Press Releases

Budapest, March 13, 2013 15:00

More and more Hungarian companies recognise the importance of their employees’ feedback

„ Commitment to the West of us is already a macro economic issue ” – was said at the round table discussion organised by Magyar Telekom titled „What makes a workplace attractive 2013”. Beside Éva Somorjai, chief human resources officer of Magyar Telekom participants included Gábor Varjasi, competency development and strategic HR manager of MOL, Bernadette Bohács, HR director of Ericsson Hungary and  Rita Veres, managing director of Aon Hewitt, discussing what strategies are needed to increase employee satisfaction and hence commitment.

In international markets for more than 30 years they measure how employees feel about their workplaces. „In Western countries annual reports of companies also include employees’ feedback, as committed and loyal employees do a better job which also shows in financial indexes.” – said Rita Veres, managing director of Aon Hewitt. Even more Hungarian companies also consider changes based on their employees’ feedback of key importance. Gábor Varjasi, competence development and strategic HR manager of MOL outlined that for this reason their company restructured corporate management and established a new centre. Éva Somorjai, chief human resources officer of Magyar Telekom said that the key to success is increasing the ratio of committed employees. According to Bernadette Bohács, HR director of Ericsson Hungary it is also of vital importance that an international company successfully uses the internationally applied HR strategy also locally.

According to Aon Hewitt - the pioneering company in surveying employee commitment, loyalty and satisfaction in Hungary – there is still a long way ahead of local companies. „While 10 years ago it was incredible to some leaders that they had to ask subordinates about their opinions, by now more than 100 companies apply for our best employer survey each year” – said Rita Veres. According to the surveys the employees of the best Hungarian employers are more innovative and creative, fluctuation is lower and sick leave is also more rare. Experiences show that employee commitment starts in the minds of senior managers. And vice-versa: if there are problems with commitment, it usually indicates problems with management” - added Rita Veres, managing director of Aon Hewitt.

Éva Somorjai, chief human resources officer of Magyar Telekom said: “ Accordingly, the difference between the best and average workplaces is the percentage of committed employees – with the best ones it is 83%, while the rest only reach 55%. In the past three years the ratio of employees committed to Telekom increased further, more than four fifth of our associates claim to be committed. This ratio is even higher among senior managers”.

Surveys revealed that long term perspectives are important to employees, providing freedom and security, bearing more positive effect on their performance and commitment. „Beside long term plans international possibilities are also important. Within Ericsson national borders are only virtual, international permeability is not only a possibility or motivating factor, but reality. In every team experts from all around the world work together and we support them in numerous ways if they want to change country” – said Bernadette Bohács, HR director of Ericsson Hungary.

The key issue with large companies is to what extent senior management level decisions are viable at lower employee levels, or with international companies in other regions. MOL with presence in almost 40 countries also measures and assesses the employees’ feedback on the company. Not only at group level but also concerning all countries we consider it important that decisions about objectives are not only brought about at senior manager level, but local management should also attach huge importance to increasing employee commitment, as our surveys also underline that initiatives from the lower levels are more effective” – said Gábor Varjasi, competence development and strategic HR manager of MOL.

„Ever more companies are rationally building and enhancing their employer image each year, hence becoming more attractive to both young people and experienced professionals” – said Rita Veres. Large companies launch more and more initiatives and programmes, making their companies attractive to young employees. MOL’s programme for newly graduated university students is one of those, enabling the company to hire 900 people to the Hungarian and foreign companies, 92% of whom still work for the company. The trainee programme was organised by Telekom for students of higher education, more than 1,000 applications are received every year. However, committed employees also have a major role in shaping the image of attractive workplace, as they are the ones heralding the good reputation of the company.