When people believe they can make a difference in an organization, they are more motivated and effective at their jobs. That is why Xerox is committed to fostering open communication between employees and management.
We encourage one-on-one conversations between employees and supervisors. We also survey employees regularly to gather information that becomes the basis for improvements throughout the company. Our commitment to employee engagement creates an environment of open innovation that benefits our business and strengthens our contribution to global citizenship.
Voice of the Employee Survey (VOE)
For over 45 years, our senior teams have surveyed employees and acted upon that feedback. Our most recent VOE was administered in October and November of 2015. We received results from 61 countries in 20 languages. Sixty-six thousand employees from every division, every job function and every job level shared their thoughts and knowledge.
The objectives of the VOE were to assess the strength of the workgroup/manager relationship and provide insight into the things that are working well and highlight opportunities for improvement. Using the survey’s feedback and insights helps us strengthen the communication channel between employees and Xerox, create a better experience with our clients and customers, and enable an effective and motivating work environment where we all can thrive.
There are four categories in the survey:
- My Work: Questions about the job, feedback, learning opportunities, the ability to take informed risks and personal job satisfaction
- My Manager: Questions about the manager’s behaviors, expectations, communication, team building and the employee’s perception of his/her leadership
- Our Team: Questions about how employees work together and collaborate
- Our Company: Questions about Xerox strategy and direction
In addition, two write-in questions ask people to describe 1) what they like best about working for Xerox and 2) where we as a company can improve.
At the conclusion of the survey 4,573 managers received a personalized report. In addition, 2,847 rollup reports were created for divisions, business units, departments, work groups and lines of business.
Since the conclusion of the survey, results have been shared and discussed with the Xerox Board and the senior leadership team. In addition, leaders across all organizations have taken a close look at employee suggestions and recommendations. Throughout 2016, we will create communications programs and tools to mitigate issues the VOE uncovered.
Highlights from the survey:
- Employees have a solid understanding of personal contributions to team goals.
- Managers make their expectations known and clear.
- Managers share the information needed for employees to do their job.
- Most employees feel personal accomplishment from their work contributions.
- Most employees feel they can make decisions that improve the quality of their work.
More importantly, the survey reveals areas for improvement. The 2013 survey identified two key areas of importance to our employees: ensuring fair pay and ensuring fair treatment in the workplace. In 2015, we developed programs to address each of those.
|Rewarding performance||Our Pay Review Process (in the first quarter of every year, beginning in 2015) formalizes our approach to employee pay reviews across all organizations and locations. We create industry-based pay guidelines for a variety of roles in each locale, then we examine employee performance and compare current employee pay to those guidelines in order to determine increases.|
|Ensuring fairness in the workplace||We established a Diversity and Inclusion Training Program to help ensure all employees are valued for their unique talents and contributions and treated with dignity and respect. Every member of the Xerox management team completed the program in the first quarter of 2015.|
We are comparing current data against past years’ to identify signs of progress and areas of improvement for 2016 and beyond.