Employee engagement surveys
Effectively engaging with our employees across the globe is a critical priority for Leidos; attracting, retaining, and taking care of our employees is an integral part of our business strategy. To best care for employees and reduce turnover, we take a data-driven approach, going directly to employees via our employee engagement survey.
Our inaugural annual engagement survey was conducted in Q4 of 2019 and established a post-merger baseline for action and for benchmarking of results against future engagement surveys, which will occur annually, every Spring. Our objective is to solicit feedback and measure employee satisfaction on 12 categories of organizational health, ranging from Manager Relationship to Clarity of Direction.
Engagement Survey results indicated that engagement is strong overall, with employee sentiment that they are treated well by the organization, their peers and managers, and pass that respect, integrity, and caring to customers. Importantly, our Inclusion and Diversity score is high overall, with employees believing leaders, regardless of level, are committed to inclusion and diversity in the workplace. Our Engagement Index was 84% favorability, exceeding technology benchmarks (81%).
Led by Chairman and CEO Roger Krone, results were shared with all employees, providing transparency on where we did well, and where we might intensify our engagement efforts moving forward. Subsequently, our Executive Leadership Team is executing action plans to enhance strengths and close gaps.
The engagement survey provides specific and relevant feedback to our lines of business and functions. Upon review, leaders take targeted actions based on their survey data, including addressing sentiments and themes expressed in thousands of employee comments. Survey Action Plans are tracked and shared across the senior leadership team to ensure accountability and in a unified effort to ensure employees feel connected and valued across the enterprise.
In addition, regular Pulse Surveys are conducted quarterly to support two key strategic goals:
- Assess and promote a culture and environment to support employee engagement and retention and,
- Ensure people leaders contribute to an ethical, collaborative, inclusive and high performing culture.
The results of the Pulse survey are reflected in aggregate as one of five measures in the “Engage” category of the Team View. This scorecard is shared company-wide via our Intranet to communicate progress from one quarter to the next and is presented as part of our balanced scorecard to the Executive Leadership Team and Board of Directors. We continually assess Pulse Survey content and update as necessary to ensure continued alignment with our business strategy and people focus.