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Siemens is building an ownership culture in which people feel empowered to make decisions and take risks. Making it easier for employees to own shares was a start, but on its own the initiative wasn’t enough to inspire psychological ownership. So, the company revamped its global employee survey and approach to engagement.
Siemens took the new survey results to heart, focusing on the items that would accelerate engagement the most.
Leadership role modelling underpins engagement at Siemens and correlates strongly with employee loyalty. CEO Joe Kaeser has become role model in chief. He’s started speaking about social matters, as well as everything else expected of the head of a huge global company. Many of the company’s top 50 leaders now follow suit.
Personal growth and development is a key element in Siemens’ ownership culture and was the most mentioned theme in the survey’s open-ended responses.
“The new approach for our Employee Survey has been especially useful for the team discussions. It helped managers and team members to understand what is going on in their team and to initiate a meaningful dialogue.”
Martina Gutschick, Munich
Senior Talent Manager
“The transparent communication of the survey results was a big and very important step. Every employee has access to the results of the team as well as to Siemens overall. With this, everyone is in the position to take ownership for the follow-up discussion.”
Torsten Oehme, Munich
Senior Expert People Analytics