We proactively communicate information to our employees. The feedback we receive through employee engagement helps us better understand our impact, assess emerging issues and address concerns in a timely manner. We engage with our employees through various communications channels including our company intranet, online collaboration tools, digital signage at sites, employee magazines, videos, surveys and access to formal grievance mechanisms.
In 2019, we implemented a new social media effort for our employees, communities and other stakeholders. We also introduced the Agile way of working at our Americas operations through our Americas’ Concentrator initiative. Agile principles encourage everyone to take ownership and provide ideas and solutions at all levels of the organization, which supports improved internal communication, collaboration and ultimately increased productivity levels.
Our engagement efforts include organizational performance improvements using varying tools and processes to help our employees grow throughout their careers. We also offer courses to enhance the skills of current and future leaders in areas such as communication methods, mentoring and time management.
To help improve our understanding of workforce dynamics and changing trends, we track employee turnover, including voluntary resignations, involuntary layoffs and retirements. In 2019, our total employee turnover rate was 9%, an increase from 7% the year prior. In 2019, the increased turnover rate in Europe/Other was driven by the partial sale of our Cobalt business in Finland during the year, which also contributed to our higher turnover rate globally. The total turnover rate was 8% among male employees and 12% among female employees. Employees under the age of 30 had the highest turnover rate at 16%.
BACK TO WORKFORCE > Local Hiring and Skills Development | Diversity & Inclusion | EMPLOYEE ENGAGEMENT | Labor Relations