The common path is our goal
Yesterday evening, the award ceremony "Germany's Best Employer 2016" of the Great Place to Work® Institute took place in Berlin and I was honored to receive the award for Edenred Germany.
For the third time in a row, we are among the top 100 employers in Germany. This fulfills me with joy and pride, but also with gratitude towards our employees. Without their willingness to submit to the questionnaire and give honest feedback, we would not have to participate at all. But what does Great Place to Work® mean for Edenred and his 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 thus reflects the quality of our company as an employer. In my opinion, this is employer branding with open cards.
For our almost 100 employees at the three locations in Munich, Hamburg and Wiesbaden, the staff survey is less about the image, but rather about what it encompasses on a daily basis: the workplace, the mood, the equipment, the structures, the colleagues Superiors, the tone and the values of the company. This will make the participation in the contest to a regular pulse measurement.
For me, the most exciting thing is the development process, which started with the first survey for the listing 2011, continues today and probably will not be over yet. The first three years were virtually our warm-up phase: From 2011 to 2013, we did not succeed in joining the top 100 employers.
But we - together with our employees - have rolled up their sleeves, scrutinized the results and started implementing strategic employer branding processes. Examples are a defined onboarding process for new employees, our health program or the targeted management development. Our commitment has had an impact: 2014 was the first company in the top 100 employers in Germany.
What makes good employers?
What we see as an employer is shown by the results of the current interviews: our employees feel equal and equal. In addition, they attest to a trusting error culture for our executives. New employees as well as colleagues who change the department feel comfortable from day one.
Personally, I am particularly pleased with the great appeal of our health @ work program, which has something to offer for everyone - from regular back training or massages during working hours, to weekly fruit diets to specific nutritional advice or cooking together during lunch break.
Employees get involved
But after the interview is always before the questioning. Resting on good results would be very bad. This is how we continue to develop our employer strategy. In summer 2015, the management invited all employees to organize workshops to jointly define further topics for improvement and to develop concrete measures.
This idea came very well and there were five working groups together. It was about topics such as employee responsibility, the involvement of employees in the decisions of the executives or work-life balance. Members of the management team were available as mentors for the individual working groups. The result was overwhelming: 67 proposed measures!
14 of the measures are implemented today, 23 adopted and in the test phase. The bandwidth is great: Our employees now thank each other with praise cards. It is about the mindfulness in the daily deal with each other.
The cards are very well received, because who does not enjoy a small thank you. By means of the so-called "E.Talk" (Edenred Talk) the employees regularly discuss the company's key figures and the annual planning together with the management.
The more space for employees, the more commitment
We analyze yearly the results of the Great Place to Work® survey very precisely. Again and again, we find that the approval of individual statements can also fluctuate and we have to accept percent losses. Granted: At the beginning, this worried us. But we kept our course. Today we know that the more space we provide 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 of the fact that employees' expectation is increasing and that this is not always in line with the given development opportunities of the company. Not all improvement ideas can be implemented immediately. But we're working on it. For us, Great Place to Work means: The common path is the goal!
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