A healthy work-life balance
Every day, our employees meet high requirements and expectations. The basis for their commitment, performance and hence our company’s success is a working environment that promotes and maintains health and allows everyone to maintain a healthy work-life balance. As a family-owned company, we take responsibility for our employees’ work-life balance at all stages of their life. In 2015, we introduced the interdisciplinary ‘Balance’ project for this purpose. It integrates our occupational health management (OHM) and all other work-life balance activities. In 2016, we published the Balance News, which among other things gave visibility to the activities at the decentralised sites.
Our occupational health management works to ensure that our employees actively engage in maintaining their health. Besides various occupational health and safety measures, we offer an extensive range of preventiveand promotional measures for both physical and mental health. They address topics such as nutrition, exercise, relaxation methods, and a balanced working life. In 2016, we hosted numerous OHM events, such as workshops, balance-themed evenings and Health Days.
We wish to offer our employees an attractive and healthy working environment. This includes regularly checking for ergonomically correct workstation design and possible sources of stress at the workplace, for example through noise, as well as taking appropriate optimisation measures.
For a healthy work-life balance
As a family-owned company, we are committed to our employees’ health and equilibrium. To better leverage synergies, we introduced the ‘Balance’ project in 2015, which supports health and work-life balance. In 2016, we offered a lot of activities and information on the eight Balance core areas of My Family, My Time, My Health, My Sport, My Nutrition, My Culture, My Discounts and Balance at the sites. For example, we were able to expand the Health Days hosted at decentralised locations, and even organised an entire Health Week in Gallin. In addition, we cooperated long-term with a health insurance fund for the first time in 2016, produced Balance brochures for the front and back office sales staff, raised employee awareness of occupational health and safety, and conducted the third Career and Family audit. In 2016, we for the first time organised health workshops with the BARMER health insurance fund and Tchibo shop staff. At the third Tchibo Health Day in 2016 at head office, we called for preventive measures including and especially for mental health, under the heading ‘the sooner, the healthier!’
Our corporate reintegration management (CRM) scheme supports employees who have been ill for more than six weeks in a given year with their return to work. We offer them individual, flexibleworkstations or working hours and also work with them to adapt their tasks as needed. The goal is to quickly and gently settle the employees in again, and make them fit for work again in the long term.
We support our employees with disabilities through our Disabilities Officer, as well as seminars and offers for dialogue. In the past seven years, we have increased the proportion of our employees with a disability to over 5% of the total workforce.
Regular exercise is an important factor for staying mentally and physically fit and creating a healthy balance to workplace stress. We help our employees with various company offerings and financial support. Since the end of 2015, for example, we have offered the weekly ‘Active Break’– a short sequence of relaxation and strengthening and stretching exercises – at the Hamburg production site as well as in the administration building in Süderstrasse – to offset work stress. At the Hamburg headquarters we operate a leisure centre that offers more than 40 courses per week, a weight room, and a swimming pool. Around 2,600 employees, family members and retirees regularly use this service. In Gallin, we offer company sport and exercise groups and massage appointments. Tchibo employees in the sales force and in Tchibo shops can claim subsidies for various fitness programmes in Germany.
In 2015, we cooperated with the German Pension Insurance (DRV) to conduct a pilot project to promote health. We repeated it in 2016 due to the good response and results. It involves the participants undergoing a programme consisting of an initial phase to determine health and fitness, a training phase with the support of the company, and a phase with an individual training plan on personal initiative. The programme spans six months and can be carried out at our Tchibo leisure centre.
We round off the Tchibo health concept for our employees with a balanced, fresh and sustainable diet. Food is freshly prepared each day at the Nordlicht staff restaurant at the Hamburg headquarters, and in the staff restaurants at the production and logistics sites. At the Nordlicht, a ‘climate dish’ has been on the menu every week since 2012. In these specials, meat and dairy products – which have a high carbon footprint as their production produces a lot of greenhouse gas emissions – are substituted with climatic-neutral dishes. Through this measure alone, we have already saved a total of 85 tons of CO₂ equivalents. We also host theme weeks to encourage our employees to choose healthy, light meals, and to transfer this inspiration into their personal lives as well. In 2017, we first introduced the offer of nutritional advice for our employees, individually and in groups.
A healthy work-life balance
As a family-friendly company, we support employees in achieving a healthy work-life balance. We gear our offerings to the individual needs of our employees and their requirements at different stages of their lives. We define ‘family’ to mean all domestic partnerships where social responsibility is assumed long-term. In other words, this includes parents, children, spouses/long-term partners, siblings, and grandparents.
For our commitment to a healthy work-life balance, we were the first retail company in Germany to be certified as a ‘family-conscious employer’ by berufundfamilie GmbH, an initiative by the non-profit Hertie Foundation. In 2013, we were recertified until August 2016, and in June 2017 we were audited and certified as a ‘family-conscious employer’ for the third time.
At our company, we apply the principle of trust-based working hours, because for us what counts is an employee’s actual performance, not the time they spend in the office. All employees, including managers, have the option of working part-time. A company agreement on working from home provides added flexibility. Job-sharing models and sabbaticals are also possible.
Change and flexibility dominate our modern working worlds as well, and require executives in particular to act in a flexible yet stable manner. In 2014, we added a section on ‘Flexible Working’ to our management manual and expanded the range of seminars accordingly. In 2016, we expanded our change management offer for executives with information events and training, including at our Tchibo CAMPUS. We also systematically support our executives in the responsible handling of expectant mothers and fathers.
In the New Workplaces@Tchibo pilot project, we also created new work environments, in the form of Creative, Communication, Work and Quiet zones. The employees no longer sit at a fixed place, but choose their workstation flexibly and depending on the project they are working on. Because this concept proved its merit in the Coffee Marketing department, in 2016 we implemented it in the Cafissimo and Non Food departments as well.
Care of children and relatives
Our ‘connection concept’ facilitates our employees’ return to work after parental leave. We also support parents with childcare, by providing 43 day-care spaces at the child-care centres we work with near the Hamburg headquarters. In 2016, we once again teamed up with the Verein Väternetzwerk (Fathers Network association) to host ‘especially for fathers’ informative events at Tchibo headquarters.
We have worked closely with pme Familienservice Gmbh for many years in order to meet the various family requirements that our employees face during their working life as adequately as possible. pme Familienservice provides consultation on all childcare-related matters and helps with sourcing qualified service providers for holiday and emergency care programmes.
pme Familienservice also advises our employees on the subject of caring for family members and helps them source care services. To provide even better assistance to our employees in reconciling work and the care of relatives, in November 2016, we introduced the position of a ‘Work and Care Compatibility Guide’ to advise our employees. The initiative for having such an officer as the first point of contact in companies was put forward by the Hamburg Alliance for Families, a consortium made up of the Hamburg Senate, Chambers of Commerce and Chambers of Trades and Crafts.