Heide - Trans Mietwagen & Busbetrieb Gräfenhainichen (2023*)

At HASOMED, "good work" means not only the "hard facts" such as a reliable income and job security, but above all that employees can contribute their professional and creative skills to their work in an appreciative manner and develop them further, receive recognition and develop social relationships. Good work also means that there are opportunities for development, qualification and influence that promote independence, self-organization and personal responsibility in a team-based environment. "Good work" means getting up in the morning and starting the working day with a good feeling, having a tailwind in the team and seeing a sense of purpose in your work.

For HASOMED, modern and family-oriented working conditions and an open, value-oriented corporate culture are decisive factors in the competition to retain and attract excellent specialists. We are constantly growing, live the New Work concept and attach particular importance to modern and creative working conditions. This includes, for example: inviting spaces, creative workspaces, retreats for concentrated work, our Kreatine, where we eat, work and celebrate together, our sports room with a table tennis table, a beach volleyball court or our LittleOffice, where employees can also work with children. Dogs are also welcome here. These are all opportunities to enable our employees to do "good work". Of course, "good work" also includes a "good break". Our team gets a healthy start to the day at the muesli bar and has the chance to enjoy a freshly cooked lunch (also vegetarian) or a delicious salad every day.

It is important to find out what motivates the HASOMED family and the survey is a great opportunity to put your ear to the ground and find out what is at the heart of HASOMED, i.e. the employees: Where is there still potential? What is already going well? What would the team no longer want to do without? Are there any wishes? It is exciting to see how the personal values and personal importance of the employees coincide or do not coincide with their perceived implementation in the company (lived and perceived reality) and thus identify the need for action, which must then be tackled in a targeted manner and solutions found. The aim was and is to improve HASOMED from the inside out and to get a feel for the needs of the workforce based on the feedback received. The results of the survey provide us with a guide to continuously improve satisfaction and working conditions and thus increase our attractiveness as an employer

We are planning our own company childcare. With HASOKids, we want to offer our employees not only good childcare but also avoid long journeys to nurseries in the mornings, thereby eliminating a stress factor. It is important to us that we make our corporate values visible and tangible for all employees. Our values are present everywhere - online and in-house. They give us guidance in our daily actions, support us in our decisions and guide us in our behavior. Another point is the leadership workshops. The main aim here is to make our managers fit for the "new" type of leadership in the context of New Work and Good Work and to support them with coaching measures, which they then implement within the teams together with the employees.