Employee Engagement

Communication between Senior Management and Employees

We implement activities to spread the Tsubaki Spirit, our corporate philosophy, on an ongoing basis to deepen our employees’ understanding of the company’s purpose and significance. These include messages from the President, various opportunities for learning and training, and sending out information in a company newsletter. Every six months, we also send out a video message from the President, in which he explains the business conditions for that period. This is a way to share information about the company’s business performance and the progress of our businesses. We also actively create opportunities for management and employees to talk.
At the core of our employee management system is our aim to improve employee engagement through the education, training, and evaluation of employees.

The One Tsubaki Company Site for Bilateral Communication

We launched the One Tsubaki internal communication web portal in November 2023.
The scope for its utilization is expanding, for example, with operational content from each division, and there is greater awareness of it as a tool that enables the sharing of information from various departments in a timely fashion. It has also demonstrated interactivity between contributors and visitors, for example, in the form of comments submitted by employees about messages from management. Contributions from employees are also increasing and include Tsubaki Zokuzoku, which introduces examples of the adoption of Tsubaki products found in familiar places, and Osaka Expo Planning, which is a temporary site for exchanging information. The number of unique users, which is an indicator of the number of visitors, has been maintained at a high level of around 50%.

In-House Recruitment System Revamped as Tsubaki Career Challenge

At the core of our employee management system is our aim to improve employee engagement through the education, training, and evaluation of employees. The existing in-house recruitment system was revamped and restarted in FY 2024 as the Tsubaki Career Challenge system. This system supports individuals in achieving their career ambitions, and aims to give employees career autonomy and revitalize the workplace.

Increasing Motivation with the New Business Proposal Contest T-Startup

In FY 2022, we launched T-Startup, a new business proposal contest. In this contest, we invite submissions of new business proposals from employees. If a proposal passes the judges, screenings, the employee who submitted the proposal becomes the leader of a project to develop the proposal into an actual business. For the FY 2024 contest, we received 40 proposals from Tsubaki employees in Japan and overseas. Six teams made it through to the second screening and gave presentations on their respective proposals, with videos of the presentations shared via the company’s intranet site. As a result, all six business proposals have started working towards commercialization, and the progress of six proposals for which commercialization has begun in FY 2022 and thereafter has been announced at events such as the New Business Proposal Presentation Meeting. The T-Startup contest is an internal venture company system for creating new businesses, and is also a way to boost employee motivation and encourage them to take on new challenges within the company.

Awareness Survey for Monitoring Employees and the Organization’s Culture

Tsubakimoto Chain has been implementing a survey of employee awareness once every two years since 2002.
The survey is for Tsubakimoto Chain employees in Japan, and includes nine items that cover the following broad areas: (1) Workplace environment, (2) Workplace atmosphere, (3) Job satisfaction, (4) Guidance and evaluation of subordinates, (5) Tsubaki Spirit and management policies, (6) Tsubaki brand, (7) Initiatives for SDGs, (8) Satisfaction toward the company, and (9) Work style. We regularly monitor our employees and the organization, and ensure that our organizational operations reflect the voices of our employees. Our goal is to create a better working environment.

In the FY 2024 Employee Awareness Survey, the rate of job satisfaction rose by 1.6 points, and the rate of satisfaction toward the company rose by 1.5 points compared to the previous survey.
Based on the survey results, we are implementing the following measures.

• Reviewing rules for travel expenses and enhancing the license bonus system
• Revitalized the in-house recruitment system aimed at promoting career autonomy
• Introducing tools to support smoother communication with subordinates
• Operating a work-at-home system (promoting flexible workstyles, support for balancing child care and nursing care with work, etc.)

(Partial) Results of the FY 2024 Employee Awareness Survey

* A survey of employee awareness is conducted once every two years. The next survey is planned for FY 2026.