Index employee survey
Galp's strategic objective is to create an organisational climate that fosters a sense of belonging, of career perspective, and of development, so that each employee feels the motivation and the sense of mission that are necessary to carry out their duties.
The organisational climate diagnosis, which is done annually, allows us to know our employees' perceptions regarding various aspects that contribute to the climate that we experience in our Organisation.
At the end of 2016, we carried out a new diagnosis of the organisational climate, creating another channel for our employees to make their voices heard and to contribute for the setting of action priorities for 2017.
This diagnosis presented a new concept and had the following purposes:
- To cover a larger number of employees (approximately 5,000 people covered, compared to 3,100 in the previous diagnosis);
- To focus on faster and more agile online and mobile tools;
- To simplify the diagnostic questionnaire, making it more objective;
- To carry out the questionnaire annually, implementing regular interim monitoring.
In order to address these purposes, we designed a questionnaire that is in line with the best international practices and which allows us to reach the different realities in our Company.
The questionnaire covered approximately 5,000 people, with an overall participation rate of 67%, i.e., 3,305 employees.
The principle for the results' analysis was the proportion of representative answers of positive perceptions in the Organisation on each of the subjects assessed.
Besides other indicators, Galp has an indicator that measures the employees engagement with the company (performance of 81%), for which it has set an internal target of 75% to be achieve. In 2014/2015 the performance achieved was 70%.
The action plans that were set for 2017, which resulted from the organisational climate diagnosis results analysis, will focus primarily on the dimensions with less solid results and where we can improve as an organisation.
At the same time, we will focus on reinforcing our differentiating factors and on which the perceptions are already positive.
Follow-ups are scheduled throughout 2017 using shorter and more specific questionnaires, in order to monitor the impact of the action plans that were set, allowing us to become partners in creating solutions within Galp.