In the current business landscape, the ability to attentively listen to employees and stakeholders has become more important than ever.

For Tenaga Nasional Berhad (TNB), which plays a key role in advancing national aspirations such as the energy transition and the net-zero agenda, a structured approach to accountability and open dialogue is essential.

This is where mechanisms such as the simple feedback form play a crucial role. These initiatives provide employees with a platform to voice their concerns on internal matters, with the expectation that their feedback will be acknowledged and addressed.

Moreover, such channels enable employees to express their views constructively and without fear of reprisal.

Though the corporate workplace has transitioned into the digital age, with paper-based feedback forms replaced by online platforms, the underlying principle remains unchanged: to provide employees with an anonymous channel to report internal inefficiencies, allowing such matters to be addressed discreetly and effectively.

Bodies that make use of anonymous feedback mechanisms into their organisational structure allow themselves to act not only responsively but also proactively, enabling issues to be addressed at an early stage before they escalate further.

This is where TNB’s People Experience Survey comes in, which the company makes use of to get an accurate picture of what is happening across its ranks.

The Ideals and Objectives Behind our People Experience Survey

This survey is more than just a data collection exercise - it is a deliberate step toward strengthening our organisational culture and strategic direction.

At its core, every survey serves as a powerful tool for a strategic measure in learning the details about an organisation. Our survey is no exception, allowing the company's leadership to gain a deeper understanding of the 35,000-plus employees across the Group and its subsidiaries, enabling more informed and inclusive decision-making.

By listening to what our employees have to say, we are not only nurturing a high-performance, engaged workforce - we are also advancing our ESG aspirations. Supporting employee wellbeing, fostering inclusivity, and promoting a responsive workplace as well as fostering a transparent and accountable culture are key components of both our social responsibility and long-term business sustainability.

On top of that, such a move is also in alignment with the United Nations' Sustainable Development Goals, notably Goal 5 (Gender Equality) and Goal 8 (Decent Work and Economic Growth).

Goal 5 Gender Equality

Goal 8 Decent Work and Economic Growth

Conducted digitally over the course of a month and made accessible to all employees, the People Experience Survey reflects TNB’s commitment to fostering a supportive and inclusive workplace culture. The objectives are clear, aiming to:

1. Actively listen to our employees by providing a safe, secure, and anonymous platform for them to share their thoughts and experiences.
2. Identify what matters most by leveraging data-driven insights to highlight the key factors influencing engagement and performance.
3. Take meaningful and informed action, empowering our teams with the tools and knowledge needed to drive continuous improvement and create a more positive and productive work environment.

This company-wide exercise builds on TNB’s long-standing commitment to internal engagement, underscored by the annual surveys conducted since 2003. Until 2023, these efforts were carried out through the Employee Engagement Survey (EES), aimed at gauging workforce sentiment. In 2024, the initiative was redefined as the People Experience Survey (PX), reflecting a more comprehensive and holistic approach to understanding the overall employee experience. Notably, over 80% of TNB’s workforce has consistently participated in these surveys, demonstrating a strong culture of feedback and collaboration across the organisation.

TNB recorded a People Experience score of 89.7% in 2024, indicating an above average level of employee satisfaction and organisational engagement.

Measuring What Matters: The Details of TNB's People Experience Survey

Consisting of 28 questions, the survey is divided into three categories, which are described as follows:

The survey is administered across the TNB Group and typically takes employees between 10 to 15 minutes to complete. Designed to be inclusive and insightful, the questionnaire covers a broad range of topics related to employee experience, well-being, and motivation.

It features thoughtfully designed questions that explores key aspects of employee well-being -encompassing physical, mental, spiritual, social, environmental, and financial aspects - as well as the underlying factors that motivate employees to remain engaged and contribute meaningfully to the organisation.

Depending on the question type, respondents may be asked to indicate their level of agreement on a rating scale, select specific factors, or provide open-ended feedback. This approach enables a comprehensive understanding of the employee voice, fostering a data-driven culture of continuous improvement across the organisation.

In its most recent survey exercise, TNB identified key insights from employee feedback:

1. A strong sense of pride among employees in contributing to national development.
2. High levels of alignment with TNB’s organisational purpose and values.
3. Opportunities for improvement in areas such as work-life balance and employee development programmes.

Additionally, the feedback indicated specific areas of concern - the request for the absorption of contract employees into permanent roles within the organisation, and the need to improve the quality and amenities of TNB’s residential quarters. These insights are being carefully reviewed, and plans are already in place to enhance the employee experience, reinforce engagement, and support TNB’s long-term commitment to sustainable workforce development.

While TNB has consistently achieved strong participation rates in its employee surveys, reaching the entire workforce remains a continuous challenge, particularly given the company’s wide organizational reach. To address this, TNB has strengthened its outreach by leveraging multiple communication and engagement channels, coupled with frequent reminders and daily monitoring. These efforts aim to ensure broader accessibility and inclusivity, enabling the company to capture a more accurate and comprehensive view of employee sentiments across all levels and locations.