Well-being at work

Our achievements in 2022

• 55 new employees
• 28 internal job transfers
• 29 apprentices
• 20 apprentices completed their training
• Employee pulse survey introduction

Attraction and retention

In 2022, after a long covid break, Brunvoll attended a number of student career events. For the first time since 2019, the Molde site could host the traditional career fair for the region’s 10th grade pupils.

Brunvoll practices an “open door policy” when it comes to company visits, welcoming a great number of pupils and students from relevant educational institutions every year.

In 2022, we welcomed 55 new employees, and 28 Brunvoll employees had internal job transfers. 786 candidates applied for vacancies or sent us a general application in 2022. The turnover rate of 8,5 % includes the departure of employees for any reason, including resignation, termination, death or retirement. Providing internal job opportunities is an important part of our retention strategy. Our employees are our most important ambassadors. Celebrating loyal employees is part of our culture. In 2022, we could celebrate 29 anniversaries for employees with 20, 25, 30 or 40 years of employment with Brunvoll.

Education and development of expertise

To compete with low-cost countries, Brunvoll must be at the forefront in terms of efficiency in the organisation, professional competence, production equipment and novel technology. This is achieved through investment in intellectual capital. Putting people first enables competitive designs, increased knowledge about the products and services we offer and the markets in which Brunvoll competes. This has been, and still is, a strategic advantage to Brunvoll. Employee feedback sessions and the development of competency development plans, both on individual and at department levels, are parts of Brunvoll’s HR processes.

In 2022, our 29 apprentices inspired and challenged us. 20 apprentices completed their 2-4 years of training, obtaining their professional certificates. A trainee programme for young graduates (Trainee i Molderegionen) was re-initiated by Molde Næringsforum in the same year, and Brunvoll employed two trainees.

Management training is considered an important tool in the development of the workplace. In October 2022, all managers and group employee representatives were invited to a two-day training session.  

We aim at achieving a great work environment characterised by well-being and development. Frequent dialogue and close cooperation with employee representatives ensures two-way communication, bringing various perspectives into discussions and decision-making processes. In 2022, Brunvoll introduced a new employee survey tool to follow up on the promise of being a great place to work. Employee pulse surveys allow real-time measurement powered by AI. The survey platform enables managers to visualise employee development and gain insights that enhance engagement and mental well-being while minimising stress and staff turnover.

Every Brunvoll employee is responsible for collaborating and working towards the achievement of the best result possible. Everyone is expected to contribute when creating, developing and preserving a great working environment.

eNPS is short for Employee Net Promotor Score, which measures whether the employees would recommend the company they work for or not. The eNPS measures if employees would recommend the company they work for to their friends and acquaintances. In Winningtemp, the employees receive an eNPS question along with the survey once a month.

The question “How likely are you to recommend working at Brunvoll to a friend or an acquaintance?”

The question is answered on a scale from 0 to 10 where the answers are divided into three categories:

0-6 = ”Critics”. They do not recommend working at this company.

7-8 = ”Passives”. They do not have an opinion on this matter.

9-10 = ”Ambassadors”. They recommend this company as an employer.

The percentual number of Ambassadors minus the percentual number of Critics equals the eNPS score, which can vary between -100 and +100. This means 0 is neutral and is usually seen as a positive score. 20 is considered a good score, and 50 is very good. Brunvoll has chosen to compare the score to the general Winningtemp index rather than the industry index.

The eNPS was increasing throughout 2022, and in December it had mounted to -4. Systemic work pays off, and by March 2023 the eNPS had reached +14.

Occupational health and safety

We aim for a safe working environment, both physically and psychologically. Ensuring that our employees have the competencies and resources that they need for creating a healthy and safe working environment adapted to their work situation is crucial to us.

Planning

We create a safer and more predictable working environment through planning and keeping our surroundings tidy. We focus on people and their surroundings when evaluating risk. We aim to avoid accidents and work injuries. We strive to obtain safety for our employees with regards to physical and psychological hazards. We plan and act on safety issues in cooperation with our employees.

Continuous improvement

We put safety first, both internally and externally. We take pride in establishing good routines for following up our employees, and to the greatest extent possible, offering our employees freedom and responsibility.

A systematic and integrated approach, focusing on continuous improvements, is taken when addressing well-being at work. In 2022 we have worked to increase reporting and ensuring efficient processing of HSE-related cases. We achieved our target of total number of reported cases. Through good cooperation with employees targeted measures have been implemented to prevent incidents and ensure a safe and secure working environment.

We invest in health and employee wellness through health and insurance plans. Brunvoll offers an expanded health service scheme with additional occupational health services granting access to a doctor, health advice, health insurance, preventive health checks and individual follow-up when needed. All Brunvoll employees have access to sponsored memberships at local fitness centres, as well as access to activities organised by the corporate sports teams.

Equal opportunities, ethical guidelines and whistleblowing

To Brunvoll it is important to provide equal opportunities. We appreciate diversity and value human rights. We never tolerate discrimination or bullying, neither in-house nor externally.

Any notifications about violations of Brunvoll’s ethical guidelines and code of conduct will be followed up through Brunvoll’s whistleblowing routines.

What to report: Incidents, breaches or suspected breaches of:

• Brunvoll’s Code of Conduct, or laws and regulations
• Corruption, including bribes and facilitation payments
• Human and labour rights violations
• Discrimination or harassment
• Threats to life or health
• Misuse of insider information
• Fraud, theft and/or embezzlement