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29-12-2023
Strength in numbers: TechnoAlpin’s employee engagement up to 2025
TechnoAlpin published its first sustainability report in early November. It sets out 6 material issues that underpin the sustainability strategy up to 2025. The topic of employee engagement is addressed in the social sustainability context.
TechnoAlpin seeks to offer employees an appealing, future-oriented workplace regardless of their origin, religion, orientation or gender. Numerous benefits and measures have been implemented in recent years to further boost employee retention. Flexible working hours, smart working contracts, a financial subsidy for childcare and individualized part-time models highlight the importance that the company places on work-life balance.
Employee health and safety are at the heart of all activities. Hence numerous occupational safety measures have been implemented. TechnoAlpin has been ISO 45001-certified since 2009 and has implemented a corresponding occupational health and safety management system.
One of the key company goals is to strengthen cohesion and dialog within the international TechnoAlpin family. Around 700 employees at 16 locations share the common goal to inspire enthusiasm for snow across the globe. Various initiatives are intended to bring together employees from different departments and branches.
This includes a lunch lottery, for example, with employees from different departments being randomly invited to lunch together. The exchange program, which allows employees to work in a different branch for a prolonged period of time, is extremely popular.
TechnoAlpin has long offered employees opportunities for advancement regardless of their level of education. Some of our current executives started their careers as interns at the company. An internal trainee program was developed so that the company and its employees can continue to take advantage of this potential. Employees can also apply for vacant positions within the company. This allows them to develop professionally or take on more responsibility without leaving the company. They are supported in this respect by individual training and development opportunities.
Flexibility for employees is to be further increased over the next few years, and additional benefits are already in the pipeline. Internal communication and the cafeterias will also be improved. An internal survey will be carried out to identify further potential. Cooperation with local female empowerment platforms is intended to promote gender equality in society.