Green Planet Energy uses Kultify to derive concrete measures for strengthening employee retention

Background

Green Planet Energy eG (formerly Greenpeace Energy eG) is a nationwide energy provider organized as a registered cooperative. One of the cooperative's stated goals is to supply energy generated in the most environmentally friendly way possible. The electricity it delivers is exclusively green electricity from renewable energy sources.

As with many companies, the topics of home office and remote work gained considerable importance at Green Planet Energy this year. To respond to the new situation in the best possible way as an employer, the company wanted to identify potential fields of action through feedback from its employees.

Objective

For successful further development to succeed, a detailed picture with clear metrics on the individual challenges was needed.

Objectives at a glance:

• Identifying fields of action relating to home office and employee retention
• Deriving concrete measures from the feedback

The solution with Kultify

As a first step, Kultify needed a deeper understanding of the current situation at Green Planet Energy. This formed the basis for developing the questionnaire and the digital reports.

Before the survey was conducted, the advance communication was coordinated. The aim was transparent communication about the goal and benefit of the feedback and how the results would be handled.

To achieve lasting development and an increase in employee retention, regular pulse feedback was also introduced. Through the subsequent pulse survey, employees had the chance to give specific feedback on the identified fields of action.

Results

Thanks to the successful advance communication, a participation rate of 83% was achieved: of roughly 150 employees surveyed, 124 took part.

"With an employee survey tailored to GPE, concrete fields of action could be identified around the topics of 'home office' and 'employee retention'."

Through the digital feedback, both the opportunities and the concerns regarding the new working situation could be identified from the employees' perspective. The subsequent pulse survey provided a deeper understanding of the fields of action and also took in further topics such as motivation and employer brand. Another positive effect was the active involvement of employees in the change process: wishes and concerns regarding the specific fields of action could be expressed directly.

The collaboration continues with the regular use of the employee survey and the ongoing use of pulse feedback to track the success of the measures. </content>