Employee Engagement at rebuy in Poznań: Interview with Anna Waszak, HR & Office Specialist

We had the pleasure of sitting down with Anna Waszak, again. Anna has been sharing her 2nd hand clothing journey, showcasing her commitment to the circulatory economy.

This time, we wanted to learn more about the extraordinary initiatives Anna and the People Team are involved in to boost employee engagement in our warehouse location in Poznań.

Anna, could you provide an overview of our Poznan location’s purpose and how it aligns with our organization’s overall goals?

Sure! We have been located in Poznań, or more precisely in Żerniki, for 6 years and already employ 260 people. We serve as an operational hub where electronic devices are graded to give them a new lease on life.

It is here that meticulous evaluation, repair, and cleaning of products take place for their reintroduction to the market.

By focusing on the assessment and repair process, our location supports the minimization of electronic waste, thereby extending the lifespan of products and reducing negative environmental impact.

Our Poznan site has shown a steady improvement in employee engagement scores. From your perspective, what key factors have contributed to this positive change?

I think that the key factors contributing to this change are:

• Transparent communication: from introducing a transparent compensation policy to our internal communication channels, such as the weekly newsletter with current company updates and “Rebuś” — our monthly magazine summarizing departmental activities, outlining plans for the upcoming weeks, financial results, and strategy.
• Feedback: Supervisors provide regular feedback regarding employees’ work and development.
• Work atmosphere and organizational culture: Fostered through various engaging initiatives, such as recent Valentine’s Day celebrations where we organize a Valentine’s post office, allowing everyone to prepare a card with a kind word for colleagues. This year, we also celebrated Fat Thursday, our annual tradition of preparing three exceptionally filled doughnuts (this year with sriracha sauce 😀). For the lucky ones who get them, a golden ticket entitles them to an extra day off.
• Professional Development: Offering employees the chance for professional development through training programs and numerous internal recruitment initiatives.

Reflecting on your experiences, which initiatives aimed at boosting employee engagement have been particularly meaningful to you, and why?

I think that the most important initiative is our annual company party/event, which we are starting to work on. Every year we try to adapt it to the needs and expectations of our employees. Spending time together outside the company, in a more relaxed atmosphere, allows employees to establish bonds and strengthens our relationships.

I cannot fail to mention the recently organized family and friends day/open day (which you can read about in one of our LinkedIn posts ;) ), which exceeded our expectations. Many people, including our employees’ families and relatives, visited us. We also received many nice words about this event, which is encouraging and makes us take on new challenges with even greater commitment.

Nevertheless, the smaller events that we organize internally also have a significant impact on the atmosphere we create together. Every year, we celebrate events that are important to us, e.g., the already mentioned Valentine’s Day and Fat Thursday, but also: Women’s Day, Boy’s Day, Christmas, and Halloween, where we organize a competition for the best costume. There are also initiatives related to circularity, e.g. Earth Day, Recycling Day, and Car Free Day.

Are there any other unusual initiatives you would like to highlight?

One such initiative is certainly celebrating employees’ birthdays. The birthday person (jubilat) receives a financial allowance on this occasion. On their birthday, my People Team colleague Bartek visits them at their workplace with chocolate and a birthday card. What makes it special? It is the only food product we can bring into our hall, which further emphasizes its unique character and is even formally included in the work regulations.

Beyond eNPS scores, how do you evaluate the success of your engagement initiatives?

Evaluating the success of engagement initiatives is crucial for us. In addition to eNPS, we also take feedback from participants into account.

I collect opinions from people involved in initiatives, both in the form of direct conversations and official surveys. After larger events, I organize surveys in which participants can express their opinions on the course and quality of the event. The results allow us to identify areas for improvement.

I also assess it based on involvement and participation in organized events, e.g. on Valentine’s Day, 330 cards were sent, which shows that the campaign is popular. I also observe the reactions to our social initiatives. This year, in connection with the collection for the Great Orchestra of Christmas Charity (WOŚP), we conducted internal auctions for the first time, which turned out to be a hit. The initiative came from employees who offered things they could donate. Thanks to this, we collected PLN 2,562 for WOŚP!

The success of our employee referral program is an additional indicator because current employees recommending the company as a place to work proves their trust and satisfaction with our working conditions.

Can you share an instance where an initiative didn’t deliver the expected outcomes?

This is a tricky question to answer. Maybe we could mention Christmas. It is hard to maintain the balance between religious and non-religious aspects of this holiday and match the expectations coming from different sides. Some employees consider those holidays to be the most important of the year when we as a company do not want to favor any holiday at all.

Maintaining productivity while fostering a positive work environment through various initiatives can be challenging. How have you managed to strike a balance between these two aspects?

Maintaining balance is a constant challenge. In my case, cooperation and team support are key factors in achieving this balance. I always try to be open to opinions and suggestions. We discuss all crucial initiatives with managers and team leaders to ensure that they will not negatively impact the daily routine. Together, we consider what initiatives can impact both work efficiency and the atmosphere in the company. Our Social Media Team’s involvement is also a huge support, thanks to which we have, among other things, the photos that appear here ;) When organizing large events, I can always rely on their help.

However, observing the growing eNPS and receiving positive employee feedback motivates me to take further action.

Looking ahead, what exciting events or initiatives can our team in Poznan anticipate? How do these plans support our ongoing efforts to enhance employee engagement?

Women’s Day is upon us, and like every year, we are preparing a small surprise for women. In spring, we plan to celebrate days dedicated to the planet, such as Recycling Day and Earth Day, emphasizing our commitment to ecological issues. Later, one of the favorites will return at the beginning of summer — cold beer with 0% alcohol. On this occasion, we plan to develop our green area in front of the warehouse building, creating an even more pleasant atmosphere for enjoying a drink. We invite you to follow our plans — I can’t reveal more, stay tuned!