Lenitzki: Yes. We are integrated in various areas, of course. For example, via social media. There is a platform, a software that we work with, which ultimately enables our employees to share fme content via their own social media channels. This platform was initiated by Marketing. We control it a little. Then, when it comes to creating the Culture Book: the HR department now takes over that. They update it every two years.
We also make videos on the topic of employer branding, for example, when it comes to letting people at fme introduce themselves and explaining: What do they actually do here? For example, as a consultant in software projects: What is their job? What do they particularly enjoy? And why is working at fme so special? We obviously play a role in that. That means we think together with the HR department: Which videos do we actually want to produce? And then we call out internally and ask who would like to take part. Sometimes we even seek out people directly.
Then there are job fairs, which we also take employees to. Not only our colleagues from HR go to job fairs, but also to schools, for example, and take trainees with them and get involved. So, of course, as forex data marketing, we are a bit… I wouldn’t say we’re in charge, but we’re pulling the strings and coordinating things a bit. For example, employees have the opportunity to share their specialist knowledge and expertise on our various portfolio topics via our blog. And of course that’s more about visibility for us as a company, for our services and products. That means there’s a bit of awareness for us as a company. You could perhaps say we’re acquiring new customers. But of course we also target our existing customers. With content, for example via blog or video, who then see: “Wow, fme, they’re still here and I like working with them too.” That’s a bit of confirmation for our existing customers.
Hoffmann: Keyword “Culture Book”. So your company’s “Culture Book”. What is that exactly?
Lenitzki: Yes, that's an idea that my boss actually brought up. The original Culture Book was from Zappos, a shoe retailer that was later taken over by Amazon. And there the employees had the opportunity to express their opinions on the company culture. And he found it so exciting that he said: We want to do that for fme too. And we launched it many years ago. It's a book that we actually print. Of course you can also browse through it online on our website as a PDF. We do that every two years and the employees can and may write down, paint or draw anything that comes to mind on the subject of fme culture. We only correct typos that should perhaps be there and then translate it into English because we are an international company. And we use it for recruiting at job fairs. We then share this in interviews afterwards, and now we sometimes bring it to our customers too, just to show them, to give them a little insight into what makes our employees tick and what is important to us when working together. It's a very interesting point that you said we don't intervene at all, apart from typos.