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Volvo Car Retail has 16 facilities in 3 regions, where they help Volvo owners with financing, service, repairs and much more. Their goal is to contribute to simple car ownership, free from worries.

The company is a relatively new merger of Bra Bil, Upplands Motor and Volvo Bil. Even before the merger in 2022, Bra Bil and Upplands Motor had started using Winningtemp to streamline and improve their corporate culture.

The challenge

Charlotte Sterner, Senior HR Business Partner at Volvo Car Retail who worked with Upplands Motor before they began using Winningtemp, says employee wellbeing used to be measured through annual surveys which were extremely inefficient.

 ”It was quite difficult at the time,” says Charlotte. ”Before we had gone through and compiled the results, a few months had passed and the results felt almost out of date. We clearly wanted a way to do surveys in real-time instead.”

In 2019 they switched to using Winningtemp and they noticed a difference immediately. With Winningtemp, they were able to quickly act on the insights from the results and work on the ”soft” questions in a clearer way.

”We know that soft values ​​lead to good results in the end. Therefore, it was very much appreciated to be able to have quick temperature measurements, to be able to follow up on feedback and to receive important information via the employees' comments,” adds Charlotte.

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‍The merger led to new challenges

 In 2022, Bra Bil merged with Upplands Motor and formed Volvo Car Retail. And although both companies had used Winningtemp before, the merger created new challenges, when two company cultures became one.

”The companies had not worked with Winningtemp in the same way, so it took a while before we understood how to use it together. But with 'commitment' as a common watchword, we ended up with an approach that everyone appreciated,” says Charlotte.

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Concern among managers

 There was also a challenge in getting everyone onboard. As a manager, it can be sensitive to be judged in such a concrete way, and when Winningtemp was discussed, there were doubts among the leaders.

”Not everyone thought it was a great thing, some managers thought it was pretty scary from the start. They were worried about getting numbers on how good or bad they were and probably didn't fully understand the benefits of such frequent examinations”.

 Solution

 As the usage of Winningtemp increased in the new company,more employees became aware of the advantages.

”The managers learned quite quickly that temperature changes are not something to be worried about, but are an opportunity to learn and take the organisation forward,” says Charlotte.

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Adapted based on the needs of the leaders

During the spring of 2023, Volvo Bil joined the company, and today there are a total of 800 employees in the company. Therefore there are many different teams and managers who have different needs. With that in mind, they don't have a common way of working across the entire organisation, rather each team gets to choose how they work with Winningtemp.

In our working method, the management group chooses a focus area, and then the leaders choose another - preferably together with their employees. Metrics are set jointly based on these areas and Winningtemp is a standing discussion topic in various forums every week”, says Charlotte.

Ultimately, Winningtemp is a leadership tool, but even the managers may need support from their teams, HR and other leaders, and therefore Winningtemp is a tool that everyone in the organisation can benefit from.

Results

 The leaders within Volvo Car Retail send out shorter pulse surveys every week, and have a response rate of around 70% - including many valuable comments. Charlotte emphasises the importance of high commitment and how it leads to better results and profitability.

”We believe that engaged employees lead to better results for the company. Winningtemp is an important tool in that journey, and that's why it's so fun that it's used so much by leaders and employees”. 

‍More control over well-being

Winningtemp use has led to several positive effects in daily work.

”Now we don't have to guess what the employees think, now we know. This means we can make better decisions when things need to be fixed. We also have better control and see that things are going in the right direction, even if not every single number is measured", says Charlotte.

 Now they don't have to wait for feedback for months, instead they can act faster and work more agilely.

”When any part of the organisation is about to get worse, we can quickly discover it and reverse the trend. We always have a clear overall picture thanks to all the comments that employees can submit anonymously.”

 The company culture is still evolving but Volvo Car Retail is on the right track to creating a more engaging and productive workplace - and Winningtemp is one of their most valuable tools along the way.

