Intent on embodying the ANA Character, we use dialogue among employees to promote empathy with the ANA Group Values (Culture) and groupwide conduct based on it, thereby enhancing the power of our organization.
The ANA Group conducts an annual employee satisfaction survey to monitor items including employees’ thoughts and attitudes about their work. We conducted the ninth such survey in the fiscal year ended March 2012, receiving responses from more than 29,000 people, including overseas employees, at 51 Group companies. The response rate was 93.6 percent. We distributed the survey results to approximately 600 departments for use in specialist-run information meetings, Group discussions and other workplace communication. We believe that enthusiastic employee activity is directly connected with corporate growth and customer satisfaction, and will continue working to make the ANA Group a worthwhile place to work.
ANA Virtual Hollywood is an employee-initiated program in which employees propose and execute projects that capture the hearts of customers, just as film directors produce Hollywood movies that have the power to enthrall the masses. ANA Group employees in any position or line of work can participate to develop ideas and actualize scenarios in a friendly environment. A wide range of proposals have already evolved into projects. Examples include establishment of the ANA Group Safety Education Center, holding a marathon on a runway, and rice harvesting near airports for community interchange and vitalization. Besides the projects themselves, ANA Virtual Hollywood has provided additional benefits such as nurturing and identifying human resources, raising group cohesiveness, encouraging open communication, and fostering a corporate culture determined to realize the Group’s corporate vision for driving innovation to become one of the leading corporate groups in Asia. These activities started in 2004, and a total of approximately 560 employees had participated by the fiscal year ended March 2012.
The ANA Group widely shares praise received from customers and values mutual employee recognition of work and conduct. We conduct the following initiatives because we believe they enhance employee motivation and autonomy and allow employees to more fully display the ANA Character.
-Payslips-
ANA has been printing customer compliments on the cover sheets of monthly payslips since October 2004. This practice, proposed by an employee, reconnects employees with customer feedback each time they receive their remuneration.
-Good Job Card-
Among frontline staff members, we are promoting the exchange of Good Job Cards, where employees who find something praiseworthy in a colleague’s work write it down on a card and pass it to the colleague. This nurtures respect for colleagues and engenders a culture of confidence and pride in one another’s work.
-ANA’s Episode-
Distributed within the Group each year, ANA’s Episode is an anthology of material including customer compliments, anecdotes from the Customer Opinion/Suggestion Desk and reports contributed by workplaces. The seventh annual edition, published in the fiscal year ended March 2012, presented customer comments on our response to the Great East Japan Earthquake, allowing us to share once again the importance of the mission and solidarity of the employees of a public transport provider. This offered an opportunity to help employees rediscover the value they create through their work.
The ANA Group has various award programs. The ANA Group President’s Award program was established to give concrete form to the ANA Character and foster a corporate culture brimming with originality and creativity. The “Wow!” Award was established in 2010 to recognize employees and work units that inspire colleagues with original ideas not bound by existing systems and values. In the fiscal year ended March 2012, employees at Sendai Airport and Fukushima Airport received the ANA Group President’s Award for their response to the Great East Japan Earthquake and subsequent reconstruction efforts.