34% promoters
of employees in 2023
Employee engagement
Our vision is to become "The happiest company to work for/with". We regularly monitor the satisfaction of our employees and improve on matters highlighted by them.
Satisfied and engaged employees
We use the employee net promoter score (eNPS) to evaluate the satisfaction of our colleagues.
Employees rate their satisfaction on a score from 0 – 10. Results with the score of 9 & 10 are considered as the most satisfied and engaged employees, also called “promoters”.
In 2022 we used the employee satisfaction survey to determine the score, while in 2023 we included this question in the evaluation process. This score comprises the Belgian entities of the Cordeel Group.
We attribute the clear progress to our efforts taken in the previous year, based on the feedback of the 2022 satisfaction survey.
Key numbers survey 2022
The satisfaction survey was distributed in 2022 to 1,543 employees located in Belgium, with 701 employees completing it, resulting in a response rate of 45%.
All business units participated, and both blue and white-collar workers completed the survey.
87%
feels proud to work for Cordeel
77%
knows the values, mission and vision of Cordeel Group
73%
feels connected to the organisation
90%
thinks their work offers sufficient opportunities for independent thinking and action
89%
enjoys doing their job
88%
feels they are making a clear contribution to the company result
77%
thinks they have a good work-life balance
73%
thinks there’s an open working climate at Cordeel Group
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Key areas in which we commit to initiate improvement efforts
Creating more togetherness within Cordeel Group: Increase the sense of togetherness within the group by having the different companies take more joint actions.
In 2023 we started “Fit @ Cordeel“, our internal sport group. 339 colleagues participated in the various initiatives we organised.
Additionally, we organised once a quarter a sales forum with the different companies to increase the potential for vertical integration.
Creating a transparent talent development policy: Providing a clear overview of training courses that can be taken, having opportunities for advancement and being given sufficient opportunities and time to share knowledge and experiences with colleagues.
In 2023 we further professionalised our C-academy. In 2024 we’re launching a learning management system (LMS) that will provide even more transparency on the individual training progress and possibilities.
Striving for open and transparent communication
In 2023 we started hosting a bi-annual all-hands-meeting where the top management highlights important initiatives and gives insights into the business results. Managers are encouraged to organise frequent scrum meetings to update their employees.
Increasing participation in the satisfaction survey
Next satisfaction survey in 2024