United Internet considers it extremely important to learn more about what its employees think. It adopts a structured, comprehensive approach to systematically capturing employee opinions and needs and incorporating them in Company decisions.
Regular employee surveys are used to assess employee satisfaction, working conditions, and relevant topics, and to identify potential action areas. These are supplemented by continuously available feedback systems that enable employees to contribute suggestions and ideas at all times. Workforce feedback is collected and communicated via number of channels. These include the HR managers and HR teams, who follow up on actions and communicate them within the organization. HR management or employees’ own managers inform the workforce of the results of actions taken in this area. Employee feedback is also published in intranet articles. Digital platforms and regular meetings are used at all levels of the Company to ensure transparent communication and an open dialog on ideas and concerns.
United Internet tailors information that is relevant to the Company to its target groups, preparing content for all employees. The intranet serves as the core information channel, and is supplemented by e-mails and chat tools such as Microsoft Teams for rapid, direct communication. In-person communications channels such as meetings and town hall events encourage direct exchanges and Company-wide updates. Opportunities for feedback in the form of digital surveys and Q&A sessions serve to enhance dialog. In addition, dialog formats such as focus groups and workshops are used to actively integrate employees in decision-making processes, to promote their identification with the Company, and to support sustainable corporate development.
Responsibility for including and addressing employee viewpoints is embedded at multiple levels of the Company. The HR department plays a particularly crucial role by initiating actions to promote diversity, development, and equal opportunities and ensuring their implementation, e.g., via the UI-Campus. Managers at all levels help to ensure that best practices become anchored in the Company and that employees are actively included. Targeted training programs empower managers to promote an open, transparent communication culture and to actively serve as role models for the Corporate Values.
United Internet is currently working on a strategy to protect and include persons at risk and persons in vulnerable situations such as older employees, persons with disabilities, employees in precarious situations, and migrants. This strategy is based on comprehensive risk assessments and customized actions. These include guidelines against discrimination and harassment in the Code of Conduct for employees and the provision of resources such as psychological support and legal advice.
United Internet has established a system for preventing and dealing with conflicts of interest that is based on guidelines, training, self-disclosure, and confidential communications channels. Employees are obliged to disclose potential conflicts of interest. They can use anonymous reporting systems to do this. Preventive measures comprise clear behavioral standards, regular internal reviews, and a culture of openness. These measures enable effective solutions to be found for conflicts of interest and enhance trust both internally and externally.
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