Personnel and management development

A key goal is to provide targeted services to prepare employees and managers for the challenges they will face in the working world of the future. The training programme 2021/2022 offered employees a wide range of options to improve their own skills and competencies. In addition to a proven series of seminars, the programme was expanded by adding new contemporary contents, mainly in the area of methodology and media competence.

The learning platform EINSTEIN offers an extensive training programme and is available 24/7 to all employees and managers in Austria.

The focus in the area of methodological competence was on the wider field of “communication”. Various new seminars explored a range of aspects, e.g. the speaker’s voice, argumentation and quick-wittedness as well as the moderation of hybrid events.

Occupational development

Due to the success of the virtual “Digithek”, an element of the “Neuland 2021” digitalisation campaign, this programme will transition into a permanent format under the heading “Digithek 365”: a short seminar on a current IT topic will be offered once a month by an internal lecturer. Further information on the digitalisation campaign “Neuland” can be found in the section headed Business models fit for the future – innovation.

The personnel development programme accessible via the EINSTEIN system offered various training opportunities in the areas of media competency and methodological competency, thereby making a significant contribution to keeping the employee’s know-how up to date, especially in the area of digital media and work methods, and securing their best work performance.

A master thesis compiled in fiscal year 2021/2022 examined the conflict management system of Energie AG and evaluated it on the basis of surveys and their analysis. An accompanying seminar programme for groups and team managers is intended to raise the awareness for the topic and the instrument available to them. Employees were offered information events that also aimed at sensitising them for the topic.

The Energie AG workforce was offered the online training on how to stay motivated and perform at work to support them during the COVID-19 pandemic, a situation that many staff members have experienced as extremely difficult. Employees were also enabled to engage with the topic “polarisation and opposites” in a webinar.

Managing directors and departmental heads deliberated on the challenges related to good leadership during the COVID-19 pandemic in a day of reflection offered in cooperation with an external coach. An instrument that supports the teams in reflecting on their cooperation was made available in the form of the guideline titled “Healthy leadership”.

The “Leadership Experience Discussion Circle” for team and group leaders was continued in the 2021/2022 fiscal year and consisted of three yearly sessions that deal with leadership topics in small groups that are guided by a coach. The group is intended to help attendees solve problems that arise in their day-to-day leadership roles, as well as encouraging these supervisory staff to be open to bouncing ideas off each other. The “Manager Group Coaching” continues to be the method of choice on the level of the managing directors and departmental heads.

The competency model continues to form the basis for the feedback meetings between the Management Board/Managing Directors/heads of departments.

The “Energie AG Future Lab” is an open and innovative format (workshops, seminars, excursions, lectures etc.) that aims at providing methodological and technical training to managerial personnel and also offers space to engage with future topics. Junior staff (PowerTalents) from Energie AG Group are involved in the programme in addition to Managing Directors and heads of departments.

Employer branding

The age structure of the employees working in the Group entities and the challenges in recruiting suitable skilled personnel call on the Energie AG Group to employ a strategically coordinated recruiting and succession management that serves the purpose of making potential employees aware of the Company and of opportunities to apply for jobs at an early stage. In addition to continuing the general employer branding campaign, the 2021/2022 fiscal year also focused on trainees and scholars. The sponsoring package for associations and clubs gives Energie AG Group the opportunity to harness the social circle of its employees to approach additional potential job candidates. The positioning of the employer brand was evaluated in workshops and interviews with staff members.

Promoting diversity and women in technical careers

Due to the great success achieved in the previous years, two more scholarships were awarded to female technicians in autumn 2021 (previous year: three). The scholars not only receive financial support, but can also complete internships at Energie AG and write their master’s thesis drawing on their experiences with the Company, potentially fostering strong ties between the Company and these scholars from an early stage.

To ensure the Company is capable of mastering future challenges, it is important for Energie AG that its employees have the relevant skills at their disposal and for diversity to be embraced not only in recruiting, but also internally (for example, when filling management positions).

Since 2014, Energie AG has been providing material and intellectual support to gifted and socially engaged pupils of immigrant origin through the START scholarship program, laying the foundations for these scholars to pursue academic study. This support covers the costs for (one-time) PC equipment, educational materials, seminar attendance, annual meetings, and regional events and workshops.