Providing a Climate for Success

Identifying potential managers, planning for their development and providing extensive training are central to leadership development, but they are not the whole story. Emerson further provides the tools, resources, infrastructure, and collegial culture necessary to support leaders as they take on management assignments – whether it is their first within the company, or their most recent of many. Our intent is to help people succeed, and our management process is designed to enable leaders to achieve success and to grow.

Effective Communications

Emerson works diligently to keep communications open and candid as a foundation for enhanced productivity and innovation. Motivating employees requires keeping them informed and quickly and equitably addressing problems and concerns. Employees can maximize their contributions only if we effectively convey our strategies, plans, opportunities and challenges, as well as economic realities, and listen to their ideas. Our commitment to open communication applies to effective in all operations, independent of geography or culture. We promote two-way communications with a blend of practices and tools that include:

Regular Manager and Employee Meetings
We require managers at all levels to hold frequent face-to-face meetings with employees. This begins at the top as division executives meet with all employees at least once a year. We designate the top manager as the chief communicator, and each implements an annual communication plan that includes a state-of-the-business presentation, regular meetings between plant managers and employees, and frequent departmental and work group meetings. Managers are expected to “manage by walking around" to stay in touch with issues affecting employees. We train supervisors to listen closely to employee ideas, perceptions and concerns. This emphasis on two way communication helps build cooperation and respect and improve operations.

Employee Surveys
We regularly survey employees at every major location around the world. For more than 50 years, this practice has enabled management to understand and address employee issues and improve the work environment. This research offers valuable insight allowing us to manage continuous improvement, and influences the objectives of division and local management teams. Employees offer feedback on management across a broad range of topics including our approaches to supervision and communications. We ask employees to comment freely and anonymously on issues they deem important. As a result, our employees speak openly with management without fear of reprisal, intimidation or harassment.

Fairness and Balance in the Workplace

Our beliefs build on a foundation of insisting on fair treatment of all employees in a workplace in which they can find opportunities for individual growth and development. As a business, and especially as a publicly traded company, our primary goal is to be successful in the marketplace and provide attractive returns to our shareholders. We agree with the many proponents of corporate social responsibility who recognize that sustainable human benefits can only flow from a company that is well-managed, financially strong and competitive. Pillars of our practices include:

Wages and Benefits
Our compensation practices comply with applicable wage laws, including those relating to minimum wages, overtime compensation and legally mandated benefits. In compliance with local laws, employees receive compensation for overtime at pay rates higher than regular hourly rates. We do not permit deductions from wages as a disciplinary measure. The basis on which workers are paid is documented in a timely manner via pay stub or similar written communication.

Conditions of Employment
Emerson operates with reasonable working hours to maintain a positive and productive work environment consistent with commonly accepted practices in each locale. Employees elect whether to accept employment after being fully apprised of the terms, conditions, practices and expectations of their jobs. Workers are not required to surrender government-issued identification, passports or work permits as a condition of employment. We oppose and do not use any form of forced, bonded or indentured labor, or involuntary prison workers.

Equal Opportunity
We are committed to equal opportunity in all phases of employment including recruitment, hiring, placement, promotion, transfer, compensation, benefits, training, education, and social and recreational programs. Emerson managers base employment decisions strictly on qualifications, skills and performance. Our company prohibits discrimination against or harassment of any employee or applicant on the basis of race, color, religion, sex, sexual orientation, gender identity, age, disability, national origin, veteran status, political affiliation, union membership, or any other factor deemed unlawful. Employees or applicants may be subjected to medical tests solely to verify fitness for employment.

Freedom to Associate
Open communication and direct engagement between employees and management represent the most effective ways to create and sustain a positive employment environment. Employees are able to openly communicate with management regarding any workplace issue without fear of reprisal, intimidation or harassment. The company respects the rights of workers to associate freely, join labor unions, and seek representation or join workers’ councils in accordance with local laws.

Our intent is to help people succeed, and our management process is designed to enable leaders to achieve success and to grow.