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 ceremony “Germany's Best Employers 2016” of the Great Place to Work® Institute and I was able to accept the award for Edenred Germany.

For the third time in a row we are among the top 100 employers in Germany. This 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 participate. But what does Great Place to Work® mean for Edenred and his Employees beyond the award?

Employer branding with open cards

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So shortly after yesterday's award, of course, the first thing is the Effect outward in the foreground. The listing confirms Edenred's high standard. This is based on the benchmark of those taking part in the competition Companys and spiegelt reflects the quality of our company as an employer. In my Eyes 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 mood, the equipment, the structures, the colleagues, the superiors, the tone and the values ​​of the company. Participation in the competition thus becomes a regular heart rate measurement.

Exciting development

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 – that means the management together with the employees – rolled up our sleeves, took a close look at 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?

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The results of the current surveys show what defines us as an employer: Our employees feel equal and equal. They also certify that our managers have a trusting error culture. Even new employees and colleagues who change departments 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 survey is always before the survey. Resting on good results would be extremely bad. How we develop our employerStrategy continuously further. In the summer of 2015, the management invited all employees to workshops to organize, in order to jointly define further subject areas for improvements and concrete ones Measures to work out.

This idea was very well received and five working groups came together. It was about topics such as employee responsibility, including employees in the decisions of the company Executives or workLife-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 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 doesn't appreciate a small thank you. Using the so-called “E.Talk” (Edenred Talk) the employees regularly discuss the company key figures and the annual planning together 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 approval of individual statements can also vary and 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 give and the employees actively participate in the goal-oriented analysis of the results, the more commitment and valuable ideas can we harvest

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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