The HR manager of a large corporation is worried about poor results in the employee survey?

Initial situation

Christina (41) heads the HR department in Austria for a large international company. She is a family person and it is important to her to live her values and bring them into the company. Trust is her top priority, which she teaches her children. At the same time, she also tries to be a person of trust within the company and to listen to all employees. It hits her hard when someone who has problems doesn’t come to her.

Over the last few years, she has introduced relatively good employee programs in the company, which has reduced staff turnover. But every loss is painful, and it has become extremely difficult to keep the good people. She is also worried about not being able to find enough new people, as the number of vacancies is increasing. At the same time, she has to keep the costs for new appointments as low as possible.

Christina tries to compensate a lot, she is constantly challenged to keep the motivation in the team high, even if colleagues are constantly working overtime due to a lack of employees or have to compensate for the work of other colleagues by working overtime due to recurring longer periods of sick leave.

This year, she once again conducted an employee survey, with the continuous improvement of employee satisfaction as her main goal. And now this….

There is an acute need for action, colleagues report that they are overworked, as documented by the survey.

The work is there and needs to be done!

I would like my colleagues to be able to work in a more relaxed way and not be so stressed.

Christina needs a solution

Do Christina’s sensitivities sound all too familiar?

The problem can be solved step by step in the community:

1. Christina researches, on relevant HR platforms, how other companies solve this problem. Staff shortages don’t just affect her company. But she now has the results in black and white – the poor feedback from the employee survey.

2 She comes across the topic of stress culture and how other companies are trying to establish a good way of dealing with stress in the company through active stress management. The fact that it is sometimes stressful cannot be avoided, but how the company deals with it makes a big difference.

3. in a post, a colleague reports on the collaboration with Better linked. Through the active involvement of employees and co-learning AI, the platform shows where the causal problems lie and points out possible solutions to achieve a good work-health balance despite a high workload.

4. Christina books an appointment to get to know each other and learns about the establishment of her own “safe spaces” where all employees from the company have the opportunity to participate and thus their own stress issues as well as challenges in the corporate culture and structure are revealed and can be worked on together.

5. she presents the platform at the next management meeting and everyone agrees that an anonymous platform on which people are heard and seen with their concerns and problems supports the company’s own value system and thus creates an opportunity to combine high work performance, transparent handling of stress issues and the creation of an open stress culture.

6. After onboarding, employees quickly get involved and learn how to actively deal with stress. Effective workshops and expert talks that focus precisely on the issues discussed actively engage employees and managers alike. General resilience is increased and the corporate culture can also be significantly improved. This creates a place where everyone feels comfortable, confirms the next employee survey.

The result WIN – WIN – WIN


Christina would not have expected this success; a new motivation is sweeping through the company. Colleagues support each other and actively recommend the company as an attractive employer. Satisfied employees have a clear advantage in the highly competitive job market. It is still stressful, but dealing with it and the mutual support and understanding for each other helps to see stressful phases as a challenge and to master new situations with resilience.

Annas Geschichte

Long lasting overtime working – Anna’s Story

Anna is 47 years old and the owner of a hotel in a small town. She loves playing hostess. She has two employees at her small family hotel and her guests are her life. It is important for her to make a difference, to realize her plans and evoke change.…

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