In conversation with Marlies Oostendorp, Marketing, Communications & HR Manager at Svea Finans.
For a number of years now, Svea Finans has been conducting an annual Employee Satisfaction Survey (ESS) to examine the commitment and satisfaction of its employees. Svea considers this an important topic for the organisation. “After all, you want to know what is going on with employees. When you ask them directly, you sometimes get just a bit less back than via an anonymous survey,” says Marlies. Svea greatly appreciates the input its employees give, and tries to act on it (where possible).
The first time Svea wanted to conduct an ESS, it did so in cooperation with an HR agency. This agency helped Svea with the questionnaire and analysing the results. At the time, the ESS was sent out via Google Forms. Svea then continued to conduct an ESS annually herself.
For instance, from an earlier ESS, it emerged that employees would like to exchange more feedback with each other. The actions Svea took for this included facilitating feedback training, but it was also the reason for the start with Learned. The platform allows employees to easily exchange feedback. Also, in previous ESS’s, Svea found it a disadvantage that, working with Google Forms, employees could no longer see their own survey results after completing the questionnaire. Learned, on the other hand, provides a complete overview of all survey results, now and in the past.
When Marlies heard that Learned was also going to launch an Engagement tool, she was immediately excited. Employee engagement surveys are high on the agenda at Svea and how nice is it if this can be done within the same tool in which the HR reviews take place? It was also a plus that employees could continue to see their own survey results.
At the time of the interview, Svea had just started analysing the results and drafting the action plan. Marlies expressed curiosity about how the Learned Engagement model could contribute to Svea’s action plan. The Learned Engagement model is Learned’s science-based research, which not only substantiates which themes influence employee engagement. It also provides concrete and substantiated action points for each theme to increase theme scores.
An important result that Marlies could already share with us from the ESS 2023 is that employees rate Svea as an employer with an average of 8.9. Svea is enormously proud of this high score, although it sees this good result coming back more often. As a result, this high standard has become the norm. Nonetheless, some other points have also emerged where employees feel there is still some room for improvement, for example cooperation within the teams. Marlies indicates: “This is an issue that comes up that we as an organisation need to address.” Indirectly, this affects employee satisfaction and thus, in the long run, perhaps also turnover. “Fortunately, turnover at Svea is low, but that does not take away from the fact that it is also a point of attention here,” says Marlies. This is also one of the themes reflected in the Learned Engagement model that Svea can use for support.
In addition, Marlies finds it important to be able to easily provide the results and plan of action back to employees, so they feel heard and valued. By surveying employee engagement and satisfaction through surveys in Learned, Marlies has quick access to the report and can then easily share it with employees. Above all, Svea can easily continue to monitor what is going on within the organisation.
To conclude the conversation, we asked Marlies what she thinks is the big advantage of working with Learned. To this, Marlies answered succinctly: “With Learned, Svea can now easily manage and monitor employee engagement as well as HR reviews in one tool.” The convenience of the tool, in which both employee development and organisational development can be queried, is a major perk for Svea!
Are you curious what services Svea Finans offers? Then quickly click through to her website.