How Mijn Aansluiting as an eNPS top scorer keeps improving on job happiness

Mijn Aansluiting ends their first year with a fantastic eNPS of 8.7! A unique score compared to the benchmark. Read below how the organization keeps improving on job happiness and how employees experience their workplace.

"Employee happiness we realize together"

Mijn Aansluiting is a Dutch facilitator for connections for utilities such as drinking water, energy and the Internet. In addition to providing IT facilities, the organization also works on innovations and process optimizations to accelerate the connection chain. The organization describes itself as efficient, agile and decisive. The structure of the organization is flat, with a small management team and several self-managing teams that are responsibility for their input. 
As operations manager, Jonathan Somandin is proud of the high employee satisfaction score, but immediately mentions that, as far as he is concerned, you can only achieve employee happiness together. "We all work together to create an open working atmosphere, good internal communication, a good mood and a strong mutual bond within the teams. Everyone contributes to this in his or her own way."

Getting started with innovative work happiness measurement

A year ago, Mijn Aansluiting started working with 2DAYSMOOD. The tool helps the organization gain simple insight into what is really going on in the workplace. Employees could give their opinion in a low-threshold and 100% anonymous way. Although a lot of involvement and engagement was already experienced, the management needed insight through data.

Improving on job happiness and continuous measurement

With the 2DAYSMOOD tool, work happiness is monitored on a short-cycle basis. By periodically asking one question, the mood of the teams is tracked. You can customize this according to your organization's needs, at Mijn Aansluiting this is once a month. The tool is considered by the organization to be administratively accessible, simple and enjoyable.
The Employee Happiness Model and the Employee Net Promoter Score (eNPS) from the first baseline measurement gave Mijn Aansluiting valuable insights. The eNPS measurement was very high with a score of 8.2. A top score that confirmed the positive atmosphere within the organization. The measurement clearly showed the strengths of the organization: good atmosphere, result-oriented work and good cooperation within the teams. Valuable points when looking at happiness at work!

The only point for improvement turned out to be 'vitality'. Not entirely surprising in the aftermath of the COVID period. A key step in this was making it open for discussion. Colleagues encouraged each other with informal activities such as walking during breaks, and scheduling sporting team-building activities.

Outstanding employee satisfaction does not mean that there is now no focus on it, on the contrary. Mijn Aansluiting is proud of this score and likes to keep it high. One way they do this is by continuously measuring the adjustments within the organization.

The 2DAYSMOOD tool as a conversation initiator

By regularly discussing the mood meter, it was immediately visible when employees were less positive. This allowed immediate action to be taken.
After all, even when employees are not feeling well due to private matters, this affects their work-life balance, their performance at work and their happiness at work.

The second 2DAYSMOOD measurement at Mijn Aansluiting showed fantastic results. Employee satisfaction rose from 8.2 to 8.7 and the eNPS to 63 (number of promoters - critics). This with a response rate of no less than 80% of the organization. These scores are unique in the Netherlands and show that Mijn Aansluiting is doing very well as an employer.

How Mijn Aansluiting expresses appreciation and increases job happiness

Mijn Aansluiting regularly expresses appreciation towards employees. This contributes to a positive work atmosphere, engagement and satisfaction. Read below how they approach this in the workplace.

Celebrating success

Successes are celebrated within the Mijn Aansluiting team, compliments are given, people treat each other with respect and there is room for personal development; people can build on each other.

Teambuilding

Events and activities are regularly organized. Recently, for example, the organization celebrated a Saint Nicholas party and World Cup soccer party, to which all family members of employees were also invited. It has a binding effect to show children and partners the work environment and introduce colleagues to the home front.

Positive work culture

A positive work culture and a good work-life balance are highly valued at Mijn Aansluiting. This is encouraged by open communication and flexible working hours. The organization contributes to socially relevant issues, and the work is experienced as meaningful. Everyone treats each other with respect and is allowed to be themselves. This is also reflected in their rising 2DAYSMOOD metrics on diversity and inclusion.

Financial rewards

Mijn Aansluiting believes it is important to appreciate its employees with a competitive salary for their effort and commitment. Last year, for example, the foundation implemented an inflation adjustment on its own initiative. This was greatly appreciated by the employees

Do you also want to increase job happiness and employee engagement? With 2DAYSMOOD, you can quickly, simply and innovatively measure how employees are doing. Need more information? Take a quick look at how it works!