Charlottehaven & Woba

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Charlottehaven first opened its doors in May 2004 and has always had a clear vision:

Charlottehaven must be the place you visit again and again.

This is not just a vision, but also a reality that you encounter the first time you step inside Charlottehaven. Here you will be met by a luxurious, intimate and welcoming atmosphere that gives their guests a feeling of being at home. An atmosphere that their guests describe as “an oasis in Copenhagen”.

 

The Challenges

3 years ago we had the pleasure of meeting Charlottehaven’s managing director, Lars Pontoppidan. Lars was quick to tell us what his challenge consisted of:

I know there is a direct correlation between our customer service, bottom line results and the level of employee engagement. But no digital tools have been able to help us give us data insights to work with this context.”

CEO, Lars Pontoppidan

 

Likewise, the other management pointed to frustrations with previous questionnaire providers that they had used.

Challenges that, for example, consisted of a long onboarding time, one-size-fits-all questionnaires and a low response rate. The managers also expressed that they did not have the opportunity to translate the results into actions, as they had to wait months for their report – and when it finally came out, they were drowning in incomprehensible data.

This meant that they did not feel they had their “finger on the pulse of the employees”, and it increased the risk of lack of engagement, poorer customer service and loss of key employees.

The Solution

After our first meeting in 2018, Charlottehaven chose Woba as their primary provider to measure employee well-being, working environment and risk of staff turnover.

Just 1 week later, Charlottegaven started carrying out the statutory workplace assessment with Woba. The solution was adapted to their industry, where, among other things, were added a few extra questions about employee engagement.

The top management and the local managers were given access to Woba’s dashboard, where, in step with the employees’ answers, they could draw a clear picture of where their strengths – but also challenges – were located. This knowledge was unique to the managers:

 

For us, Woba is a digital tool that can identify and tackle work-related risks in a completely new way. Woba’s app automatically transforms employees’ answers into a personal result with concrete suggestions on how they can promote their well-being and commitment to work. Likewise, Woba’s dashboard generates automatic reports and action suggestions for all our managers, so that they can quickly seize them and find a solution to the challenge. (…) For us in management, Woba is therefore more than a software – it is a tool to create better retention of our key employees

says Maria Shultz, head of HR, Charlottehaven

After the success of the APV, Charlottehaven chose to identify the areas that needed an extra boost, and started continuous and more focused pulse measurements.

 

 

Results – enabled employees and managers to make a difference

 

Woba has created the following results for Charlottehaven:

  • A complete system to collect all their data in one place – both their HR measurements and statutory APVs
  • An overall real-time overview of employee engagement and retention potential
    Manager access to a continuous real-time overview of how engaged their employees are
    Access to an automated reporting system that can pull reports and comment analysis in real time across the entire organization.
  • Transformed feedback from their employees into concrete action proposals to prevent dissatisfaction and improve employee engagement gave Charlottehaven a unique opportunity to adapt all their questions to their company context, so that the questions always reflect the current situation and resonate with the employees when they are answered.

 

 

Increased response rate from 35% to 88%

But it’s not just the managers who are satisfied with Woba – the employees too:

 

Woba is a completely new way of answering a survey. First of all, because I have the opportunity to actually answer the survey via Woba’s app, as I don’t have a computer in my daily work as a cleaning assistant. But the best thing about Woba is that I actually get personal results and tools to work on myself. It makes me feel heard!

Employee, Charlottehaven

 

Today, Charlottehaven and Woba have established a long-term collaboration A relationship which has only been strengthened after Charlottehaven chose to associate a personal Customer Success Manager from Woba.
Woba’s Customer Success Manager is always available with professional support – from implementing new questions to translating their data results into strategic action steps.

In addition, Woba, in collaboration with Charlottehaven’s HR manager, Maria Schultz, has designed a tailored measurement that measures the most business-critical areas. The measurement is carried out 3 times a year today.

 

 

To summarize

In other words, Woba’s data results have enabled Charlottehaven to work with an overall picture of their employees’ engagement and given them the insights to act against dissatisfaction and de-motivation before the damage is done.
Stay tuned for more results of Woba’s collaboration with Charlottehaven in 2020.

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Merkur Cooperative Bank Strengthens Well-being by 13% in Just One Year with Woba

Merkur Cooperative Bank, Denmark’s leading values-based financial institution, has enhanced diversity and well-being in the workplace with the assistance of Woba.io. Discover how Merkur utilized Woba’s platform and guidance to achieve impressive results in the work environment.

 

Challenge: Diversity and Inclusion at the Organizational Level

Merkur Cooperative Bank has a central goal: to create a workplace characterized by diversity, inclusivity, and equality. They aimed to establish an attractive workplace that could attract new talents while fostering happier and more engaged employees. Employees were to feel that everyone is treated fairly, irrespective of gender, age, ethnic background, sexual orientation, or other differences. Simultaneously, it was crucial for them that diversity and inclusion initiatives were not merely a management focus but were also palpable throughout the organization.

 

Solution: Valuable Insights to Measure, Understand, and Act

Merkur Cooperative Bank implemented Woba’s platform for their annual well-being assessments and mandatory workplace assessments (APV). With Woba, they acquired the right tools to measure and gain direct insights from employees to understand the diversity in the work environment.

Merkur was particularly pleased with the opportunity to combine quantitative and qualitative insights in their surveys. This not only provided an overall picture of general well-being but also allowed for a deeper understanding by analyzing comments from individual employees.

Lastly, Woba made it easy for them to translate all the collected feedback from employees into concrete action plans in areas where improvement was needed, both at the organizational and departmental levels.

The platform is intuitive and easy to handle. I have especially been very pleased with the automatic presentation and risk map,” says Katrine Rosengren Norup, HR Manager at Merkur Cooperative Bank.

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Energi Viborg increases response rate and well-being with Woba

Energi Viborg is committed to promoting well-being within their organization and collaborates closely with Woba to achieve this goal.

 

We prioritize well-being at Energi Viborg,” says Dorte Danielsen, Executive Secretary/HR at Energi Viborg.

 

Together with Kira, their Customer Success Manager from Woba, we have explored how Energi Viborg has adapted the Woba platform to develop their own approach to well-being work with the aim of increasing response rates and enhancing employee well-being using Woba.

 

The Challenge: A declining response rate to well-being surveys

At Energi Viborg, they used to conduct well-being surveys every other week, asking 5 questions based on the WHO-5 well-being index. However, they faced a challenge as the response rate had dropped below 50%. There was a need for a system that could delve deeper into work-related well-being.

Through collaboration between management, union representatives, and occupational health and safety representatives, it was decided that they needed a system where they could formulate their own questions, customize them for departments, and allow for comments to be added to each question. This led them to choose Woba, which met their needs.

 

Everything aligned perfectly with our desire to prioritize well-being and not just rely on an annual well-being survey,” Dorte says about the choice of Woba.

malene_square-150x150
Malene Madsen
CEO and Co-founder

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