Tackling changes together

Competent, healthy and happy employees are the backbone of a company. With its sustainable personnel management, the Uelzena Group is securing its future workforce and supporting its long-standing employees within the business. In the reporting year, all the current personnel processes and strategic measures were once again impacted by the ongoing Covid-19 pandemic.

 The changing world of work

The spread of the coronavirus turned the working world upside down. Lockdown measures and their economic impact also affected employees of the Uelzena Group in a variety of ways. Positive effects included a stronger team spirit and the expansion of digital possibilities, while negative effects were caused by the many necessary process adjustments. As a system-relevant company, Uelzena  succeeded in ensuring employee health and safety, maintaining business processes as a milk-processing company and remaining available as a reliable partner for its customers. Continuity of milk collection and processing played a specific role, as we have a major responsibility as a milk-processing company, not only to our workforce and customers, but in particular to the milk producers.

The Instant Beverages business division was especially hard hit by national and international lockdown measures. Short-time work also continued in 2021 at some sites until May, after which it was no longer required due to increased demand. This measure made it possible to achieve our objective of securing jobs and absorbing sales losses.

„We started the “employer brand” project and a description of the brand core. Now we are working on initiating changes for current and future employees.“

Insa Wolter, Personnel Development/Recruiting, Uelzena eG

Health protection becomes increasingly important

As a company in the food industry, topics relating to health protection and hygiene guidelines have always played a significant role. This solid basis came into its own at the start of the pandemic. Hygiene and health protection guidelines were already implemented responsibly at all levels, by both internal and contracted staff, which meant that extended concepts to manage the pandemic could be quickly integrated into existing structures. At the same time, the pandemic highlighted some weak points and revealed system limitations. Space constraints in particular, became a challenge. To minimise the risk of infection, distancing guidelines and contact rules were implemented within the Uelzena Group, and testing was put into effect quickly and efficiently. Protection strategies were continually adapted in regular emergency meetings. Our many experienced and long-standing employees were a key asset, and their expert knowledge supported us greatly during this time.

Occupational health and safety are absolute priorities for the Uelzena Group. A safe working environment that helps prevent accidents and work-related illnesses is an essential requirement for the performance of dedicated employees, critical for our productivity and quality. At Uelzena, it goes without saying that we improve and promote occupational health and safety by complying with existing laws and setting group-wide objectives. This includes regular training and risk assessments, preventative measures such as specially adapted hearing protection in production and investment in safe technology.

Fit for the future

The need for qualified employees also continued in the reporting year. As a result of investment projects and the challenges we have faced, the total number of employees has increased to 790. Digital processes were increasingly deployed for recruitment processes. Career guidance opportunities such as vocational training fairs took place online and training ambassadors reported online about their day-to-day work. A more targeted approach to reach potential trainees for Uelzena involved using social media and expanding our online presence to include an Instagram account.

Finding new, qualified employees and retaining them in the long term – that's a challenging task for employers. A skills shortage, regional location disadvantages and uncertainty on the employment market due to Covid-19 have made this a challenging task for Uelzena. A strong and authentic employer brand is essential to ensure our company is well equipped for the challenges of the future. A corporate culture of appreciation and transparent communication provides the basis for this. The development of such a brand for the Uelzena Group began in 2020. Following site-wide interviews about the “candidate journey”, the recruiting process was optimised and employee workshops took place in the reporting year to develop the brand’s core.

.Outlook for 2022

The ongoing coronavirus pandemic is still impacting our professional and private lives in 2022. Measures to control the pandemic are continually updated at Uelzena Group sites. Irrespective of the pandemic, and with a view to the future, the Group will press ahead with strategic projects such as the further development of an employer brand. The aim is to promptly incorporate the findings gained into employer marketing measures. At the same time, the Group aims to further develop the employee recommendation management system.

 Sustainability context: Why a sustainable employee strategy is important

The workforce at the Uelzena Group has been constantly growing for many years – the company has recorded an increase in employee numbers of six percent within in the past four years. In order to continue to grow in the future, the company needs specialist workers. However, in the future, there will be fewer skilled workers throughout Germany, as the number of people available on the labour market has been declining for the last 15 years. Up until 2013, it has decreased by approximately 2 million people. According to calculations by the Federal Institute for Population Research, a further 2 million will be lost by 2030. This demographic change is a challenge for German industries because it intensifies the competition for skilled workers on the labour market.  In addition, there are fewer people willing to do shift work; flexible working time models are instead in demand.  As the Uelzena Group is a company where employees are constantly needed to work in shifts, this is an aspect that makes the search for specialists even more difficult.

Another major challenge is the enormous technological upheaval that is taking place at ever-shorter intervals because of digitalisation and automation. Knowledge is becoming obsolete much faster with new skills being constantly needed resulting in lifelong learning becoming indispensable. The Uelzena Group is ready to face these challenges.

 Our management approach: Employees

The action field, ‘employees’ comprises the following topics: employment, occupational safety and health, further education and training as well as the relationship between employers and employees. The way that the Uelzena Group manages these areas, the objectives the Group has and how these will be implemented is of interest predominantly for employees but also for members of Uelzena eG and local politics. See also: Stakeholder results.