Improving the work environment based on employee work engagement
Improving the work environment based on employee work engagement
In FY 2022, the SUGI Pharmacy Group started to measure work engagement covering all employees in order to raise labor productivity, reduce employee turnover, revitalize the organization, and promote employee health.
FY 2025 work engagement measurement results
Vigor, dedication, and absorption, which are the three elements that comprise work engagement, were incorporated in the questions and were measured using a question format.
*1 Based on the Utrecht Work Engagement Scale
*2 Average value (of vigor, dedication, and devotion)
Engagement analysis
To increase work engagement, we asked an external organization to analyze the correlation between work engagement and various elements (working environment, etc.) and the correlation between work engagement and work performance (number of customer service-related additions and cosmetics sales).
Correlation between work engagement and various elements (working conditions, etc.) for supervising pharmacists
A bar chart showing, in descending order of correlation with engagement, an open workplace, communication with supervisors, age, and work-life balance, with the remaining elements showing a lower correlation. (Graph 1)
Correlation between work engagement and work performance (customer service-related additions and cosmetics sales)
The higher the engagement index, the higher the work performance: employees with high engagement deliver approximately 10% better work performance. (Graph 2)
For example, an analysis of supervising pharmacists has revealed that openness to proposals for business
operation improvement, whether your supervisor cares for your needs, and work-life balance are highly
correlated with engagement (see the graph to the left). As for the correlation with work performance, at
stores to which supervising pharmacists and beauty advisors with high work engagement belong, work
performance (number of customer service-related additions and cosmetics sales) was approximately 10%
higher (see the graph to the right).
In view of the analysis results indicating that subordinates’ engagement is affected by encouragement
from the supervisor to subordinates, motivation, and the competency level of the supervisor’s
management, we are implementing measures to help improve engagement.
Improving the workplace environment through officer visits
Officers at the SUGI Pharmacy Group regularly visit work sites and engage in dialogue with employees to promote a healthy workplace environment. By listening directly to frontline employees, we can improve the workplace environment and operational efficiency, as well as help create an environment in which employees can work with peace of mind. By reducing the distance between management and the frontline, we aim to create a workplace where each and every employee can work comfortably.
Employee feedback gathered through store visits:
(FY2025 results) 4,091 comments across 2,040 stores
Response measures
-
Personnel system reform
- Linking roles to evaluation and remuneration
- Including engagement indicators in evaluation items
-
Human asset development
- Clarifying skills and improving skills through training, OJT, job rotation, and self-learning
-
Compliance and corporate culture reform
- Eradicating long working hours, unpaid overtime, and harassment
- Implementing officers’ visits to all stores and introducing an employee proposal system
-
On-site subordinate management
- Thorough training of subordinate management techniques
As a results of company-wide efforts focused on individual engagement
Employee job satisfaction scores (motivation)
are steadily increasing
The effect of implementing strategies and measures for each department and promoting human resources strategies
Ambition to grow
＜ Engagement ＞
＜ Motivation for promotion ＞
Sense of belonging
＜Sense of attachment to the Company＞
＜Employee turnover rate: 4.3%＞ (FY2025 results)
*Applicable to SUGI Pharmacy only (excluding Hanshin Dispensing Pharmacy)
Balancing community contribution and engagement improvement
We have been sponsoring the Nagoya Women’s Marathon since 2024. Through the active participation of employees across departments, we promote community contribution and employee engagement improvement. We will continue to actively engage in social contribution activities to realize a prosperous and healthy society.
