Our focus on organizational health fosters an engaged and productive culture that positions Entergy to deliver sustainable value to stakeholders. A healthy organization is one that:
- Communicates a clear mission, vision, and objectives that are supported and understood by all employees.
- Fully engages the workforce so that everyone understands how they contribute to the company’s success.
- Adapts quickly to changing needs of the business.
- Leverages the power of diversity to identify new and better ways to create value for our stakeholders and improve business results.
Our focus on organizational health starts with creating a common understanding around how we can work together more effectively on a daily basis and better engage with our customers and our communities. We routinely communicate our perspective to employees through quarterly employee huddles and town hall meetings with leaders, as well as through written communications to employees and leaders. Our new employee orientation program, employee and leadership development programs, and performance management processes also build common alignment around the core set of behaviors all employees must exhibit to drive Entergy’s success.
We measure how we are doing through an annual organizational health survey coordinated by an external third party. The survey invites employees to weigh in on a series of indicators that reflect our progress. The indicators assess organizational health for nine outcomes: direction, leadership, culture and climate, accountability, coordination and control, capabilities, motivation, innovation and learning, and external orientation. Underlying the nine outcomes are survey questions on 37 management practices. The survey also includes Entergy-specific questions for leadership practices, safety, diversity and inclusion, and ethics and compliance. Since initially administering the survey in 2014, we improved from an initial score of 49 (fourth quartile) to a score of 66 (second quartile) in 2019. In addition to significantly improved scores, employee participation rose from 66 percent in 2014 to 90 percent in 2019. While these represent substantial improvements, we remain committed to achieving our goal of top-quartile results and continue taking action to improve organizational health.
We believe healthy organizations value and use the full power of employees’ experiences and perspectives and actively work to create avenues to do so. Entergy’s employee resource groups are pathways through which employees can engage in the business, network, and grow and develop together. ERGs are employee-led groups that provide opportunities to connect with others who share similar interests and backgrounds. Our eight ERGs — Generational, Pride, Shift, Veterans, Multicultural, Women’s, Leadership, and Administrative — have nearly 2,400 members. ERG input informs decisions on recruiting, onboarding, retention, work / life balance, technology, policies, and employee and leadership learning and development.
In an evolving business environment, a culture focused on diversity, inclusion, and belonging matters and drives foundational engagement. We are committed to developing and retaining a workforce that reflects the rich diversity of the communities we serve. The diversity of employee ideas, backgrounds, perspectives, abilities, skills, and knowledge enables us to more effectively create innovative business and customer solutions. To ensure that we fully realize the potential of our diverse workforce, we are also focused on creating and nurturing a culture of belonging, with the goal of assuring that all employees feel valued, heard, and respected.
We believe employees will increasingly embrace their roles as we reinforce our commitment to a workplace that is diverse and inclusive with a culture of belonging. Accordingly, in 2019 Entergy embarked on a three-year phased approach to enhance inclusion for individuals and teams; drive operational effectiveness and innovation; and sustain diversity, inclusion, and belonging in our culture. This approach will encompass a range of initiatives, including enterprise-wide alignment and action plans, customized initiatives for field employees, initiatives for diverse groups, standing up a resource center, and establishing enhanced policies. Measurement and accountability will follow to sustain initiatives.