Do you want to work more effectively with employee feedback? Book a demo and see how Winningtemp can help your organisation.

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“Our leadership and people operations teams decided we needed to build a culture where employees could genuinely feel psychologically safe to perform the best work of their lives. But we also needed to quantify this information, to measure progress and take the guesswork out, so we decided collecting employee survey data was a good starting point. Done under the cover of anonymity, we discovered this data could be used to create dialogue, through feedback loops and focus groups. This allowed us to really show employees they were not only seen and heard, but that they belong.”

‍“It’s very easy for leadership teams to think their employees should just be grateful to have their jobs in today’s business environment. But, no – it doesn’t work like that. Employees want to feel they have a purpose, they belong and that their employer is grateful for them. Winningtemp has lifted the veil for us at Montcalm to understand what our employees want and how we can take action to make it happen. We’re no longer guessing what our people strategies should look like. We now have the data and power to truly put our employees first, creating a more inclusive culture that reflects the values of our business and employees.” – Jo-mandi Templeton, Head of Talent & Culture, The Montcalm London Hotels

Avega Group records over 350 employees, distributed across several different companies specialising in digital transformation. They use Winningtemp throughout the organisation and have already witnessed positive results in areas such as work environment, employee development, and leadership. Winningtemp has now become a business-critical tool as its unique engine helps leaders develop and retain skilled consultants.

“It’s great to be able to see what’s happening in the organisation in real-time,” says Anette Melin, Head of HR, Avega Group.

Real-time data is absolutely crucial

The goal of Avega Group is to become the most attractive and progressive workplace for its employees. The reasons for choosing Winningtemp were three-fold. They wanted to have an understanding of how their employees and the organisation as a whole are affected by corporate decisions, be able to get real-time signals or red flags and to create a transparent company culture.

The CEO of Avega Group, Fredrik Ring, talks to Winningtemp about the importance of focusing on employee development.

“In our industry, everyone wants to attract the best consultants. Therefore, we have to understand what they think of us, whether there is something we can do better or something we should do differently. It is not enough to have this understanding just once or twice a year. Simply put, we need to understand our consultants as well as possible to create an environment that is as healthy as possible. I believe strongly in this way of working. The fact that employees, through the tool, can give us clues about what we can do to help them succeed and of course, retain them, is precious. “

The effects of employee insights and pulse measurement

Avega decided to try Winningtemp for a pilot project for several months, with employees being involved both before, during, and after the project. Their inputs tipped the scale towards investing in Winningtemp. The pilot project was so successful that Avega chose to implement the platform across all the groups, which at present affects all seventeen specialised subsidiaries and approximately 350 employees.

Winningtemp helped the Avega management team to be proactive and take the necessary actions at just the right moment.

“The management perspective is probably the most significant part. The goal was to provide managers with a tool to continuously measure and understand how their organisations are doing. This has helped the management to be able to act more quickly. Having a user-friendly tool and being able to work in a data-driven way is so important. It’s worth highlighting that Winningtemp is not just a tool that HR initiates and implements. The pulse surveys and the insights gleaned are leveraged by the entire organisation because of the fact that these affect everyone.”, says Marketing Manager Ulrika Nyberg.

Anette points out that there’s an increase in interest among the managers to have expertise in areas such as health and safety issues. When the manager of each company receives the results, they sometimes come up with follow-up questions to understand how to handle the information that they have collected. They are increasingly becoming more receptive to gather more knowledge and insights.

“A somewhat unexpected effect is that we have been able to work more with questions about the work environment than we might expect. Our managers not only have a responsibility to look after the well-being of the consultants but also to ensure that the consultants have been assigned to those customers whose working environment complies with the existing laws and regulations. This means that we can take even greater responsibility when it comes to a healthier work environment.”

Annual surveys were not enough

As a consulting company, Avega is dependent on its skilled consultants. It’s their knowledge and expertise that contributes to Avega’s unique position in the market. Therefore, it’s crucial for them to create a workplace environment that attracts skilled individuals.

