ENGAGEMENT
Our policy on employee engagement
Employees are essential to the Mynavi Group, and we also consider that enhancing employee engagement is crucial to the Group’s growth. We will respond to changes in work styles triggered by the COVID-19 pandemic and other trends of the times and implement appropriate employee engagement initiatives.
Initiatives to promote communication with employees
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Starting in 2018, we conduct a survey twice a year to visualize employee engagement.
We are also implementing initiatives to provide more opportunities for the management team and employees to talk to one another, including the “organizational culture reform task force for the creation of a safe and secure workplace environment,” a platform that gives employees a chance to directly ask the management team questions.
In addition, as an effort to increase internal communication, we are working to strengthen our ties within each division and as across divisions by, among others, posting articles featuring individual employees in our company newsletter.
Results of engagement survey
The results of the survey that we conducted in July 2025 show that the engagement score increased 0.4 points from the previous survey to a record high score of 60.2 points. In addition, the results exceeded the median of 3.0 points for all 64 items. These results show that we have transitioned from a phase in which efforts should be focused on making an improvement in under-par items to a phase in which it is more important to make improvements toward achieving our vision.
*The engagement score is intended to quantify the level of the attachment that employees feel to their company, the level of understanding between employees and their company, and the level of liking for one another. The score is calculated for each company by using survey data collected on Motivation Cloud provided by Link and Motivation Inc. It quantitatively represents the company’s position in all surveyed companies, with the average score being 50 points. The survey consists of the three areas of the company, immediate superiors, and workplace environment and asks questions about 64 survey items related to these three areas. For each of the 64 survey items, the expectation level and the satisfaction level are measured, from which an overall score is calculated.
Changes in the engagement score
Response rate for the engagement survey
Mynavi’s Strengths and Weaknesses Shown by Engagement Survey Results
Our engagement is improving and maintaining a high level after the introduction of the new management system and the new performance evaluation system. We will continue to further improve the engagement to achieve our vision for 2030.
Our strength continues to be good relationships with immediate superiors and within the workplace. Particular factors contributing to increase the engagement are that employees are able to frankly communicate with immediate superiors, that immediate superiors listen attentively to employees’ opinions and ideas, and that immediate superiors make decisions on the spot.
The areas for improvement include the penetration of strategy by the top management leadership and strengthening communication across the levels, and the strengthening of the performance evaluation system base including salaries and evaluations.