Woba’s recommendations significantly increased well-being at Cookie Information

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The company Cookie Information chose, at the beginning of 2022, Woba.io to carry out their important engagement surveys.

The company’s CEO, Karsten Rendemann wanted a clear insight into the employees’ well-being and wanted the process of the well-being work to be easy, clear, dynamic and not least efficient.

Customer Success Manager was included in the package…


Along with the Woba platform and the detailed measurements, an experienced Customer Success Manager also came along – Natacha Weinreich Elmer. This always happens when a company chooses to invest its well-being in Woba. And Natacha was involved during the entire process in relation to onboarding and getting Cookie Information’s first survey started. Together, they got the first survey started when they ran the statutory workplace assessment in March 2022.

The Health and Safety Assessment showed special focus areas

The Health and Safety Assessments results showed that Cookie Information is a company with good well-being.

There were some individual areas where Woba’s platform indicated that there was room for improvement or preventive work.

And CEO Karsten Rendemann took that as constructive and serious input.

He gathered his department heads and jointly agreed with them that concrete action measures related to the individual focus areas should be implemented.


The specific focus areas

Specifically, the focus areas were linked to ’Information and Guidelines’.

This is where the employees state whether they receive sufficient information upon employment and continuously in their daily work at the workplace regarding various subjects and themes.

For example, several people in the APV answered that they had not received guidance on how to avoid being mentally and physically stressed.

It was concrete. And really just to go to.

Then, after advice from Natacha, Cookie Information’s department managers set about planning concrete action measures to get guidelines for movement in everyday life implemented in the company.

I saw from the APV’s results that several employees lacked some form of collective motivation for movement in everyday life. And several were actually worried that the lack of movement could end up in stress. That is why I advised ’Cookie Information’ to, among other things, introduce ’Walk&Talks’, daily reminders and forced breaks with movement.”

Natacha, Customer Success Manager, Woba.io


And the company’s department heads listened.

One department introduced daily, loving reminders via the intranet to remember to ’raise-lower-the-table’. In addition, they introduced a weekly office exercise with some form of physical movement.

Another department held 1:1 conversations to identify the real problems, made action plans and follow ups.
At the same time, all employees in the department were actively encouraged to change their working position during the working day.

A third department also introduced daily reminders via Slack. Reminders about changing position and raising the table. And in addition, information was also given clearly and distinctly about the employees’ health insurance, which, among other things, offered a free chiropractor.



Follow-up effect measurement

An APV or other measurement cannot stand alone.

The effect of the action measures that have been implemented must always be looked at. Both to check whether there has been progress in well-being and, in particular, also to gain insight into whether the chosen measures of action need to be adjusted or reconsidered.

Otherwise, you are groping a bit blindly.

Cookie Information would not grope blindly. So they started a follow-up effect measurement after three months – i.e. in June 2022.

And the results spoke for themselves.

A significant improvement was seen in the mentioned focus areas.

In the 3 months, there had been an increase in satisfaction in relation to ’Information & guidelines’ in three departments of 12%, 20% and as much as 44% respectively.

So one could safely conclude that the chosen measures had been a great success for well-being and the working environment.



The effect came with clarity and transparency

”I often see with my many business customers that just the fact that the problems or the current risks come to light already has an effect. That is why I also advised ’Cookie Information’ early in the process to start the well-being work by drawing up and making visible some clear guidelines – and create transparency and transparency across the board.”

Natacha Weinreich Elmer, Customer Success Manager, Woba.io


And that’s exactly what Cookie Information’s department heads did.

They took the advice and the results of the measurements to heart – and drew up specific action plans that addressed the specific focus areas.

Which led to better well-being and, not least, a feeling in the individual employee that their answers and concerns were taken seriously and acted upon immediately.

This provides well-being and job satisfaction.

Cookie Information continues to see progress in well-being – and not least in the important movement in everyday life. And they will continue to use Woba.io to keep up to date with employee well-being and job satisfaction, as it has a high priority for the company and CEO, Karsten Rendemann.

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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.


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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.

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.

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Malene Madsen
CEO & Co-founder

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