Shaping the Future Together | Turning Employee Feedback into Concrete Actions

Friday, August 21, 2026

How can we, as a company, become even better? What is already going well, and where is there room for improvement?

To get to the bottom of these very questions, punker conducted a comprehensive employee survey in the spring of 2026. A total of 134 employees participated and shared their assessments, experiences, and suggestions for improvement. The survey covered topics such as communication, leadership, workload, processes, benefits, and health. In addition, all participants had the opportunity to provide individual comments and specific suggestions in the open-ended response section.

The initial overall results were then published on the intranet in “punker Group News”. But one thing was clear to us: the survey shouldn’t end with the analysis. What matters most is what comes of the feedback.

From Feedback to Practical Implementation

The previously announced executive workshop took place on April 29, 2026. The focus was on identifying the potential opportunities arising from the findings and determining which suggestions for improvement could be implemented in a realistic and sustainable manner.

A second workshop followed at the end of May. Here, the discussion became more concrete: Based on the insights gathered, initial implementation plans were developed and responsibilities were assigned. To this end, various topics were grouped together and corresponding working groups were formed, which have since been working intensively on the respective issues.

It was particularly important to us not to simply talk about the employees, but to continue actively involving them in the process.

Employees help shape the future

Between the two workshops, the planned measures were therefore presented once again at the department meetings. Employees were able to share their perspectives and provide feedback:

• Was anything overlooked or forgotten?
• Which measures are particularly urgent?
• From the employees' perspective, where is there a need for further action?
• What suggestions should be taken into account during implementation?

This allowed the initial ideas to be revisited from different perspectives and further developed.

The results of the process to date were finally presented in early June during a joint “information break” for the entire workforce.

First concrete implementation: punker Group News will now also be available on mobile devices

The working groups that have been formed continue to work on their topics and develop appropriate solutions. The first concrete changes are already underway.

One example concerns the area of communication: The punker intranet, punker Group News, will in the future also be accessible via employees’ personal smartphones.

This will make it significantly easier for our colleagues—especially those without their own PC workstations—to access important information. Until now, the main source of information has been the fixed info terminals in the production halls. With mobile access, information can now be retrieved independently of a fixed workstation and with much greater flexibility.

Thinking Ahead Together

The employee survey was therefore not a one-time project, but rather the start of an ongoing development process. Listening, evaluating together, developing concrete measures, and continuously driving their implementation. This is exactly the path we want to continue on at punker.

After all, sustainable improvements arise when different perspectives come together and employees have the opportunity to actively contribute their experiences and ideas.

We look forward to continuing on this path together and turning good ideas into concrete improvements.

 

 

Jasmin Diekmann