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Employee satisfaction - how to motivate and retain your employeesEmployee satisfaction - how to motivate and retain your employees
Employee satisfaction - how to motivate and retain your employees

Team Trenkwalder

5 months ago

3 min read

Human resources

Employee satisfaction - how to motivate and retain your employees

Satisfaction is good, motivation is better!

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Employee satisfaction is an important parameter for employee motivation and retention and is crucial for successful company management. But what is meant by employee satisfaction? How can employee motivation be increased and employees retained by the company?  


In this article, we will show you what measures you need to take to create a productive and committed corporate culture.   


What is employee satisfaction and how is it measured?  

Employee satisfaction is the employee's attitude towards their working environment. A reciprocal internal process takes place here - a so-called target/actual comparison. The person has certain expectations of their employer and always compares these with the actual situation.  

Companies can carry out an analysis of employee satisfaction using various methods. Direct measurements using employee surveys or 360-degree feedback provide information about a possible discrepancy between the actual and target situation. In an additional step, suggestions for improvement and ideas can be identified. Absenteeism, complaints, fluctuation rate, sickness rate and error rate are just some of the indicators that can be used to indirectly measure employee satisfaction. Continuous data collection is necessary when using the indirect method and caution is required when interpreting and therefore interpreting the validity of the results obtained.   


Satisfaction is good, motivation is better: tips for more motivation among your employees  

If employees are satisfied, higher performance motivation can be achieved on three levels. The first level is the material environment, e.g. workplace conditions or salary. Management style and cooperation belong to the second level, the psychological environment. The last level, the private environment, includes the compatibility of professional and private interests. The following tips will show you how to motivate your employees at the different levels:  

  1.   Organize team events: Team events intensify cohesion and improve communication between colleagues. This in turn has a positive effect on everyday working life and employee performance  

  2. Communicate openly and make transparent decisions: regular meetings with all team members reduce misunderstandings and prevent frustration among members  

  3. Tolerate mistakes: a culture of error encourages creativity and the courage to innovate, especially with the complex problems of today's working world  

  4. Create a work-life balance: flexible working hours, working from home, remote working and other options provide freedom to think and act  

  5. Introduce individual reward systems: Incentives for individual goal setting, which can range from classic bonus payments, one-off bonuses to gifts   


Retain satisfied and motivated employees: Benefits and measures  

Employee loyalty from satisfied and motivated employees should not be underestimated. A strong bond between company and employee has many advantages for the company. Increased productivity, a willingness to work harder and show more initiative, and reduced absenteeism are just a few. However, various measures are required to build a sustainable employee-company relationship and a good working atmosphere. Consequently, you have a number of tools at your disposal that you should introduce in order to retain your employees:  

  1. Investing in employee management  

  2. Promotion of independent work  

  3. Conducting regular feedback meetings  

  4. Equipping modern workplaces  

  5. Offering further training opportunities  

  6. Creating challenging working conditions and meaningful work  


The success of a company rises and falls with the satisfaction of its employees. For this reason, it is particularly important to review the well-being of employees at regular intervals and to react appropriately in the event of negative feedback. We at Trenkwalder also take a close look at employee satisfaction and are constantly working to improve it. 

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Every day, around 25,000 French commuters cross the border into the German part of the Upper Rhine region, especially from Alsace.

One of them is Nathalie Groh, who works as a temporary worker in the production of electronic components. Before her current job, 52-year-old Nathalie Groh was unemployed for two years, which is often a challenge for people of this age in France (only half of 55-64-year-olds have a permanent job here).

In contrast, industrial companies on the German side of the Rhine have a great need for labor and skilled workers, and being over 50 is not an obstacle in Germany. Nathalie Groh found a job in Baden-Württemberg with the support of the "L'Allemange recrute" coordination office of the French employment office.

Financially, this is also advantageous, as the minimum wage or even higher salaries are common in Germany.

