EMPLOYEE ADVOCACY,
ENGAGEMENT AND MOTIVATION
What we can learn from RELX colleagues in the Philippines

The Philippines is consistently one of the happiest countries to work in at RELX. Our colleagues in Manila, Iloilo, Cebu and Davao rate themselves as engaged, motivated and committed, with a high employee net promoter score (eNPS), reflecting a likelihood to recommend working at RELX to others.
So why are our Philippines colleagues so engaged? What can we learn and apply elsewhere across our business? Here, some of our colleagues in the Philippines share their thoughts.
COMPANY CULTURE
“I think it’s the distinct uniqueness of our company culture, of ‘valuing what matters’, compared with other companies. I've heard other companies say it, but I believe it here.” Divina Furigay
“I would say it’s a good combination of the local culture, matched with the right touch of RELX values and culture. I’ve had the privilege of visiting other offices where year-end is celebrated through a dinner get-together. At REPH, we show our appreciation to our most important asset, our people, by recognizing these milestones alongside senior leaders who nonchalantly show hidden talents by dancing on-stage. In addition, all year round, our employee engagement activities promote meaningful connection and fun while giving back or paying it forward to our chosen communities.” Sarah Garcia
“We encourage high levels of engagement that foster a culture of performance. At our year-end recognition programs, colleagues are recognized for their stellar performance, as reflected not only in business outcomes, but holistically through behaviors and values.” Ma Grace Agatep
“We have, as part of our engagement culture, about 60 engagement champions, across various functional teams, who serve as key partners in advocating inclusion & diversity, and help information-sharing in a reciprocal exchange. This also hones our engagement champions' abilities to lead small groups, also helping their career development.” Kathleen Kara Regala
“Leaders get to know what employees need, aside from work. We empower and open doors for everyone. I salute RELX for having this kind of organisation because it really matters.” Andrea Billon
“People understand how their own job contributes to achieving company goals and are committed to the success of the company. RELX has strong ethical principles which people appreciate.” Zae Edulian
“I think it helps to make sure the year’s achievements are visible in one place. It makes you see and realise what we have achieved, and make sure we don't forget.” Seset Lopez
“We’ve really looked at the ‘moments that matter’ through an employee’s time here, from pre-onboarding to when they might leave the company, and created a playbook to support leaders and people in these stages. We aim to accelerate talent, prepare employees for the future and have discussion with their leaders.” Albert Villagracia
“In marketing we track any feedback we receive from our teams, and send a quarterly ‘glad, sad and mad’ survey. The top reason for engagement generally is our office culture, it’s a huge thing for the team. Joon Malicse
BALANCE AND BENEFITS
“A hybrid work arrangement has really worked for us, and making employees part of this decision process. Teams coordinate what days they will be in the office, so we have intentional and meaningful interactions - often you see lots of celebrations.” Seset Lopez
“One of the top themes that comes out every time is the benefits we offer. We’re not top payers but benefits are good and better than other companies. We are true to our employee value proposition of ‘valuing what matters’ and this is important to people.” Albert Villagracia
“Our shift to a hybrid set up has increased focus on work life balance and wellbeing, and is a key driver of our eNPS. Employees are appreciative of our flexibility. A lot of companies have reverted to working in the office full time. We saw the advantages to employees of hybrid working, with no impact on productivity, really ‘valuing what matters’ and promoting work life balance.” Kristine Veneracion
“We have interest-based groups, for example cooking, or animals, and Employee Resource Groups too, such as Pride and the Women’s Circle. These help offer work life balance, with activities and support for colleagues, and in turn supports a positive employee experience.” Ma Grace Agatep
“A big differentiator for us is our hybrid work arrangement, compared with other businesses. Offering this flexibility is appreciated.” Kathleen Kara Regala
SPIRIT
“We are a strong country, and we are generally happy people. We’ve had to deal with a lot. We make jokes of even major weather catastrophes, though we understand things are serious. We're happy to be here.” Ayie Villa
“By default we are happy. We are happy people.” Joseph Peren
“Our engagement has always been high. I’m not a social expert but we have an appreciation for good things that come our way and always finding a reason to smile even during challenges.” Gladdy Mangente
“It’s palpable how our leaders are making an effort to live by our employee value proposition of ‘valuing what matters’, but part and parcel of it is that Filipinos are appreciative and strong.” Aves Fermo
“Filipinos are known as happy people. The organization’s culture boosts this even more, supporting employees’ careers and wellbeing.” Vida Corsiga
COMMUNITY, DEVELOPMENT AND FEEDBACK
“RELX Cares plays a big role in what people like about the company. We have long term partnerships and big events where everyone takes part. We work with charities to sponsor education for young people and four scholars are now working here at RELX.” Demee Angelica Ludia
“One of the things I’m highly appreciative of is that our company is committed to the community. It’s really motivating and stands out among other employers.” Kristine Veneracion
“We hold over 50 RELX Cares events a year and more than half our people use their Cares hours. We employ four previous sponsorship scholars which really shows the depth of community support.” Kathleen Kara Regala
“It’s not just the culture or engaged and supportive leaders - we really belong. RELX thinks of ways to help its people. When I see the RELX logo, I feel proud.” Rochelle Elizaga
“We have an established Talent & Capability team which, although conservative in headcount, has developed ways to proactively and continuously support the development of our talents through our very own academies.” Seset Lopez
“We advocate continuous learning, and colleagues have hunger and passion for learning. It’s not just good for the business, it’s good for employees too.” Tae Hwan Kim
“We deep-dive into employee feedback and try to do something about it, where we can. Everything we do is intentional, and we try to be better year on year.” Gladdy Mangente
“For me it’s the feedback – people really listen.” Geralyn Villarosa
“Colleagues know that if they give feedback, it will be acted on.” Justin Regala