Previously, they used annual employee surveys to gauge the employees’ experience and their satisfaction quotient. Quite naturally, the final results of these surveys were not only outdated, but they were also really hard to analyse. It took several weeks to get the results, and when the results arrived, it took a few more weeks just to study them. As a result, the survey outcome was no longer perceived to be pertinent, and managers felt that the large mass of information was confusing to break down and transform into specific action items.

In her role as marketing manager, Ulrika is also responsible for internal communication in the group. She explains how the need to measure employee experience at the workplace grew steadily over time.

“We want to be the best workplace. To do that, we need to understand how employees perceive their current situation and how they react to the changes that affect the whole organisation. Previously, we used to send employee surveys once a year. It was far too difficult to do anything with the results as it took several weeks to produce them, and then several more weeks to go through them. By then, the results were no longer valid. We also heard complaints that the managers found it challenging to process.”

The management team felt that there was a need to invest in a modern solution that could measure the ” temperature ” of the organisation and help them understand in real-time how their employees felt about changes and the management decisions. Being able to show managers and employees simply and transparently what the “temperature” looks like was the top priority.

Partnership and flexibility

When the decision was made to invest in an employee experience solution, the team decided to invite several suppliers to get a clear picture of what the market had to offer. Anette Melin revealed the criteria they had set.

“The most important features we wanted were that it would be an easy-to-use application and that it should be easy to get answers to questions. It should not be complicated for the user in any way. Being able to see the results in real-time was a crucial factor for us. We also wanted there to be a pedagogical analysis tool so that we could easily understand the results that were presented even if there was a lot of information. At the same time, we needed flexibility, that we could customise certain functions such as the question frequency or even the questions that we’ll send out to the people.”

The management team chose Winningtemp because it not only met the criteria and expectations that Avega had set, but it also exhibited a willingness to allow customers to be involved and influence the development of the platform.

“There are several reasons why we chose Winningtemp’s solution. They were curious about what we as a future customer needed. We experienced a lot of flexibility and transparency, where we could be involved and influence how the tool would evolve further and also be customised. We co-created parts of the tool, and this was a huge plus for us. We continue to collaborate as we feel that our voice as a customer plays a role in the development of the tool, “concludes Anette.

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Why is it that some companies enjoy fantastic customer satisfaction feedback and others do not, even when their products are relatively similar? Many companies are struggling with this challenge, which obviously affects revenue. Bianca Britten-Austin, who is the talent manager at Elite Hotels, has the answer to that question.

“Engaged employees are the secret behind increased customer satisfaction. That's precisely why we implemented Winningtemp,” says Bianca.

Elite Hotels haven’t worked with systematic or company-wide issues related to staff well-being previously. That all changed on November 7th 2017 with the introduction of a new tool that turned out to be incredibly valuable. That was the date they began using Winningtemp, the platform that measures staff well-being across entire organisations and provides deep insights for better employee experience.

“We work in the service industry, and I know that there is a strong correlation between employee engagement and customer satisfaction. We constantly ask our customers about their experiences in our hotels, so it was quite logical for me also to ask our employees just as often how they feel about the workplace. Since the day we implemented Winningtemp, we have been able to measure the well-being of our employees in real-time, which is incredibly valuable!”

Increased employee engagement

"We see that employee engagement is at a relatively steady and stable level, which is positive and important for us to monitor on an ongoing basis,” says Bianca. “This helps us to to provide the right support, together with the managers on the local level, for continued positive development.”

She also adds that the praise you can give each other through the platform is an incredibly important function because appreciation leads to engagement and mental satisfaction.

"For us, it has been important to strengthen our feedback approach, and the function for giving praise contributes a lot to that. You see all the good things your fellow employees are doing, but you don't always have time to stop and say something appreciative personally. The praise function allows you to let people know that their efforts are noticed, and it’s always nice to hear that ping signalling positive and constructive praise.”

