Interview Swissmechanic Journal

At Diener AG, the focus on cultivating strong leadership and transparent communication with employees has always been a cornerstone of its success. With the aim of modernizing its performance evaluations, the company set out on an exciting journey alongside Swissmechanic, an influential industry leader.

Why a Change Was Essential

When Beatrice Stringer stepped into the role of HR Director, she inherited the task of revising the company’s performance evaluation system. Previously, Diener AG’s salary structure was directly tied to performance reviews, often leading to immediate salary changes based on evaluation outcomes. This system, though effective at one point, was due for an update to better reflect the organization’s evolving needs.

To refine the process, the company conducted internal workshops and sought guidance from an external expert. Swissmechanic, with its vast industry knowledge, emerged as the perfect partner to help tailor a solution that would meet Diener AG’s objectives.

Empowering Leadership with Targeted Seminars

A key part of the transformation involved the introduction of leadership seminars. Initially, it was a challenge for HR to secure buy-in from leadership, requiring clear communication about the value of these new approaches. However, with a series of three impactful seminars centered around leadership and open employee dialogues, the company was able to shift towards a modern, effective performance review system. A key takeaway was the critical importance of continuous communication, which has since become ingrained in the company culture.

Strengthening Culture and Communication

The transformation didn’t stop at seminars. Diener AG took several steps to embed the new approach into the organization, including:

• Enhancing internal communication to provide more employee-focused updates.
• Hosting quarterly birthday lunches with leadership to encourage informal conversations.
• Motivating managers to seek regular feedback from employees on their leadership styles.

These initiatives led to more dynamic and meaningful exchanges between leadership and staff, contributing to a stronger organizational culture.

Leadership Transition: A Time for Growth

The timing of the seminars coincided with a leadership change, which turned out to be an advantageous opportunity. The newly appointed COO, Maurizio Zaugg, was actively involved, engaging in open discussions with the leadership team and helping ensure the new performance review framework was implemented smoothly.

All managers played a crucial role in adopting the new evaluation process, and the revised evaluations were rolled out in January 2020, with preparations already underway for the next round.

Enhanced Leadership and Employee Engagement

The results of these changes have been significant:

• Leaders are now more mindful of how their messages are perceived by employees.
• Employees feel valued and heard, which has led to a greater sense of engagement.
• The company has experienced improvements in conducting structured and meaningful performance conversations.

Continuing to Build a Stronger Workplace

Reflecting on the success of this initiative, Beatrice Stringer notes the strategic advantage of partnering with an industry-specific provider like Swissmechanic. Their expertise, practical training, and excellent facilitation helped ensure the new evaluation system was not only well received but also effectively implemented.

Diener AG is committed to continuing its focus on leadership development, with a particular emphasis on communication and collaboration at every level. The company has made tremendous strides toward creating a more transparent, engaged, and high-performing workplace.