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Best of HR – Berufebilder.de®Petra Mühlbauer is Director Human Resources at Edenred Germany. All texts by Petra Mühlbauer.

{Event} Great Place to Work Award for the best work culture: What makes a good employer?

Yesterday, the best employers in Berlin were honored for their work culture. But what makes good employers at all? Petra Mühlbauer, Director Human Resources at Edenred Deutschland, gives a personal insight. Edenred_Group

The common path is our goal

Yesterday evening, the award event “Germany's Best Employer 2016” of the Great Place to Work® Institute took place in Berlin and I received the award for Edenred Germany. For the third time in a row we are among the top 100 employers in Germany. That fills me with joy and pride, but also with gratitude to our employees. Without their willingness to face the questioning and honestly Feedback to give, we wouldn't even have to take part. But what does Great Place to Work® mean for Edenred and its employees beyond the award?

Employer branding with open cards

So shortly after yesterday's award, of course, first of all, the effect on the outside is in the foreground. The listing confirms Edenred a high standard. This is based on the benchmark of the participants in the competition Company and spiegelt reflects the quality of our company as an employer. In my eyes it is Employer Branding with open cards. For our almost 100 employees at the three locations in Munich, Hamburg and Wiesbaden, the employee survey is less about the image and more about what surrounds them every day: the workplace, the atmosphere, the equipment, the structures, the colleagues, the Superiors, the tone and the values ​​of the company. This means that participation in the competition becomes a regular pulse measurement.

Exciting development

For me, the most exciting thing is the development process that began with the first survey for the listing in 2011, continues to this day and will probably not be over for a long time. The first three years were practically our warm-up phase: From 2011 to 2013 we did not succeed in placing ourselves in the top 100 employers. But we - that means the management together with the employees - rolled up our sleeves, carefully examined the results and started to implement strategic employer branding processes. Examples are a defined onboarding process for new employees, our health program or targeted management development. Our commitment had an effect: in 2014 we made it into the top 100 employers in Germany for the first time.

What makes good employers?

The results of the current surveys show what sets us apart as an employer: Our employees feel equal and have equal rights. They also attest that our managers have a trusting error culture. New employees and colleagues who change departments also feel at home from day one. Personally, I am particularly pleased with the great popularity of our health @ work program, which has something for everyone - starting with regular back training or massages during working hours, through the weekly fruit day to specific nutritional advice or cooking together during the lunch break.

Employees get involved

But after the survey is always before the survey. Resting on good results would be extremely bad. This is how we continuously develop our employer strategy. In the summer of 2015, the management invited all employees to organize workshops in order to jointly define further topics for improvements and to work out specific measures. This idea was very well received and five working groups came together. It was about topics such as employee responsibility, the involvement of employees in the decisions of managers or Work-Life Balance. Members of the management were available as mentors for the individual working groups. The result was overwhelming: 67 proposed measures!

Employee ideas

14 of the measures have been implemented to date, 23 have been adopted and are in the test phase. The range is wide: Our employees now thank each other with praise cards. It is about mindfulness in daily dealings with one another. The cards are very well received, because who is not happy about a little thank you. By means of the so-called "E.Talk" (Edenred Talk), the employees regularly discuss the company's key figures and annual planning with the management.

The more space for employees, the more commitment

Year after year, we analyze the results of the Great Place to Work® survey very carefully. Again and again we find that the agreement with individual statements can fluctuate and that we have to accept percentage losses. Admittedly, this worried us at first. But we stuck to our course. Today we know that the more freedom we allow and the employees actively participate in the goal-oriented analysis of the results, the more commitment and valuable ideas we can reap. However, we are also aware that this increases employee expectations and that this does not always go hand in hand with the company's given development opportunities. Not all ideas for improvement can be implemented immediately. But we are working on it. For us, Great Place to Work® means: This is the common path Objective!

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One answer to "{Date} Great Place to Work Award for the best work culture: What makes a good employer?"

  1. Competencepartner says:

    Great Place to Work Award for the best work culture: What makes a good employer? from Petra ... - Recommended contribution d9743YPkBY #Creation #Education

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