Philips 2008 Annual Report Download - page 36

Engaging for success
Engaged people with a winning spirit are essential if
we are to achieve our growth ambitions. Our aim is to
develop our business further by creating products that
improve people’s lives. At the same time, we believe in
improving our own people’s lives by creating a fulfilling
and exciting work environment.
We believe engagement is about
creating an inclusive and high-energy
working environment.
Empowering people
We are committed to enabling our people to
grow, empowering them to be creative in a culture
of trust and confidence. That’s why we continue to
focus on boosting engagement and improving
talent development.
At Philips, we believe engagement is about creating
an inclusive and high-energy working environment,
where all employees are aligned and energized to
contribute to our business success. An engaged
workforce delivers a competitive advantage – our
people are highly motivated to give their best every day.
Responsible restructuring
In 2008 the global economy took an unforeseen, unprecedented downturn. Unfortunately this has necessitated
job cuts throughout the entire Philips organization. In this regard we follow one principle: we first inform and
consult works councils and employees before making public announcements on specific programs and details
on a case by case basis. As a people-centric organization we are doing everything within our power to support
those affected with the utmost responsibility and respect. This includes looking for alternative employment
within the company for colleagues who face being laid off, providing social plans where applicable, organizing
work-to-work trajectories and assigning outplacement coaches. These measures may vary depending on
local work conditions and regulations.
Our engagement process
Engagement can be stimulated but it cannot be
mandated. Getting there is a journey and – like
every journey – to reach our destination we need
a road map. Our engagement process is just that –
a foundation for a road map that allows us to check
where we are and where we are headed.
On a regular basis, we measure where we are in
our engagement journey. Through the Engagement
Survey, we ask our employees to give confidential
feedback on 44 items. This enables us to continually
strive for even higher levels of employee satisfaction
and loyalty as well as referral to and pride in
the company.
Taking action
Results are distributed throughout the organization,
and teams are encouraged to get together to talk
about the results in ‘Deep Dive’ sessions. Strengths
and weaknesses are discussed in an open and honest
dialogue; the root causes of any issues that have
arisen from the survey are addressed and corrective
actions put in place.
Action can be taken at various levels – company,
sector, country, function, business, team and even
at individual manager level.
121,000
Philips employees
focus on improving
people’s lives through
timely innovations
Philips Annual Report 200836
18
We care about...
8
Message from
the President
6
Performance highlights
14
Who we are
42
Our group performance