64 Employee satisfaction An open culture of discussion and feedback, as well as annual performance reviews covering work satisfaction and performance plus supervisor appraisals are the core components that allow us to address the needs of our employees. During our annual performance reviews, the level of employee satisfaction concerning five factors is ascertained on a scale ranging from 1 (minimum) to 10 (maximum). Returning an average score of 8.0, the score at the end of 2022 is slightly lower than that for 2021 which gave an average of 8.1. The annual review form relating to the appraisal of supervisors was revised at the beginning of the reporting period. Employees are asked to rate the following six criteria: leading by example; feedback; delegation of tasks in line with skills; delegation of tasks in line with scope for action and decision-making; sharing of information necessary for the completion of the respective task as well as for support and encouragement. The 2021 and 2022 appraisals returned an identical average score of 8.8 on a rating scale of 1 (minimum) to 10 (maximum). Any appraisals of 5 or lower are analysed by the managers, then discussed in a joint meeting with the employees and/or supervisors concerned; objectives are defined and any necessary measures are implemented. The human resources department is responsible for implementation by 30 June each year. In order to meet employees’ increasing need for flexibility, one focus in the year under review was on extending the range of available hard- and software. The basic version of Office 365 (email via office.com plus Microsoft Teams) was made available to all employees. Individual business processes were revised, e.g. in customer service and in timber trading, to be able to take advantage of new opportunities. By the end of 2022, 80 or 47% of all employees out of a total of 169 users will have a notebook computer, so enabling them to work from any location (Bützberg site 50%, Endingen 43%). All project managers were furnished with CAD-capable laptop computers. Fifty three percent of the workforce has a PC, which also makes it necessary for them to work on site. The tasks undertaken by 34% of the employees within this percentage require them to work on site (warehouse, shipping, carpentry workshop, reception, etc.). The slightly lower rating for the IT system in the employee survey – from 8.0 (2021) to 7.9 (2022) – is attributable to the dissatisfaction of individual employees with some of the software that is used. In the coming reporting period, we will continue our efforts to promote flexibility and location-independent working. Where necessary and possible, fixed workstations will be replaced by mobile ones (employee’s or supervisor’s request, change of task area, replacement due to technical requirements, etc.). Furthermore, the imminent migration to Windows 11 will see the replacement of older PCs and notebooks that no longer meet these increased operating requirements. All Office programs will also become cloud-enabled with the introduction of Office Business Premium. This will allow further business processes to be structured independently of location. Creating modern, flexible and family-friendly employment conditions was the primary objective behind the revision of the employment and working time conditions at the Bützberg site. The amendments therefore addressed in particular the reduction of the expected working time from 42 to 41 hours, the increase of the holiday entitlement from four to five weeks (from the age of 60 the holiday entitlement remains at six weeks, as before), individual break arrangements, more flexible daily working hours, part-time work and home office work where possible and feasible. The Endingen site will also revise its employment and working time conditions over the next reporting period. The main focus will be on reducing working hours and increasing the number of holidays for all employees to 30 days. As from 1 September 2023, the remuneration of trainees will be increased by € 165 in the first, € 215 in the second and € 315 in the third year of training. On top of this, a team is looking into the establishment of a company health insurance scheme to offer selected additional benefits over and above those provided by regular health insurance. Leisure activities enjoyed together serve to strengthen the feeling of unity and belonging. This might be i.e. a leisurely after-work beer, a barbecue, a game of bowling or even a “To allow our employees to develop their full potential, we give them sufficient freedom to make decisions and act as independently as possible.” Social affairs
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