Outstanding teams and leaders play a crucial role in Electrolux achieving the Group's vision and targets. Employees from diverse backgrounds working toward a common goal allows Electrolux to succeed in developing consumer-relevant appliances across the globe.
Electrolux offers opportunities to pursue a career in a global company with a strong focus on quality, innovation, design and sustainability. The spirit of innovation that began with Electrolux founder Axel Wenner-Gren still characterizes the company today. Wenner-Gren’s success was built on proximity to consumers and the ability to identify new business opportunities. These factors, in combination with a strong culture, form the core of the Group’s operations and drive its employees.
Being recognized as the best appliance company by Electrolux employees can be measured in part by the Electrolux Employee Engagement Survey (EES). The survey assesses various aspects, such as leadership, teamwork and employee commitment, and allows for external comparison with other high-performing organizations. This year, 87% of employees took part in the survey compared with 81% in 2014. The core index also increased for a company with the size and scope of Electrolux. The results of the survey are used to improve business operations primarily through action plans that Electrolux leaders create in cooperation with their teams.
Strong, trusted managers that focus on people and business results play a decisive role in the successful execution of the strategy. The EES 2015 Leadership Index score showed that employees have higher confidence in top management than last year, with the index rising to 78% from 75%. To help managers gain even more trust and management skill, a global training program named Connecting for Performance is being implemented across the Group. The training supports managers in translating the overall Group strategy to team strategic priorities while engaging their teams in execution.
To grow profitably and launch new innovative products, Electrolux depends on people who work together and support each other in the drive towards the Group's goals.
Teamship is the Electrolux way of working that produces high-performing teams that continuously learn and improve. The four key drivers for Teamship are goal clarity, transparency, collaboration and engagement.
During 2015, an interactive Teamship workshop was launched which gathered together employees from different functions to explore harnessing the power of one Electrolux team.
Wherever Electrolux operates in the world, the company applies the same high standards and principles of conduct. Respect, diversity, integrity, ethics, safety and environment — the elements that make up the Electrolux foundation — are taken into account by employees during their meetings with customers and colleagues around the globe.
Electrolux continued to intensify its efforts regarding human rights during the year.
The Group has a global Ethics Program, encompassing both ethics training and a whistleblowing system — the Electrolux Ethics Helpline. Through the Ethics Helpline, employees can report, in local languages, suspected misconduct. Reports may be submitted anonymously if legally permitted. The majority of the reports during 2015 related to discrimination and harassment.
In 2014, an updated version of the Electrolux Code of Conduct was introduced during the year to better reflect the UN Guiding Principles on Business and Human Rights and the Group’s own human rights risk assessment. Educational activities throughout the organization followed in 2015 and by year-end over 10,000 employees had completed the training program.
The Electrolux Awards enable Electrolux to highlight and reward outstanding performances from employees who drive changes and achieve extraordinary results in line with the Group’s strategy and goals. A number of finalists are selected in each category who are given the opportunity to travel to the head office in Stockholm, Sweden, to participate in The Electrolux Awards Day — a gala prize ceremony in which the winners formally receive their awards.
Consumer Care Award, Design Award, EMS Best Practice Award,
Invention Award, Leadership Award, Marketing Excellence Award, Product Award , Purchasing Award, Sales Award,
Sustainability Award, Quality Award
Electrolux presents an annual Supplier Award
at a separate event.
| Europe, 35% | 35 |
| North America, 17% | 17 |
| Australia, New Zealand and Japan, 3% | 3 |
| Africa and Middle East, 7% | 7 |
| Latin America, 32% | 32 |
| Southeast Asia and China, 6% | 6 |
In 2015, implementation continued of the global health and safety management system, which aims to promote an even stronger safety culture. During the year, one employee lost his life in an accident in one of the Group's production facilities. The total recordable incident rate (TCIR) was 0.9. Approximately 65% of the plants achieved a level of less than 1.0. Since 2011, the incident rate has declined by a full 23%. The Group aims to reduce the incident rate by a further 5% in 2016.
Read more about working at Electrolux at:
www.electroluxgroup.com/careers.
| 11 | 12 | 13 | 14 | 15 | |
| Incident rate | 1.2 | 1.1 | 1.0 | 0.94 | 0.91 |
1) per 200,000 working hours.
