Sanoma conducted its first ever group-wide Employee Engagement Survey (EES) in order to engage employees, get feedback, and become a high performing organization. The survey had a very good response rate of 75% and showed that most employees are highly engaged, though 5% are disengaged. Results were communicated throughout the company and local action planning has begun to celebrate strengths and focus on improvements by discussing actions in quarterly reviews to track progress over time. The EES is part of Sanoma's transformation into a bottom-up organization where local action plans and employee involvement, such as employee ambassadors, will drive change.

1. Maximizing
Sanoma’s EES
Jackie
Cuthbert
Back to basics
16th April 2013, Finland

2. Sanoma inspires, informs and connects.
Sanoma is a leading European group with a focus on consumer media and learning. We bring
information, experiences, education and entertainment to millions of people every day.
We employ over 10,000 professionals in six Strategic Business Units.
In 2012, the Group’s net sales totalled EUR 2.4 billion.
Who we are

3. TransformationTransformation

5. GROW &
INNOVATE
foster BRANDS
grow TV
develop LEARNING
accelerate DIGITAL

6. IMPROVE OUR
PERFORMANCE
operate with EFFICIENCY
streamline PORTFOLIO
HIGH PERFORMANCE culture

9. WINNING CULTURE
WINNING
CULTURE
2.
Amplified by the
behaviors of our
leaders and our
employeesCommunication as
enabler
1.
Shared values
by all Sanoma
employees
High Performance
Organization
9
3.
Embedded in
the way
things get done
around
here
4.
Rewarding the
right behaviors
Capabilities
HR Best Practices

10. Excitement
&
Uncertainty

11. THE
SANOMA
WAY
LOOK
AHEAD
SHARE
VIEWS
ENGAGE
PEOPLE
MAKE IT
HAPPEN

12. Engage
people

13. … we listen and learn to be able
to involve, captivate and activate
people with the things
that matter to them…

14. Why an Employee Engagement Survey?
• Engage people in our Sanoma Way
• Win hearts and minds
• Get feedback from our employees
• Management will listen and act upon what
they hear
• Get insight into our strengths & improvement
areas

15. Why an Employee Engagement Survey?
• To become a High Performing
Organisation
• To Anchor the EES results (People Power
Rating) into our incentive scheme for
management
• Hold managers accountable to own the
culture change

16. Next:
video Employee Engagement Survey

17. Sanoma's
First Ever Group-wide
Employee Engagement
Survey

18. questions
44

19. Languages
12

20. That's 75%!
7,009 responses

21. Highest response:
Sanoma Media Ukraine
Response rate:
97%

22. A truly digital company
97% completed the survey online,
3% returned the printed version

23. Female/male response ratio: 61 : 39
Yes, women 'rule'
Sanoma! 

24. Main conclusion:
Our engagement
is at a very good
level!

25. The good news is…
Most of us are highly engaged

26. The bad news is that 5% of our workforce is
disengaged
This is less than elsewhere,
but we would love to decrease
this further!

27. What good engagement
means to us:
Our work is challenging and interesting
We get a sense of achievement from our work
We have a willingness to go the extra mile

28.  Group-wide messages delivered
 Local results communicated
 Action planning started
 Celebrating successes (strengths)
 Focusing on improvements
 Discuss actions in quarterly reviews
Tracking our progress

29. We will measure again in the
Autumn of 2013
Tracking our progress

30. Our EES &
Transformation

31. Bottom-up
Transformation
Local action plans
Involve employees
Role of the ambassadors

32. Questions?

33. Thank you!