Complete anonymity

We live in a time where burnout and sick leaves due to poor mental health are continually increasing, and at the same time, it can be challenging for employees to open up and tell those in charge about what they really think. Winningtemp guarantees full user anonymity, which Bianca says is a decisive factor for them. The platform has been well-received by the employees - it’s easy to use and answering the weekly questions only takes about 30 seconds.

"One of the absolute best things about Winningtemp is that well-being and employee engagement are no longer things we only judge from the outside. We now have real-time data that is concrete, and that comes directly from the employees themselves. Employee engagement is one of our key factors for good profitability. That’s just the way it is. And Winningtemp is essential."

Science-based employee experience tool

Elite Hotels chose Winningtemp over other employee well-being tools for one simple reason – because it is research-based. Bianca knows that the questions that the platform poses are data-backed and developed based on research, and she can trust that Winningtemp knows what drives engagement.

“The questions change if an employee responds negatively for a certain number of days, which can signal, for example, that stress levels on a team are becoming increasingly dangerous. That is what makes the platform so valuable to management staff because this can be something that could easily go unnoticed in day-to-day operations. I must also add that Winningtemp is incredibly professional in everything they do. They are very responsive and patient in how they treat their customers, which I truly appreciate."

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Winningtemp helps Sigma get feedback from the organisation in real-time

Sigma Technology Consulting is at the forefront of people management. They ensure a strong employee experience by combining Winningtemp with the efforts of a People Success Manager whose primary responsibility is to ensure that the company’s leaders are always putting their team members first. Through several measures of incorporating Winningtemp as part of their employee-focused corporate culture, Sigma Technology Consulting stands out in the competition of attracting the industry’s top talents.

Sigma Technology Consulting is a part of the Sigma Group and a global supplier of product information, software development and design of embedded systems, as well as offshore development. At Sigma Technology Consulting, “development” is the watchword, and the employee experience is the main priority. A People Success Manager has the overall responsibility for ensuring that the company’s team leaders have regular employee discussions and encourage employees to align their personal goals with the corporate strategy.

“For us, employee development is very closely related to customer development,” says Daniel Thysell, vice president at Sigma Technology Consulting. “It’s when both are working systematically; we can achieve business impact. That’s how we earn the loyalty of our employees. We have a dedicated People Success Manager because we see our employees as our customers. We want to earn their confidence, so they want to work with us. We are in an industry where people can change jobs in a day if they want. It is in our interest to provide a good and robust holistic experience, and Winningtemp is part of this. “

Why Winningtemp

Sigma Technology Consulting has chosen Winningtemp as its platform to nurture each employee in their career development. But the benefits of using Winningtemp have gone far beyond that.

“One of our taglines is ‘we give you the ability to evolve’, and Winningtemp is a big part of that. We can communicate that we have the platform for it when we recruit,” says Daniel Thysell. “Everyone in the industry claims to do that, but with Winningtemp, we have a platform that many competitors lack. Besides, several of our customers have chosen Winningtemp after we mentioned that we use the tool as part of our offerings to our customers. Taking the team’s well-being seriously is considered to be highly professional, and rightly so. That’s why it’s invaluable to us. “

The company’s wellbeing is the real measure of performance

At Sigma Technology Consulting, the response rate in Winningtemp among employees is typically 85%. Employees are committed to using the platform because it contributes to their own career development.

“Having a healthy workplace is essential, and Winningtemp delivers accurate measurement of performance. We follow up on our financial ROI regularly, but we think it’s equally important to track employee satisfaction and performance data in the same way. The platform provides trends and forecasts in real-time and in a visual format.

