In 2022, we found ourselves in the aftermath of the merger of two companies just a few months earlier. This transition necessitated significant adjustments in both our culture and various processes to achieve true unity as one company. Based on last year’s survey results, we decided that the main areas for improvement would be Employee Recognition (by managers and/or peers), Personal Development (both job related and soft skills), and Trusted Colleague, meaning a special person at work who complements you and your strengths.
We sat down and developed an action plan to address some of the fundamental issues in the areas of HR Processes, Systems & Tools, and Communication.
The following measures have already led to significant improvements in these areas:
- Implementing HR processes: A documented structure for annual appraisal talks, regular one-to-one meetings, and development talks for all employees
- Creating and deploying an employee handbook covering basic information about the workplace, its procedures, and policies
- Improving quality of leadership, ensuring that we align expectations and agree on the way forward, and that all leaders adhere to the common good leadership principles
We are aware that these measures mostly cover HR Processes and Communication, as we were unable to complete all planned actions for enhancements to the System & Tools area due to time constraints on key personnel. This will be a priority for the coming year.
“Clear and efficient processes for employee well-being are vital. They create a supportive environment where every individual feels valued and heard. By establishing open lines of communication and providing essential resources, we ensure that our team has the support they need for both professional growth and personal well-being. This approach fosters a culture of inclusivity and engagement, which is not just beneficial for employee satisfaction but is also instrumental in driving our organisational success,” says Bjarne Riis, HR Director at Advania Denmark.
Creating a positive ripple effect: The impact of healthy leadership on employee well-being
Key drivers for the positive results have been to work with the managerial teams to make them aware of how big an impact they can make with healthy leadership practices. Even small things like asking employees about how they feel makes a difference. Communication initiated by management has increased significantly and we have implemented new processes and a structure for employee management.
Looking ahead, regular talks between employees and managers will continue, aiming to foster a more personal and supportive work environment. Plans for personal and professional development will be created in cooperation with the employees, with clear ownership and timelines for all agreed-upon actions. We have also determined that setting clear goals and defined expectations contributes to a healthy work environment where everyone respects and values each other. Furthermore, we will make sure to acknowledge and commend positive behaviour while addressing and correcting any inappropriate actions. This demonstrates our recognition and appreciation for the correct attitude aligned with our organisational culture.
Results in Advania Denmark’s employee survey for 2023, compared to the year before.
