Engagement des employés

Chez Kalmar, nous nous efforçons de créer un environnement de travail positif pour tous.

Nous valorisons grandement l'avis de nos équipes. Notre enquête annuelle d'engagement offre à chaque employé la possibilité de s'exprimer sur une multitude de sujets, tels que l'équilibre entre vie professionnelle et vie privée, le leadership et l'ambiance d'équipe. Chaque division examine attentivement les résultats afin d'identifier les pistes d'amélioration et d'y apporter des solutions concrètes.

Nous avons également constaté qu'une enquête annuelle sur l'engagement des employés ne suffisait plus face à la rapidité des changements actuels. Par conséquent, nous proposons désormais chaque trimestre une enquête d'engagement plus concise, permettant à nos collaborateurs de s'exprimer par le biais de questions ouvertes et de questions statistiques.

What do our people say about Kalmar?

(Source: Employee engagement survey 2024)

We have always been in a privileged position, as our people are eager to share their views via the employee engagement survey. In 2024, our response rate was 79% and overall favourability was 78%. In the 2024 survey, our most favourable themes were:

1. Sustainability: Kalmar is experienced as a sustainable company that is committed to the environment, social responsibility, and the economy.
2. Team Climate and Performance: We have high-performing teams in which personnel feel that their team is making a real difference.
3. Meaning of Work: The work of our personnel feels meaningful and fulfilling. Personnel feel a sense of achievement and can count on support from line managers and co-workers when needed.

While celebrating our successes, we're also committed to continuous development. Identifying areas for improvement is key on our journey. Our 2024 survey shed light on some opportunities for development:

1. Stress and Detachment: During the last few years, we have experienced bigger organisational changes and also the world around us has changed. Stress and Detachment were reported as an improvement area for Kalmar.
2. Direction: One of our leadership principles is leading with purpose, which basically means communicating the why on all levels in Kalmar. Nevertheless, personnel reported the lack of a clear, longer-term vision for Kalmar.

But we don't stop at just gathering feedback. Following each survey, we embark on a commitment planning process. Every manager evaluates the feedback and facilitates meaningful team discussions. Through this collaborative effort, we identify strengths, address areas for growth, and create actionable plans for the future.

At Kalmar, your voice matters.