Every two years we conduct our employee survey in order to obtain feedback from our employees, discover weaknesses, and implement suitable measures to eliminate those weaknesses.
Some 76 percent of employees throughout the Group took part in the last employee survey in 2019. The Group index value for commitment – our gage for employee satisfaction – was 4.0 on a scale of 1 to 5, with 5 being the highest.
Deutsche Telekom wants to pursue an open dialog and productive exchange with its employees. New working models and state-of-the-art communication options, as well as regular employee surveys, help us to accomplish this. In addition to the employee survey, we also gauge employee satisfaction every six months through a pulse survey.The pulse survey in November 2019 saw a 69 percent response rate among employees.
We use the Employee Identification with CR Commitment ESG KPIT-Mobile US), which we conduct every two to three years. The last survey has been conducted in May 2019.to determine the degree to which our staff identify with, or how satisfied they are, with our CR commitment. This is based on the Group employee survey (excluding
Our ambition: increase KPI
Reporting against standards
This data is relevant for criteria 7 (Control) and 14 (Employment Rights) of the German Sustainability Code. It is also used in our reporting on Global Compact img Principles 3 (Freedom of association) and 6 (Elimination of discrimination).
Data assured by PwC.
The Employee Satisfaction KPIhas improved steadily in recent years. This is largely due to sets of measures which guarantee improvements right down to individual teams. We base this on the employee survey carried out every two years and monitor how effective these measures are through the half-yearly pulse survey. This allows us to continuously analyze and optimize our processes. It gives us the opportunity to continually improve employee satisfaction.