EMPLOYEE SURVEY
After the voestalpine employee survey was completed in fall 2022, the 219 companies that took part in the survey began the survey review process. This included analyzing the results, deriving suitable measures, and reporting them in an internal voestalpine tool.
In order to support transparency and an exchange of experiences between the companies, reporting was carried out in English throughout the Group. A report was prepared for the Management Board of voestalpine AG on the basis of these measures. A total of 440 measures were reported. Although the companies were asked to report only the two most important measures, some companies mentioned more measures. Most of the measures—in addition to the central commitment describing the bond with the company—relate to the three fields of action “Information & Communication,” “Appreciation,” and “Cooperation between Colleagues.” 82% of all reported measures are ongoing and 87% relate to all employees (without differentiating between white collar, blue collar, apprentices, etc.). The final implementation status of the measures was assessed in March 2024 and reported again to the Management Board of voestalpine AG. In addition to the Management Board report, the review process also provided for reporting on the measures to the respective Supervisory Board/Advisory Board of the companies.
The next voestalpine employee survey will take place in fall 2024. In addition to the 16 questions asked so far, eight further questions will be asked. These cover the topics of “Diversity & Inclusion,” “Senior Leadership,” “Corporate Responsibility,” “Health Promotion,” and “Identification with the Employer.” The survey will be conducted worldwide in 47 countries in 26 languages together with an external partner.
EMPLOYER BRANDING
Its positioning as an attractive employer is very important to voestalpine. The Group can drive innovation and compete successfully in the market only if it has committed and professionally competent employees. The regular employee survey serves as a barometer of employee satisfaction and results in the development of pertinent internal measures.
To further enhance its employer branding, voestalpine also undertakes numerous external personnel marketing activities such as collaborations with (primarily technical) universities, participation in job fairs and career expos as well as sponsoring. A strong presence in relevant online and social media channels as well as proactive reporting from and about the company boost voestalpine’s visibility among target groups.
2023 also saw the launch of a new image and brand campaign in which voestalpine employees are the main protagonists. All occupational groups, including apprentices, reflect the diversity of the Group. In this way, the campaign puts future topics such as greentec steel/decarbonization, women in technology, training, digitalization, sustainability, and innovation within a human context.
INDUSTRY WINNER AND FIFTH PLACE IN OVERALL BEST RECRUITERS RANKING
In the 2023 study conducted by BEST RECRUITERS, voestalpine was recognized among 570 major employers in Austria for its above-average recruiting quality. For the 14th time in a row, voestalpine took first place within its industry. In the overall ranking across all sectors, it once again took 5th place. The 2023/24 study surveyed 326 criteria from ten categories along the candidate journey. These included companies’ career websites, mobile recruiting, social web programs as well as job ad content and usefulness. The direct contact with applicants was also highlighted. Applications as well as job inquiries were sent to each of the randomly selected companies, and the responses were analyzed as to both timeframe and content.
ANNUAL EMPLOYEE PERFORMANCE REVIEW
The annual employee performance review has already become a key HR resources development tool in many voestalpine companies and is a material component of the Group’s management culture. A structured, annual conversation between supervisor and employee provides the basis for constructive, respectful collaboration.
Careful preparation, regularity, and documentation distinguish these reviews from other kinds of meetings. To use a visual analogy: The individuals concerned take a “time-out” from the “playing field” of daily routines and move to the “edge of the pitch” to reflect jointly on their “teamwork” and discuss basics. Annual employee performance reviews of salaried employees are mandatory throughout the Group. A recommendation has been made to introduce suitable instruments of this nature (e.g., team assessment dialogues) for wage employees also, but the binding standards do not provide relevant guidance. The Group-wide guidelines were revised and redesigned in the business year 2023/24. The voestalpine values of entrepreneurial mindset, appreciation in the workplace and sustainable action were a particular focus in the development of the new guidelines. In addition, they are deliberately designed to be diversity-sensitive in terms of content and language in order to appreciate and recognize the diversity of people within the Group.
The additional form for managers can also be used to reflect on the topic of management in discussions with employees who have management responsibilities themselves at a level of depth corresponding to their ability. The Group guidelines thus provide an anchor in terms of content and give the organizational units the freedom to structure employee performance reviews according to their individual requirements.
In the business year 2023/24, 33,596 employee performance reviews were conducted across the Group, of which 18,153 were with blue collar employees and 15,443 with white collar employees.