Employee engagement
From asking questions to making changes
Quite a bit has happened since the last Employee Engagement Survey. We’re now providing an update and showing why participating really makes a difference.
What progress has been made so far in implementing the results?
Martina Pumpat, Expert Employee Experience: Since the last Employee Engagement Survey, a lot has happened, especially where it’s felt in day-to-day work: within the teams. The action plans are currently in various stages of implementation. Many teams have specifically addressed topics identified in the survey as particularly relevant, including communication, learning and development, and work processes. What’s vital: Each team is tackling the issues where it sees the greatest need for action in its own day-to-day work.
In addition, colleagues in some units are displaying especial commitment in putting the survey results into practice. They’re driving topics forward within their teams, coordinating activities and gaining valuable project experience in the process. We’ll systematically expand on this approach in the 2026 Employee Engagement Survey. Anyone who would like to get actively involved is welcome to contact me.
Examples from the teams
Esmeralda García, National Sales Manager Spain
One of the issues with the lowest scores in our team was work-life balance. Thanks to targeted measures, we’ve been able to reduce our team’s workload, distribute working hours better and noticeably improve the working climate. Moreover, we regularly review the distribution of tasks to nip burnout in the bud.
Kenny Piecharka, Country Manager, KWS Seeds Canada
The action planning process was invaluable for our team. It showed that everyone in the team can actually influence change by making an active contribution. We review our topics regularly in fortnightly online meetings and dive deeper into them at in-person meetings. The process has created tangible added value, and we’re very pleased with the results.
Anna Funke, Team Lead HR Business Partners South-Eastern Europe, Central Europe & Asia
When I joined as new manager, the team’s results were just in. That was very useful for me: We were able to talk frankly as a team about issues that really matter, while also consciously getting to know each other. That helped me quickly understand what’s going well, but also where there are problems. Now we’re all working together to improve things.
(Photo: Action planning workshop in Monselice with the local lab team)
Which topics have been addressed organization-wide?
Melanie Eisinger, Head of Global HR: In addition to the activities in the teams, we can see very clearly which topics are important to many of our employees across the organization. One pivotal example is communication.
For important topics, we’ve introduced a communication cascade, starting with the management level below the Executive Board and supplemented by supporting materials. The goal is to convey information to everyone as consistently and comprehensibly as possible and to enable them to put decisions into context better. What counts for us is not communication, but clearer communication.
Feedback and dealing with change were also clearly stated as issues in many of the comments submitted in the survey. As regards feedback, we’ll be launching an online pilot format in the coming months for anyone who would like to further develop their skills in giving and receiving feedback. If you’re interested, please contact Martina Pumpat directly.
On the subject of change, we’re currently developing practical programs and pooling knowledge to help employees and managers navigate change. You can find more information on this in the article “Understanding change” in this issue.
All this shows how laser-focused we are on topics that truly make a difference in everyday work. In this connection, “Make yourself grow” means taking feedback seriously, trying out things and improving together, step by step.
What now?
Martina: The next Employee Engagement Survey will be conducted from June 1 to 26. Until then, we hope you’ll stay engaged, get involved, continue working on the current topics and, of course, participate again in the next survey.
After all, only broad participation will give us a realistic picture of where we stand and what we’ve achieved. Respondents help actively shape how collaboration, communication and change are experienced in our daily work. |
Melanie Eisinger
© KWS SAAT SE & Co. KGaA 2026
