At Qatar Steel, we realise that continual engagement with a focus on sharing useful information for employees and the development of social networks key to building team spirit and loyalty. This is why we organise periodic meetings between employees and senior management where technical and non-technical issues are discussed.
We honour and respect the trust that our employees have in us. Their trust is as a beacon, a guiding light that motivates and symbolises our engagement with employees to ensure their continued satisfaction and loyalty.
Qatar Steel conducts employee satisfaction surveys on a periodic basis. This survey allows us to identify areas of strength and weakness, better enabling us to implement improvements during the following two years. In addition, Qatar Steel measures its employees’ satisfaction level through overall turnover rates, viewing this statistic as a proxy measure of employee satisfaction.
| Employee satisfaction (out of 5) | |
|---|---|
| 2009 | 2014 |
| 3.41 | 3.64 |
| Turnover | ||||
|---|---|---|---|---|
| 2011 | 2012 | 2013 | 2014 | |
| Total # of employees leaving the organisation | 80 | 66 | 76 | 53 |
| # of employees leaving the organisation, by level | ||||
| # of Senior Management | 3 | 2 | 4 | 2 |
| # of Middle Management | 12 | 8 | 21 | 6 |
| # of Staff | 65 | 56 | 51 | 45 |
| # of employees leaving the organisation, by gender | ||||
| # of Women | 1 | 1 | 2 | 1 |
| # of Men | 79 | 65 | 74 | 52 |
| # of employees leaving the organisation, by age group | ||||
| 18-30 | 33 | 23 | 15 | 16 |
| 31-40 | 24 | 22 | 23 | 17 |
| 41-50 | 13 | 16 | 15 | 9 |
| 51-60 | 10 | 5 | 12 | 6 |
| 60+ | 0 | 0 | 11 | 5 |
