Employee Experience Survey
Employee Experience Survey
Nan Pao Group commissions a third-party institution each year to conduct an employee satisfaction survey, which serves as an important basis for understanding employee experience and optimizing human resources management.
Basic Information on the 2025 Employee Satisfaction Survey
| Survey Period | August 11 – August 22, 2025 |
| Benchmark | General manufacturing industry peers |
| Number of Survey Participants | 630 employees invited (497 respondents) |
| Valid Samples | 445 |
| Valid Response Rate | 71% |
| Completion Rate | 79% |
| Survey Framework | 7 major dimensions and 25 employee experience facets (5-point Likert scale) |
Based on the 2025 Employee Satisfaction Survey, the Company's overall Employee Experience Percentile Rank (PR) was 52, outperforming the average level of the same industry (general manufacturing).
Core Outcome Indicators
| Assessment Dimension | 2025 Percentile Rank | Relative to Industry Peers | Description |
|---|---|---|---|
| Overall Employee Experience | PR 52 | Above industry peers | Overall work experience, including job satisfaction, workplace happiness, and work-related stress, influencing value alignment, effort commitment, and retention intent. |
| Value Alignment | PR 53 | Above industry peers | Sense of purpose and alignment with Company values, driven by environmental protection, social contribution, and career development. |
| Effort Commitment | PR 50 | In line with industry peers | Willingness to contribute, supported by corporate governance and a positive work environment. |
| Retention Intent | PR 54 | Above industry peers | Intention to remain with the Company, supported by career development and internal fairness. |
Experience Scores Across Eight Dimensions (Compared with the General Manufacturing Industry)
| # | Dimension | Percentile Rank | Relative Performance | Key Observations |
|---|---|---|---|---|
| 1 | Sustainability Strength | PR 56 | ▲ Outperformed industry peers | Environmental Protection (PR 54) and Social Contribution (PR 59) performed well, while Corporate Governance (PR 55) was recognized by employees. |
| 2 | Leadership Strength | PR 55 | ▲ Outperformed industry peers | Supervisor Communication (PR 56) and Supervisor Motivation (PR 57) performed better, while Supervisor Accountability and Team Building still have improvement potential. |
| 3 | Workforce Strength | PR 54 | ▲ Outperformed industry peers | Job Achievement (PR 54) and Operational Processes (PR 56) performed well, while Work-Life Balance and Job Autonomy require improvement. |
| 4 | Cultural Strength | PR 56 | ▲ Outperformed industry peers | Overall organizational cultural alignment was higher than that of industry peers. |
| 5 | Collaboration Strength | PR 50 | — In line with industry peers | Cross-Team Collaboration (PR 50) and Peer Collaboration (PR 51) still have improvement potential. |
| 6 | Development Strength | PR 50 | — In line with industry peers | For Career Development (PR 50) and Performance Management (PR 50), employees expected more comprehensive systems. |
| 7 | Promotion Strength | PR 50 | — In line with industry peers | Organizational Communication (PR 48) was identified as a risk area, and the information flow requires improvement. |
| 8 | Compensation Strength | PR 50 | — In line with industry peers | The Benefits System (PR 43) was identified as the item most in need of priority improvement. |
Key Findings and Improvement Plan
Key Strengths and Highlights
- Sustainability Strength (PR 56): Social Contribution (PR 59) scored the highest across all dimensions, reflecting employees' strong recognition of the Group's ESG efforts.
- Environmental Protection (PR 54): Employees rated their experience with the Group's environmental management policies highly, with performance above industry peers, making this a highlight of the employer brand.
- Corporate Governance (PR 55) and Supervisor Communication (PR 56): Employees rated governance transparency and direct supervisors' communication capabilities positively.
- Retention Intent (PR 54): The score was higher than industry peers, indicating sound overall employee stability and helping reduce employee turnover costs.
Priority Areas for Improvement
- Benefits System (PR 43): This was the lowest-scoring dimension in the survey and was also a key driver affecting the three major indicators of value alignment, effort commitment, and retention intent. The Group will assess employee characteristics, optimize benefits measures that meet employee needs, and re-evaluate the design of its benefits system in 2026.
- Organizational Communication (PR 48): This affects information flow among employees and their understanding of Company policies. The Group will establish diverse communication channels, regularly release organizational information, and increase opportunities for direct dialogue between senior management and employees.