Employee Satisfaction Survey - Ennoconn Technologies

To comprehensively understand the organizational climate and listen to the authentic voices of our employees, the Human Resources Department of Ennoconn Corporation conducted the “2025 Employee Opinion Survey” between March and April 2026. This initiative aims not only to foster deep internal communication but also to serve as a vital foundation for formulating subsequent improvement plans targeting key issues.

To ensure objectivity and professionalism, a professional third-party consulting firm was commissioned to administer the survey. The study thoroughly analyzed differences in perceptions across various job categories and tenures. Furthermore, aligned with international standards, the survey integrated quantitative indicators from the Dow Jones Sustainability Indices (DJSI / Corporate Sustainability Assessment) to track four core dimensions: Job Satisfaction, Happiness, Purpose, and Stress. The scope of the evaluation extensively covered areas such as sustainable management, job content, work environment, workplace stress, career development, compensation and benefits, self-actualization, sense of belonging, and quality of life, thereby comprehensively enhancing the company’s sustainable competitiveness.

The overall questionnaire response rate reached 65.76%, with a valid response rate of 62.5%, and the overall employee engagement/approval score (converted score) reached 73.95. Due to adjustments made to the survey targets and statistical methodology in this round, the calculated scores show variations compared to the previous period. Moving forward, the company will maintain this year’s calculation methodology to facilitate data tracking and evaluation in future years.

Looking ahead, Ennoconn Corporation aims to achieve the advanced milestone of “75% of employees demonstrating high engagement/approval with the company” by 2026. Based on the survey insights, we will continuously drive concrete optimization initiatives, strengthen organizational cohesion and sustainable competitiveness, and co-create a happy, collaborative, and sustainable workplace with all colleagues.

Category	Description
Target Audience	All eligible employees (Ennoconn colleagues who boarded on or before September 30, 2025, and remained actively employed during the survey period).
Survey Dimensions	Classified according to CSA (Corporate Sustainability Assessment) guidelines into four core dimensions: Purpose, Job Satisfaction, Stress, and Happiness. The evaluation scope covers sustainable management, job content, work environment, workplace stress, career development, compensation & benefits, self-actualization, sense of belonging, and quality of life.
Survey Sample Size	Distributed to a total of 184 respondents between March 26, 2026, and April 5, 2026.
Coverage / Response Rate	The overall questionnaire response rate reached 65.76%, with valid questionnaires accounting for 95.04% (115 valid responses out of 184 total distributions).
Responsible Department	Human Resources Department
Survey Frequency	Annually
Reporting Period	January 1, 2025 – December 31, 2025
Overall Satisfaction	The overall score converted to a 100-point scale is 73.95 (with an average score of 3.70 on a 5-point scale). “Top-level” employees account for 61.74% (reflecting that respondents’ overall feedback toward the company has reached a mid-to-high level).
Survey Results	Classified by Four Dimensions (Scale of 1–5) Highest Score: Work Stress (A higher score indicates that employees perceive a lower stress burden.) Lowest Score: Job Satisfaction Based on the Dimensions Represented by Overall Questionnaire Items (Scale of 1–5) Top 2 Positive Feedback: Well-being (Fully engaged in work) Work Stress (Inability to fit into the group – reverse-scored item) Bottom 2 Areas for Improvement: Job Satisfaction (Promotion and career development) Job Satisfaction (Compensation and benefits)
Action Plans for Improvement	Action plans have been formulated targeting the findings of the 2025 survey: 1. Promotion Opportunities and Career Development Deepen Talent Cultivation and Dialogue: Implement a comprehensive talent development dialogue mechanism. Management is encouraged to guide colleagues in setting personal development goals through regular feedback, linking the company’s vision with employees’ self-actualization. Diversified Cultivation Models: Expand colleagues’ international perspective and professional breadth through cross-departmental collaboration, project assignments, and internal job mobility. 2. Fair and Reasonable Compensation Communication & Diversified Remuneration Planning Diversified Reward Portfolios: Develop diversified incentive combinations tied to mid-to-long-term operating results—such as Employee Stock Ownership Trusts (ESOT) and Treasury Stock Transfers to employees—to strengthen multi-channel compensation and talent retention momentum. Optimize Internal Communication Channels: Improve internal communication channels regarding compensation management policies to enhance employees’ understanding of the overall rewards and benefits system. Through diversified information disclosure, reinforce employees’ alignment with and confidence in the company’s long-term incentive policies.