Engagement Plan programmes:
These are the programmes aimed at improving the
employee’s satisfaction with the Company:
1. TELL THE WORLD
2. DEVELOPING THE NEW NH LEADERS
3. SHOW TIME
4. MEMORABLE DATES
5. STRIVING TO BE THE BEST
6. NH THAT’S ME & MY FAMILY
7. HEALTHY LIFE
8. THE NEW WAY OF WORKING
The “Memorable Dates” programme was also set in motion in
2014, whereby the Company wishes to share and celebrate
its most important dates with the employees, such as
birthdays, seniority or the birth of a child.
The “NH That’s Me & My Family” programmes have been
developed locally in the Business Units with a host of
initiatives, such as Christmas parties with the employees’
children.
At the end of 2014, Central Services began to develop the
new model “The New Way of Working”, with which there is
an evolution towards more efficient and collaborative work
environments, fostering technologies that enables mobility
and flexibility.
Another one of the outstanding programmes that will
be established in 2015 is “Show Time”, which allows the
employees who have recently joined the Central Services
to experience first-hand what work is like on a day-to-day
basis at a hotel.
COMMITMENT TO OUR STAKEHOLDERS
A new culture
39
Engagement
People are vital when it comes to building the new NH and
have to feel part of the important moment the Company is
immersed in. With a view to achieving this, an Engagement
Plan has been established consisting of eight programmes
aimed at enhancing the employees’ commitment to NH’s
new strategy.
Employee Engagement Survey
In October 2014, the Company launched an Employment
Engagement Survey with a clear view to taking care of
its employees and making them feel an important part in
building the new NH. The survey enabled the Company
to identify the main strengths and areas with room for
improvement, as well as to set in motion action plans based
upon the employees’ opinions.
The Company’s main strengths include its greatly
customer-oriented employees, the respect with which the
employees feel treated and their willingness to collaborate
and work as a team. In response to this listening exercise,
the Company undertakes to implement specific plans
of action for each work centre. The results given by the
employees on a local level were used to prepare these
action plans, and dialogue environments and work teams
have been set up with representatives from every hotel or
Central Services area.
12
,
600
employees involved
81
%
participation
77
%
of sustainable commitment
with the Company