Further insights can be found in the latest blog post from the temporary employment alliance "Wir sind Chancengeber".

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Vienna (December 20, 2023) - For over 35 years, Trenkwalder AG has stood for flexible solutions, speed and high quality in the field of HR. As a growth and efficiency partner that always acts in a future-oriented manner and continues to develop itself, the company is now not only giving itself a new, dynamic brand image, but is also adapting its solution expertise to the current needs of the labor market with the Trenkwalder holistic hybrid solution and thus for companies looking for employees and job seekers alike. Speed and efficiency in the interests of the customer are improved above all by the fact that almost all processes are digital.

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The shortage of skilled workers and few opportunities to have staff where they are needed are currently the biggest challenges and obstacles to growth for companies. Trenkwalder's individual HR solutions can help companies: the Trenkwalder all-round hybrid solution promises a fast and efficient offer for various industries through faster scalability of business processes in the area of Outsourcing and an increase in the speed of candidate selection in the area of HR Services. This ranges from individual solutions for the energy industry, financial sector or healthcare. Among other things, Trenkwalder is pursuing the goal of increasing customer satisfaction in client companies to 90 percent.

Mark Pollok, CEO of Trenkwalder Group AG, explains the new strategic approach as follows: "The market is changing. That's why Trenkwalder is changing too. We have not launched a revolution, but an evolution of our services and our brand - the Evolution of HR. Our aim is not to solve our customers' problems, but to ensure that they no longer have any tomorrow. We achieve this by taking a holistic view of our customers' problems: at the level of HR Services, Outsourcing and with the help of Technology. By taking a holistic approach, we guarantee process excellence, cost reduction and, above all, speed for companies that want to grow and a perspective for people who are looking for a job. We are convinced that Technology and people are not mutually exclusive. On the contrary."

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Within 48 hours:
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The job search is now easier for candidates, not only in terms of time, but also in terms of services. The redesigned website features a free "CV designer" to facilitate professional applications.

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About the Trenkwalder Group

Trenkwalder is one of the leading outsourcing service providers in Central and Eastern Europe with a turnover of over EUR 700 million and is represented in 16 European countries. With over 35 years of experience, the Trenkwalder Group is one of the leading personnel service providers in Austria and Hungary and has a nationwide presence in the DACHLI region and Eastern European countries. In recent years, Trenkwalder has gradually developed from a temporary employment and personnel consulting company into a digital all-round hybrid provider. Today, the group is a strategic partner for customers from all sectors of the economy, offering solutions in the areas of personnel provision, HR Services and Business Process Outsourcing. The company has been part of the Düsseldorf-based Droege Group since 2011.

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The Droege Group (founded in 1988) is an independent consulting and investment company, wholly family-owned. The company acts as a specialist for tailor-made transformation programs with the aim of increasing company value. The Droege Group combines its family business structure and capital strength into a family equity business model. The Group makes direct equity investments in group subsidiaries and medium-sized companies in "special situations". With the guiding principle "Implementation - by every trick in the book", the group is one of the pioneers of implementation-oriented corporate development. The Droege Group's entrepreneurial platforms are aligned with current megatrends (knowledge, connectivity, prevention, demographics, specialization, future work, shopping 4.0). Enthusiasm for quality, innovation and speed determines the company's development. The Droege Group has successfully positioned itself in the market both nationally and internationally and is operationally active in 30 countries with its entrepreneurial platforms.

Please contact us for further information:

Trenkwalder Personaldienste GmbH
Mag. Neda Katanic
Tel.: +43(0) 50707-2560

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Globalization, digitalization and demographic changes - the job market is in a constant state of flux and consequently a change of perspective is taking place. Whereas in the past the focus was primarily on the employer and its interests, today the focus is on the candidates. Top talents in particular have high expectations of their employer. Good employer branding is therefore extremely important for companies in order to create a successful employer brand in the long term. 


Our article explains the objectives of employer branding as well as efficient employer branding strategies and measures. 


