- Europe
- Albania
- Andorra
- Belarus
- Czech Republic
- Austria
- Bulgaria
- Croatia
- Denmark
- Estonia
- Finland
- France
- Germany
- Greece
- Hungary
- Iceland
- Ireland
- Israel
- Italy
- Kosovo
- Latvia
- Liechtenstein
- Lithuania
- Luxembourg
- Malta
- Moldova
- Montenegro
- Netherlands
- North Macedonia
- Norway
- Poland
- Portugal
- Romania
- Russia
- San Marino
- Serbia
- Slovakia
- Slovenia
- Spain
- Sweden
- Switzerland
- Turkey
- Ukraine
- United Kingdom
- Vatican
- Georgia
- Belgium
- Bosnia and Herzegowina
- North america
- USA
- Africa
- Egypt
- Algeria
- Morocco
- Tunisia
- Asia
- Armenia
- Azerbaijan
- Kazakhstan
- Kyrgyzstan
- Tajikstan
- Turkmenistan
- Uzbekistan
- Japan
Communication with Employees
Basic Approach
FANUC recognises that each employee's individuality, as well as the comprehensive capabilities of our employees constitute the source of FANUC's growth and competitiveness. Accordingly, we believe that it is extremely vital to conduct bidirectional communication, which properly conveys the Company's status, policies, and expectations to our employees, while also receiving input from them.
In order to enhance communication, FANUC engages in indirect communication via the labor union, as well as direct communication.
Initiatives
Direct Communication between the Company and Employees
When announcing financial results, we send a message to our employees regarding the Company's business performance and the associated background, deepening their understanding of the Company’s conditions as we strive to foster a sense of unity with employees.
- Top management sends messages directly to our employees at each milestone, such as when they join the company, promoted to executive employee, or posted overseas, explaining the FANUC's basic principles and management policies and expectations for employees, leading to increased pride and engagement in the FANUC and their work.