Employee Satisfaction

Employee satisfaction as an important parameter

Occupational health and safety, training and development and fair pay promote the satisfaction of employees. NORMA Group is convinced that satisfied employees are also more willing to perform in their daily work. Measuring employee satisfaction is therefore an “organizational thermometer” for the company, enabling strengths to be identified and potential for improvement to be implemented promptly. Against this backdrop, NORMA Group conducted a Group-wide engagement survey in 2023 to assess employee engagement as an indicator of long-term commitment to the Company. By definition, employees have a long-term relationship with the Company if they would recommend NORMA Group as an employer (this corresponds to a score of 7 to 10 on a scale of 0 to 10 within the Engagement Survey). The employee survey in 2023 had a global participation rate of 81% among all employees with an engagement score of 64%. The derived action plan focuses in particular on increasing participation in the EMEA region and an overall improvement in the Employee Net Promotor Score

measured against relevant benchmarks. In addition to determining the status quo, NORMA Group now plans to derive potential for improvement and implement the corresponding measures.

In addition to employee surveys, NORMA Group uses the voluntary employee turnover rate as an indicator of employee satisfaction. The voluntary attrition rate describes the number of employees who have voluntarily left NORMA Group in relation to the total number of employees6. In 2023, the aggregated voluntary attrition rate was 12.0% (2022: 14.2%). However, there are large regional and local differences, depending on the respective operational, cultural, and macroeconomic environment. As the aggregate voluntary attrition rate is virtually unchanged, the target to reduce it was not achieved.

Good performance is rewarded

NORMA Group aims to attract and retain qualified and committed employees. In order to promote employees ‘interest in the positive development of the company’s value and allow them to participate in its economic success, the remuneration system of NORMA Group includes a fixed salary and a performance-related variable remuneration component. Taking the respective area and level of activity into account, this variable pay component is based on the achievement of predefined financial figures and/or personal targets, among other criteria.