When we pay attention to our employees’ needs and motivations, we get better engagement, which leads to innovations for our customers, growth and better career development for our employees. That job has to be done. It is essential to set aside time for this type of analysis, setting requirements and making it part of the corporate culture and reward system. It is otherwise difficult to assert yourself in the competition for talent. We chose Winningtemp because it’s such a fantastic tool for precisely these kinds of things. “

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Morrinson Wealth was founded in 2014 by Stanley Morrinson. The practice has grown from a team of three, to almost 100 people (with a mix of employed and self-employed team members). The practice’s headquarters are in London with an additional office in Reading, and they provide wealth advisory services to clients across the UK.

COO Nneka Orji joined Morrinson Wealth in 2019; one of her goals was to enhance the collaborative and inclusive culture within the practice. She understood the value of keeping a pulse on engagement and looked to engage an employee engagement platform that would support her in realising this goal. She introduced Winningtemp in the practice in the Autumn of 2019.

“People and Culture is one of the four areas that I look after. The practice has always taken this seriously, with regular feedback opportunities albeit more manual. With our growth, we had to find a more fit for purpose solution. I wanted a platform that would give us visibility so we can get a better pulse of the business and a sense of how everyone is really feeling.”

With the recent addition of an office outside of London, Nneka knew it was critical that the people working in Reading felt as part of the company as those in London. “What we see in London can be very different to what we see in Reading – there is one culture across the practice, but local offices can have different priorities and different concerns. Being able to understand the nuances between the offices and the cultures being developed there was crucial.”

Having used Winningtemp for almost a full year, Nneka is confident that the tool has assisted in numerous ways to establish the desired culture within the business.

From a top down approach, the platform has enhanced the management team’s ability to respond more directly across the practice.

We integrate Winningtemp in two main aspects of our approach. Firstly, the management team review the dashboards and insights monthly. As such we now have a deeper insight and understanding in terms of issues that we might need to address.

“For example, a recent point regarding learning and development was raised from someone in a specific area of the business. The insights from Winningtemp gave us the opportunity to discuss how we can support that individual.”

A second and substantial area in which the platform has supported leadership within the company is from the perspective of the line managers. This has been especially helpful when structuring one-to-ones, which had been in place but not fully embedded across the practice.

The line managers are now far more engaged and have much more content to direct their conversations in their one-to-ones with their team members. We encourage them to look through Winningtemp in advance of their one-to-one meetings to identify any trends or themes that might be coming through.

She shares that it has been especially useful during the ongoing Covid-19 pandemic.

“For instance, someone might divulge that working from home has been challenging for them. And rather than asking who has said that, it can be identified as a theme within this month’s one-to-ones.”

And while the pandemic conditions are far from ideal, using Winningtemp allows people to share how they are feeling at any given moment, from wherever they may be. “We’ve been able to see the parents who are struggling with working from home and parenting at the same time. We’ve received positive feedback saying that the practice has been supportive which has also been affirmative for us as a management team.”

An anonymous forum, Winningtemp offers an area in which all individuals can be honest.

In terms of creating an environment in which people feel comfortable to share ideas, this is vital. For Nneka, it provides a way into potentially sensitive conversations that might otherwise get left unsaid.

Some people feel less comfortable discussing specific points with their line manager. The forum allows them to raise those points anonymously. For example, someone may say they don’t feel as though they can share ideas and be creative in meetings with their line manager.

It gives me and the rest of the management team the opportunity to talk to the line manager about the problem and look for a way to solve it. It’s helped in terms of developing individuals but also in terms of developing the type of culture in which people do feel able to share ideas.

Using the tool, Nneka can see at any moment the overall pulse of the whole business as well as drilling down to how individual teams and people are feeling. It’s an important aspect for her that supports all areas.

“It helps in many ways. Meaningfulness, especially within the back-office, is one of the trends and insights that we look at often. Admin and paperwork are not always seen as the most meaningful tasks, however, it’s always important to understand why we might see a decline and interventions that might provide a reminder of the end goal that we’re working to for our clients. When they need a morale boost it’s useful to remind them that what they are doing is important.”

