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 2023 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「ユトレヒト・ワーク・エンゲージメント尺度」を採用 ※2平均値（活力、熱意、没頭）

*1 We have adopted the Utrecht Work Engagement Scale
*2 Average (of vigor, dedication, and absorption measures)

Engagement analysis

In order to raise work engagement, we have asked an external expert organization to analyze the correlation between work engagement and various elements (working environment, etc.) and the correlation between work engagement and work performance.

Correlation between work engagement and various elements (working conditions, etc.) for supervising pharmacists

Correlation between work engagement and work performance (customer service-related additions and cosmetics sales)

“ワークエンゲージメントと仕事の成果（接客関連加算算定件数・化粧品売上）”の関連性

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.

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