Employer branding: definition 

The term employer branding refers to a marketing strategy for the HR department that aims to create a positive employer brand. Suitable marketing concepts should position the company as an attractive employer, differentiate it from the competition and attract and retain employees in the long term. Employer branding should be viewed in two directions - internally and externally. Externally, measures are used to attract employees and support recruiting. However, it is not only important to attract new employees, but also to retain them. In order to achieve this, it is essential to increase employee satisfaction and work towards this internally. This also has a positive impact on productivity and effectiveness, creating a win-win situation.  


What employer strategies are there? 

Building an attractive employer brand does not happen overnight and requires a number of steps and considerations. To begin with, it is important to know the employer branding process. The strategy comes first, followed by branding (brand communication), engagement (content strategy), recruiting (attracting employees) and retention (retaining employees). In order for all aspects to be successfully implemented, the foundation, i.e. the strategy, must be thoroughly addressed and developed. To do this, the company needs to think about what values it stands for, what distinguishes it and what sets it apart from the competition. With these initial considerations, you define your employer value proposition. The following questions will help you with the analysis: 

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  • What do you stand for? (Mission) What is your long-term vision? 

  • What distinguishes you from other employers? 

  • What benefits can you offer your employees? 

  • To what extent are you already attractive? 

  • Who is your target group? 

  • On which communication channels and how do you reach your target group? 

From these considerations, it can be concluded that the Employer Value Proposition, also known as the EVP triangle, is defined on three levels: the current perspective, the target perspective and the main differentiator. The as-is perspective deals with the current situation of the employer and strengthens the corporate culture and identity. In contrast, the target perspective looks at how the company would like to develop and thus drives organizational change and aligns the brand in a certain direction. The final level, the key differentiator, examines the organization's offering, which is intended to create differentiation from the competition and increase awareness and recognition of the company.  


In order to develop a successful employer strategy, we at Trenkwalder have dealt intensively with these questions. Our corporate culture shapes our identity and is therefore the foundation of the entire Group. Our vision, mission, core values and guiding principles form the pillars of this. What we stand for and what we want to achieve together guides us every day and guarantees a goal-oriented way of working. As a company with a long-standing tradition, we live and create a corporate culture of continuity, reliability and social responsibility. We are committed to promoting people, supporting careers and building sustainable relationships based on trust, respect and consistency. To guarantee this, our HR development experts have defined career steps and job titles and worked on digital training opportunities for all employees. We are an attractive employer not only because of the professional development opportunities and positive corporate culture, but also because of our focus on a good work-life balance. 


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Once the employer value proposition has been successfully defined, the next step is to move on from strategic planning to the development of operational measures. There are numerous options open to companies, with the only limiting factor usually being their own creativity and the available budget. Trenkwalder's measures for internal and external employer branding are as follows: 


  • Working atmosphere 

  • Diversity management  

  • Integration and inclusion 

  • Flat hierarchies 

  • Flexible working hours 

  • Further training opportunities 

  • Career prospects 

  • Compatibility of career and family 


  • Website 

  • Social media 

  • Job advertisements 

  • Employer rating portals 


Employer branding with a difference 

ALDI Süd developed an exciting, creative and innovative approach with the "black box". Here, applicants and recruiters met in complete darkness, creating a deliberate difference to the conventional application process. Superficial prejudices based on a person's appearance were temporarily suspended with blind recruiting. 

Not only ALDI Süd, but also the management consultancy Accenture Auditions was able to achieve creative employer branding. The company was inspired by the TV show "Höhle der Löwen" and used the format at a trade fair for applicants. In five phases, the applicants were guided through a course with the aim of accompanying the potential applicant through to the management of a job and finally making the applicant an offer and concluding a contract with them. 

Simply placing job advertisements and waiting has long since ceased to work. Nowadays, employers have to get creative in order to reach and convince potential applicants - especially top talent - and consequently win them over to their company. 

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