Employee Engagement Survey
Employee Engagement Survey
Employee Engagement Survey
TCC initiated the employee engagement survey in 2019 and introduced the Willis Towers Watson (WTW) engagement survey tool in 2024. Considering TCC's extensive locations and focus on mitigation measures, the survey frequency was adjusted to biennially. Based on the results, TCC communicates key feedback with department heads and employees, formulates improvement and optimization action plans, and tracks execution through regular meetings to ensure effective implementation. Commissioned to a third-party professional institution, the anonymous survey ensured the expression of genuine opinions and achieved a 98% response rate.
Evaluation dimensions included job satisfaction, work purpose and sense of mission, stress indicators, growth and development, communication transparency, and resource support, using a five-point scale to collect feedback. TCC will continue to promote specific actions based on the results to deepen the employee experience. Cement and Environmental Protection Business (Europe-Africa) and NHOA Energy were also included in the Group-wide employee engagement survey for the first time in 2025; Atlante targets execution by March 2026, with plans to expand to all overseas locations in the future.
Engagement Survey Items
Job Satisfaction
Survey Questions
I would recommend others to work at the Company if a suitable opportunity arises.
I am willing to take on extra work to help the Company succeed.
2026 Improvement Plans and Actions
→ Develops career development paths and growth dialogue mechanisms, and promotes onboarding for new employees.
→ Promotes the TCC Communication Program to strengthen two-way interaction between supervisors and employees.
Purpose
Survey Questions
I understand how my work contributes to the Company's goals.
I clearly understand the overall goals of the Company.
2026 Improvement Plans and Actions
→ Promotes the TCC Culture Navigation Program, organizing town hall meetings and diverse communication activities to enhance consensus on corporate mission and vision.
Well-Being
Survey Questions
My work gives me a sense of accomplishment.
I am able to maintain enough energy to get through a workday.
2026 Improvement Plans and Actions
→ Enhances well-being, employee physical and mental health, and sustainable living based on the TCC Well-being Guide.
Stress
Survey Questions
I do not encounter significant obstacles in completing my work.
My department/team can handle our work challenges.
2026 Improvement Plans and Actions
→ Promotes the TCC Talent Sustainability Program, introducing employee assistance programs (EAPs) and stress management courses.
→ Adds health lectures and family-friendly childcare facilities.
Engagement Survey Results
Indicator | 2021 | 2022 | 2023 | 2024 | 2025 |
|---|---|---|---|---|---|
Engagement Survey Score | 96.1% | 90% | 92.96% | 87% | 82% |
Response Rate | 96.71% | 97.6% | 95% | 98% | 94% |
Note
- TCC has shifted its employee engagement survey to a biennial cycle starting in 2024 (latest data: 2024 for Taiwan and Mainland China). In 2025, the survey scope expanded to Cement and Environmental Protection Business (Europe-Africa) and NHOA Energy sites, with Atlante implementation underway.
Employee Turnover Rate
| Item | Business Group | 2021 | 2022 | 2023 | 2024 | 2025 |
|---|---|---|---|---|---|---|
| Employee Turnover Rate | Cement and Environmental Protection Business (Asia) | 8.10% | 5.90% | 30.69%1 | 11.04% | 26.8% |
| Cement and Environmental Protection Business (Europe-Africa) | 11.71% | 8.67% | 14.08% | 11.86% | 14.49% | |
| Energy for Social Transformation Business | - | - | - | 30.27% | 10.85% | |
| Other Businesses | - | - | - | - | 40.15% | |
| Weighted Average | 9.08% | 6.68% | 24.69% | 11.79% | 24.25% | |
| Voluntary Employee Turnover Rate | Cement and Environmental Protection Business (Asia) | 4.60% | 3.60% | 6.68% | 7.22% | 4.67% |
| Cement and Environmental Protection Business (Europe-Africa) | 7.08% | 5.43% | 11.12% | 11.86% | 8.26% | |
| Energy for Social Transformation Business | - | - | - | 3.74% | 10.85% | |
| Other Businesses | - | - | - | - | 37.98% | |
| Weighted Average | 5.27% | 4.12% | 8.29% | 8.84% | 11.10% |
Note
- Major economies around the world are facing inflation, and Mainland China is experiencing severe structural changes. The total profit of the cement industry has reached its lowest point in 16 years, and the profit margin of sales is far below the average level of industrial enterprises. Therefore, there is a necessity for manpower adjustment. TCC Group Holdings adopts a diversified approach to maximize employment needs for its employees. This includes encouraging taking leave as a priority, entrusting some cement plants to peers in the form of management to leverage market synergies, or providing applications for second skill training for job transfers, cross-regional or cross-industry reassignments, etc. Only when it is absolutely necessary to reduce the significant financial impact on operations will corresponding manpower reductions be made to maintain the basic survival of the enterprise.