Employee survey
voestalpine regularly conducts a Group-wide employee survey. The most recent survey was carried out in the fall of 2019; it was the first one to be conducted exclusively online. A total of 77% of the employees invited to participate provided their feedback. The results show positive developments at the Group level. Compared with 2016, the level of commitment rose by 3% to 56%. This key figure describes the emotional and intellectual degree of loyalty to a group or organization and is compiled from the answers to different questions.
The agreement values in two categories— “Professional Development Options” and “Direct Executive”—critical to the survey also increased. Besides the Group-wide employee survey, in the future Group companies will also be able to conduct interim surveys (so-called “pulse surveys”). These provide greater autonomy and flexibility with respect to the analyses. The Management Board of voestalpine AG resolved to make commensurate reports to the participating companies’ supervisory bodies mandatory in order to ensure consistent and verifiable implementation of the actions taken in response to survey findings.
Employer Branding
Its positioning as an attractive employer is very important to voestalpine. We can drive innovation and compete successfully in the market only if we have committed and professionally competent employees.
The regular voestalpine employee survey thus serves as a barometer of employee satisfaction and results in the development of internal action packages. Numerous external personnel marketing activities such as collaborations with (primarily technical) universities, participation in job fairs and career expos, and sponsoring are carried out to further enhance voestalpine’s employer branding. A strong presence in all of the relevant online and social media channels as well as active reporting about the company increase voestalpine’s visibility among the target groups.
Annual employee performance review
The annual employee performance review has become a key personnel development tool in many voestalpine companies. A structured, annual conversation between supervisor and employee outside of daily routines provides the basis for positive collaboration. Careful preparation, regularity, and documentation among other things distinguish these reviews from other kinds of meetings. Annual employee performance reviews must be conducted Group-wide with all salaried employees. A recommendation has been made to introduce suitable instruments of this nature for wage employees (e.g., team assessment dialogues) also, but the binding standards do not provide relevant guidance. While corporate headquarters offers standardized questionnaires and manuals, adjustments specific to companies and countries may be made. In the business year 2019/20, a total of 29,121 annual employee performance reviews were conducted Group-wide.
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