improvements—and implementing this process in line with the characteristics of each organization and workplace—the Company is independently moving forward with activities to improve engagement and create better workplaces. Further, the Company is also increasing opportunities for management team and employees to interact through town hall meetings to motivate employees to contribute to the company and grow, and also to reflect employees’ opinions back into company operations.
In 2022, to more frequently implement PDCA cycles for its activities, the Company implemented a quarterly pulse survey to gauge the efficacy of activities and organizational conditions.
BSAM is committed to cultivating a culture that promotes well-being to serve the diverse needs of its teams, helping them thrive. BSAM has learned to listen carefully, communicate often, form strategic partnerships, and continuously evolve to provide resources, strong benefit programs, and education that support employees’ emotional, physical, and financial well-being.
In 2022, BSAM continued to build upon its Well-being Space by adding new benefit programs in support of the physical, emotional, and financial well-being of its employees. Each month, BSAM spotlights a different well-being topic that supports a healthy lifestyle. From proactive health engagement, managing stress, crisis and legal support, to planning for retirement or saving for a child’s college tuition, BSAM has an array of tools, resources, and partnerships to support their needs. In 2022, BSAM launched a Well-being Task Force with a focus on receiving feedback from well-being champions throughout BSAM to further enhance well-being programs in the future.
Europe, Middle East, India and Africa region
BSEMIA conducts the monthly pulse survey to ask questions and quantitatively measure key drivers of its culture. The pulse survey has four strategic points — well-being, engagement, culture and collaboration — which drives targeted actions for improving lower scoring items. BSEMIA has made the conscious choice not to use other KPIs, opting instead to gather raw, honest data through its pulse survey. In the two years since adopting this approach, BSEMIA has seen a positive impact on well-being, engagement and culture in different employee groups. As one of concrete activities, based on the survey result, BSEMIA has been working on employee well-being for the last two years through B-Olympic and led to a structured action plan focused on four topics: psychological well-being, social well-being, physical well-being and workplace environment.
Furthermore, BSEMIA is planning to implement KornFerry engagement survey in 2023 in alignment with other regions.
Also, in manufacturing field, a structural cultural change management program has been implemented over the last years, which is named “B-ME” (Bridgestone Manufacturing Excellence) which has resulted in well-trained and empowered employees, autonomous teams and significantly better operational results.
China, Asia-Pacific region
BSCAP has steadily seen positive progression over the last five years in Employee Engagement Survey (EES). The 2022 EES results place BSCAP among the top 5% of organizations with respect to culture. It affirms that the transformation journey has been effective resulting in increased levels of clarity and focus. The key highlights of the latest 2022 survey are:
Strong progress in Capability Development, Customer Focus, Core Values, and Team Orientation and in overall Employee Engagement, Organizational Trust, Innovation, and Sustainability.
Given the unprecedented level of change today (economic/ political/ industry/ongoing pandemic), indicates a high level of confidence in BSCAP’s ability to proactively respond to the challenges in the business environment and to implement strategies and actions for the future.
Shows strong confidence in the workforce’s ability to coordinate across teams, problem solve, and collaborate to execute the vision and deliver strong performance.
Continue focus on drivers of Employee Engagement (lowering employees’ stress levels and supporting work-life balance).