E.ON intends to derive the maximum from the valuable contribution of each employee: the company listens to the ideas, opinions and thinking of its employees.

To this end, a yearly opinion survey allows each employee of the group to express his or her opinion on central company issues, anonymously and confidentially. The survey not only displays a willingness to listen but also serves as an instrument of action: the results are always presented directly to senior manager and to the entire company. The survey is followed by the implementation and monitoring of the improvement suggestions that emerge from the survey.

Another instrument is focus groups, a series of meetings in which employees from various organizational units, and of all ages, seniority and level of involvement in the processes, express their perceptions, expectations and uncertainties on various issues. Here, again, the results are presented to senior management and, following an analysis of the requirements, ad hoc improvement actions are taken.

One example of the use of this instrument is the Integration Project. The companies now a part of E.ON, in fact, have different backgrounds, so great attention is paid to the process of integration and company evolution.

Focus groups were therefore conducted in the various companies that joined the E.ON Group in the past year. The objective was to sound out the various viewpoints, monitor the process of change, and therefore determine what measures should best be taken.

Why? Because we are determined to create a common culture that makes E.ON a unique company in the market.