Employee survey 2025: High participation and valuable insights for the future
Global survey with a high response rate
Following the previous employee survey conducted in 2019, Klingele carried out a global employee survey across all locations in autumn 2025. Employees were given three weeks to share their views on working con ditions, corporate culture and other relevant workplace topics. Additional focus areas included communica tion, collaboration, digitalisation and organisational change.
The survey was developed and conducted in coopera tion with an external research institute and a manage ment consultancy. It was administered digitally via an independent platform and was fully anonymous. Most questions from the 2019 survey were retained to enable comparability over time. The anonymised results were reviewed across the organisation and used to identify opportunities for improvement.
Comparability and meaningful results
To highlight developments over time, most of the questions were carried over from the 2019 survey. The anonymised results were analysed across the organisation and used to identify strengths and areas for improvement.
With a response rate of 73%, the survey achieved a high level of participation, ensuring a broad and representative employee voice. This reflects the high engagement of our employees and the value they place on contributing their perspectives
Identifying strengths, driving improvements
Employees reported particularly positive percepti ons in the areas of work-life balance, environmental responsibility and job security. Each of these topics achieved an average score of at least 4.3 out of 5.
The survey identified opportunities for improvement in learning and development, cross-functional collabo ration, and information and communication.
To further explore these findings, workshops were held at all sites to gather employee feedback and discuss potential improvements within the teams, reinforcing Klingele’s commitment to continuous development.
Facts
In almost all subject areas, the evaluations have improved compared to the last survey. This shows that our joint steps are having an effect.
Anke Püttmann, Head of People & Culture
Timetable for the follow-up process
From feedback to implementation: the key steps following the staff survey.
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Conducting the staff survey
The staff survey was conducted digitally – local HR departments and works councils provided support at information stands.
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Training courses
- For the correct interpretation and analysis of the reports
- Professional facilitation of workshops for senior management
Analysis of the survey conducted by an external, research-oriented management consultancy.
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Breakdown of results by department and location
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Results workshops
Communicating the results at all levels of the organisation; preparing results workshops at all locations.
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Running the workshops at all locations
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Follow-up process
Completion of the official follow-up process to the staff survey (work on the long-term measures is still ongoing). Final presentation and communication to the organisation.
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