What responsibility means to us...

We believe that an engaged workforce results in greater employee loyalty, better ideas, and stronger commitment, and ultimately, helps us to continuously improve as a company. To help us measure how well we are doing in engaging our workforce, since 2008 we have conducted a global, biennial employee engagement survey.

While there are many factors that contribute to employee engagement – from fairness and organizational integrity, social opportunities and communications – research has shown that the most important factor in employee engagement is an employee’s relationship with his or her manager.  That’s why we have devoted considerable resources towards helping managers be the best managers they can be. To hold managers accountable for this, in 2011, we pre-populated a performance objective for all managers and evaluated them against this objective at their annual performance review.  As a result, our managers develop strong relationships with their employees, driving their commitment to Shire’s purpose: to enable those with life altering conditions to lead better lives. 

In 2011, we also created and launched a dedicated online resource center for managers, which provides critical support, tips and e-learning opportunities.  This tool is supplemented by numerous face-to-face and group opportunities to learn how to manage performance, develop their people, and foster a Brave culture.  Managers take this role very seriously and as a matter of fact, in 2011, 98% agreed they understood the expectations of them as people managers.

We make full use of a portfolio of communications channels to not just inform employees, but engage in meaningful dialogue about the company, where it is going, and their role.  This includes an online ‘real time’ CEO question and answer session each quarter, leadership blogs, our own social networking platform, among others.

Our employees’ commitment to making Shire a great place to work is clear, with a 2011 engagement survey participation rate of 93%, up from 91% response rate in 2009. Captured below are some of the highlights from the overall survey results.

• Overall engagement across Shire has seen steady improvement (3.78 in 2008, 3.85 in 2009, and 3.98 in 2011 on a 5 point scale where 5 is actively engaged and 1 is actively disengaged).
• As seen in prior years, our mission/purpose continues to be an area of strength for Shire.  83% of employees responded favorably that “the mission or purpose of Shire makes me feel my job is important.”  This is up from 80% in 2009.   
• 78% of employees believe that their supervisor is open to new ideas; up from 70% in 2009
• 70% of employees agreed “there is someone at work who encourages my development”, against 63% in 2009
• In addition, 79% agreed that “in the last six months, someone at work has talked to me about my progress” compared with 68% in the prior survey

Based on these results, we are working on the areas that seem to be making a positive difference to engagement overall, and in 2012 we will:

• Ensure managers understand what is expected of them and have the resources needed to fulfill these expectations*.
• Evolve our Brave culture so that every employee is able to understand what Brave means and why our Brave culture matters to Shire’s future success.

^{* The next survey is planned for 2013, which will allow us to see how we have progressed.}