And while in general, the dashboard looks green and positive, there are occasions when Nneka knows uncomfortable comms may need to be issued that aren’t particularly upbeat – for example, during challenging economic environments when the management team has to make a difficult decision. Using the platform, she can monitor responses and act accordingly.

Whilst the response to the news might be disappointing, using Winningtemp gives us the opportunity to see the true impact it has whilst also providing us with important feedback from our teams. That gives us greater detail and the opportunity, if needed, to explain things further.

Nneka introduced Winningtemp because she wanted a platform that could support her in enhancing a collaborative and inclusive culture that empowers people to realise their aspirations. In under one year and in a challenging time that has seen the entire organisation working from home, the practice has made significant inroads towards this.

Nowadays, at, Zeekr it takes about eight seconds for employees to share their thoughts and experiences about the workplace. Consequently, this impacts their working conditions both at the individual level and for the entire organisation. By being data-driven and proactive with the well-being of employees, management gains a comprehensive picture of the company's leadership capacity, stress, and engagement levels. A task that previously took several months for Zeekr to measure and compile is now carried out directly in Winningtemp.

Zeekr, is a technical innovation centre in Gothenburg working on delivering technology to several well-known car brands such as Geely, Volvo, Lynk & Co, and Lotus. Approximately 2000 people presently work at CEVT. The company was looking for a modern tool to replace the traditional employee surveys, and they quickly chose Winningtemp.

"We thought Winningtemp sounded exciting because the platform is based on research and AI, thus compiling automated analyses," says Dennis Heltorp, project director for GROW at Zeekr. "That's something we haven't seen before."

Insights that led to concrete actions

With Winningtemp, Zeekr gained access to real-time, data-driven insights and analytics regarding employee engagement and satisfaction. These crucial insights led to concrete actions being taken for the employees to improve their working condition and increase their engagement.

"We noticed that a team recorded a significantly low score regarding their work condition, which necessarily points towards dissatisfaction. This gave Winningtemp a reasonable basis for advising their supervisors to help them out by allocating additional resources." We were able to get an action plan in place, and within a few weeks, you could clearly see a surge in the scale for 'working conditions' category. You could also see that the temperature measurement for the 'leadership' category rose. "

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Up until the spring of 2019, E.ON Sweden used annual employee surveys to explore how the staff felt about their working conditions and leadership capabilities. But, the method was cumbersome, and the results of the survey were deemed obsolete by the time they were presented to the management team. Consequently, any action taken to rectify the situation was already too late. The company was, therefore, looking for an alternative to facilitate more productive conversations between managers and employees. They chose Winningtemp, which had previously been pilot-tested by a focus group within the company with excellent results.

It's safe to say that the tool lived up to its expectations.

"A colleague of mine pointed out the contrast perfectly. With the annual employee surveys, we got a solid set of results to relate to, but it was measured on only one occasion. While with Winningtemp, we continuously measure the 'work temperature'. Also, instead of just measuring it, we follow the trends and changes in temperature over time and analyse the reasons behind it. It gives us much better ammunition to be proactive in solving any problems and developing what's working!"

"Since Winningtemp is a transparent tool, everyone, including employees, can access the temperature of their group in real-time. This makes it easier for both the manager and employees to address both positive and negative developments within the group quickly. So Winningtemp has really helped us in developing the ongoing dialogue between managers and employees."

Each week, the staff can answer four questions, either in the browser or in the Winningtemp app. E.ON has chosen to use Winningtemp's standardised basic questions as they are based on research, thus enabling comparison with other companies in the same industry. If one of the employees responds negatively, the tool's AI function ensures that a similar question is asked the following week. In this way, the managers get a clear picture of what is not working and can use it as a starting point in the dialogue with their department.

"In recent years, we have been working actively to develop our feedback culture, and Winningtemp provides an accurate picture of how employees experience different components of their work life. For us, the introduction of the tool has enabled us to work more constructively with issues related to the working environment, and I truly recommend it to other companies", concludes Hanna Havelius.