Cemex 2013 Annual Report Download - page 24

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throughout the year. L2L also provides participants
with the opportunity to participate in strategic con-
versations with top management. Since their inception,
170 executives have participated in both programs.
Our goal is to have at least 600 leaders complete the
programs within five years.
Succession planning is critical to our company’s leadership
development and business continuity. To help spot the
leaders of the future, we identify key talent based on a
performance matrix. Special career plans are designed for
identified individuals to ensure their retention and skills
development.
for us to design and implement effective action plans to
improve employee commitment and build a high perfor-
mance organization. Central to empowering managers is
sharing the results of our employment engagement sur-
vey with local business leaders and human resources pro-
fessionals, thereby preparing our organization to address
the findings through action plans. Indeed, we trained 74
Survey Champions to support our business leaders at
each location to better understand their results and, more
importantly, to assist them to create strong action plans
that improve our workplace environment.
Collectively, through these initiatives, we foster a collabo-
rative environment where effective behaviors are identi-
fied, shared, and rewarded to enhance employee engage-
ment, increase company performance, improve retention,
and create a seamless line of leadership succession.
Empowering employee
engagement
We identify key talent and design
special career plans to ensure
retention and skills development.
During the year, we launched a renovated engagement
survey to empower our employees to participate in this
important process. More than 14,000 employees were
invited to take part in this year’s 44-question survey, and
78% responded—one of our highest rates of partici-
pation ever. This year’s survey not only measured our
employees’ levels of engagement across our global oper-
ations, but also explored how our workplace environment
enables our employees to perform their job to the best of
their ability. We value the survey results as the main input
[23]