Promoting ANA Group's Guidelines for Action - ANA's Way
What is ANA's Way?
ANA's Way is an action guideline grounded in the ANA Group's founding philosophy and the vision of its founders. It outlines the core values and the behaviors necessary for employees to achieve the ANA Group's Mission Statement and Management Vision.
The continuous effort and challenge demonstrated by our 'People,' combined with the 'Teamwork' that fosters cross-functional and cross-company collaboration, are the ANA Group's strengths and the driving force behind its value creation cycle."
To Live up to our motto of "Anshin, Attaka, Akaruku-genki!", we work with:
Safety
We always hold safety as our utmost priority,beause it is the foundation of our business.
Education based on the Course of ANA Group Safety Action
The "Course of ANA Group Safety Action" is posted at all Group workplaces, and is strongly emphasized in daily operations and serves as a code of conduct for each and every Group employee.
The ANA Group is enhancing various types of safety education based on these guidelines, so that each and every employee of the Group will embody the Course of Safety Action and deliver "safety and reliability" to our customers.
Customer Orientation
We create the highest possible value for our customers by viewing our actions from their perspective.
Enhancing customer experience value at every touchpoint.
Based on customer feedback, we view all touchpoints from before to after service use as a single experience, working to resolve challenges and enhance experience value.
Furthermore, we value the insights and ideas of each individual employee and support their implementation.
By sharing and expanding various CS activities among colleagues, we drive the creation of experience value unique to ANA.
Social Responsibility
We are committed to contributing to a better, more sustainable society with honesty and integrity.
Resolving social issues through business
The ANA Group promotes ESG management that considers the environment, society and governance from a global and long-term perspective which transcends the boundaries of the Group in order to contribute to solving environmental and social issues through our business and continue to create value as a company that is needed by the society in the future.
Team Spirit
We respect the diversity of our colleagues and come together as one team by engaging in direct,sincere and dialgues.
Maximizing Teamwork for ANA Group Value Creation
Our 'Team Spirit,' inherited from our founding and embodying the spirit of 'Wakyo' (Close Cooperation), is a core strength of the ANA Group and a driving force for value creation. We will continue to work as one with our approximately 48,000 ANA Group employees worldwide, standing by our customers and society as we take on challenges to realize our vision of 'Uniting the World in Wonder.'
Endeavor
We endeavor to take on any challenge in the global market through bold initiative and innovative spirit.
Inheriting and Evolving our DNA
"Endeavor" is ANA Group's DNA. We've kept growing by evolving this DNA with the times. United as diverse talent, the ANA Group relentlessly pursues daily efforts and consistently takes on challenges to create new value on the global stage.
ANA's Day Training
At "SUMICCO," a historical exhibition and training facility, we learn about the unchanging DNA and the history of effort and challenge since the founding of the ANA Group. Through experiences at various facilities of ANA Blue Base, we conduct the "ANA's Day" training, encouraging all group employees to think for themselves and translate that into action.
ANA's Way AWARDS
ANA's Way is a set of guiding principles that the ANA Group follows to create value and enhance the strength of its brand at its business locations in Japan and overseas.
We are widely inviting initiatives that contribute to the creation of value, enhancement of brand power, strengthening of corporate culture and fostering of a sense of group unity at domestic and overseas stations and presenting awards based on each category of the ANA's Way.
By sharing these examples, we aim to promote and further implement ANA's Way and strengthen cross-organizational connection.
Good Job Program
Since FY2001, the ANA Group has operated the “Good Job Program,” a messaging tool that allows employees to express appreciation and respect to one another.
In FY2025, a record-high total of 1.06 million messages were sent by 31,740 employees, accounting for approximately 68% of the entire ANA Group workforce.
Notably, around 190,000 of these messages crossed departmental and corporate boundaries, demonstrating that the program is now deeply embedded in our daily communication.
The "Good Job Program" is designed to foster mutual respect among colleagues and inspire pride and confidence in their work, thereby driving stronger workplace communication and a greater sense of Group unity.
ANA's Way Survey (Employee Engagement Survey)
The "ANA’s Way Survey" is an engagement survey conducted for all ANA Group employees. It is positioned as an essential communication tool designed to visualize each employee's "job satisfaction (engagement)" and their "demonstration of ANA’s Way" (the Group’s conduct guidelines), thereby enhancing engagement through open dialogue.
- Key Feature:A Collaborative Utilization Cycle Driven by HR and Frontline Workplace
A major feature of this survey is that it not only reflects overarching corporate management and human resource strategies, but also establishes a bottom-up framework driven by the front lines.
Survey coordinators assigned to each organization take the lead in data analysis in collaboration with the HR department, facilitating feedback and dialogue within their respective workplaces.
This approach revitalize daily communication and leads to concrete improvement actions tailored to each unique organization. - FY2026 Survey Overhaul
In fiscal year 2026, following the formulation of the new Medium-Term Human Resources Strategy, we conducted a major overhaul of the survey questions for the first time in seven years. By capturing the state of our organizations and employees with a higher resolution than ever before, we aim to leverage individual strengths and diversity, fostering a sustainable organization where everyone can work with a sense of well-being. - Question Example
- I am proud to be working for the ANA Group.
- I feel a sense of fulfillment and achievement in my current job.
- I have high hopes for the future of the ANA Group.
Enhancing employee engagement is a critical foundation for improving customer satisfaction and driving corporate value creation for the ANA Group. We remain committed to supporting the growth of every employee and cultivating a workplace where everyone can maximize their potential.
| Results for October 2025 | |
|---|---|
| Number of participants (Including overseas employees) |
39,465 |
| Response rate | 95.9% |
| Average Score for All Questions (Responses are rated on a 5-point scale from 1 to 5,with 5 being the highest score) |
4.04 pt |
Evaluation of ANA's Way Implementation
Based on the five perspectives of "ANA's Way" (Safety, Customer Orientation, Social Responsibility, Team Spirit, Endeavor), we confirm the status of demonstration and realization of the Way in daily operations, along with the expected roles required of each position.
Outline of the Evaluation System
- Set individual and Department goals
(Individual goals consist of two parts: 1) goals linked to department objectives, and 2) self-initiated goals you wish to pursue) - Each Team Member's goal will be shared within the team in order to foster mutual support.
- We evaluate the degree of goal attainment and the process of achieving goals, such as teamwork and fairness.
- In addition to the degree of achievement, each objective is also evaluated on the process, such as how well ANA's Way was put into practice, like team spirit.
- Four interviews with supervisor per year (Goal Setting, Mid-year, Self-evaluation, and Final Grading Feedback)
- Regular 1-on-1 meetings in addition to the Four interviews with supervisor per year
- Review and coordinate evaluations within the department at all levels as well as between departments and across the company to assign uniform ratings.
- Establish values necessary to realize the management vision based on ANA's Way
- Evaluation of the degree to which employees demonstrate their abilities through the ANA's Way competencies (the abilities and behaviors required to realize value).
- Granting additional points for teamwork, such as the horizontal deployment of an individual's achievements across multiple organizations.