Compile received top marks in an employee survey during the pandemic

Compile’s founders’ supposition about the best possible job satisfaction was put to a real test. The results of a staff survey at the end of 2020 were particularly exciting for the founders, as the company’s revenue had grown by 50% during a period marked by uncertainty due to the global pandemic and a sudden change in working practices. However, the concern was unnecessary as the company received top marks from its employees. 

Rigid corporate culture, overbearing management, inflexibility in job selection, lack of work motivation. 

When Compile’s founders Juha Heikkinen and Mika Perttilä came up with the idea of founding their own consulting company five years ago, their focus was on an extremely important matter: satisfied employees. In their previous jobs, both had witnessed what happens when employee satisfaction is not prioritised. 

The founders’ thesis was that happy employees want to do their jobs as well as possible and continuously learn more, which, naturally, leads to high customer satisfaction.

Job satisfaction was put to a real test during the pandemic

The founders’ philosophy was put to the test when the satisfaction of Compile’s employees was tested across the entire staff. The results of the staff survey were particularly exciting for the founders, as the company had grown rapidly during a period marked by uncertainty caused by the global pandemic and a sudden change in working practices. 

“Of course, we were anxious, especially after a whole year of turmoil, we had to transition to remote work with great haste, and we no longer saw our employees in the office as often as before,” says Perttilä. 

However, the concern was unnecessary as the company received top marks from its employees. The Employee Net Promoter Score(eNPS) was used to conduct the review. It reveals how willing employees are to recommend their own workplace to their friends and colleagues. In an eNPS review, a company receives a score between -100 and 100, and scores over 20 are very good.

Compile received a top score of 70 and received a Future Workplacecertificate from the testing company Signi. It is earned when the corporate culture of the employees’ own workplace is managed with exceptionally good employee understanding.

Appropriate expectation management

What makes Compile’s employees recommend their workplace to their friends and colleagues? 

In the employee survey, statements such asmeaningful tasks, Fair pay and benefits in kindand Freedom to work regardless of time and placewere mentioned as the most relevant. 

“We talk openly and honestly about what the work entails. Our consultants know that you can’t always work on your favourite assignments, but in the long run, we want our employees to be able to do tasks where they can excel,” Perttilä says. 

Jaakko Mutikainen has been working as a full stack coder at Compile for about a year. According to him, the best things about Compile are the generous salary, interesting work tasks and employee autonomy. “A good salary is the best motivator, but I also think it is important that I can organise my working days the way I want,” says Mutikainen.  

During the pandemic, our team spirit has manifested itself in an increased team size. The number and frequency of digital channels and meetings have been taken to a whole new level. “Working remotely can be lonely, and we have wanted to enable meetings on digital channels. And when the pandemic is over, we’ll have a good party with the group,” says Perttilä.

Compile’s secret sauce – free hands and a generous salary

When creating the business of the future, the competence must remain at the top level. At the same time, in different life situations, employees want different things.

“When one wants to develop professional skills in addition to work, the other wants to spend quality time with their family at the end of the working day and the third wants to immerse themselves in hobbies after work. Our employees decide for themselves when they focus on work, development at work, and when they want to enjoy their daily lives,” says Perttilä. 

The founders’ decision on a generous salary enables everyone to have their own everyday life and it helps to balance work and leisure time.

Compile’s consultants work closely with customers, in a different way than large consulting companies where the customer becomes invisible. This is made possible by Compile’s compact size and the active support of its founders. A systematic customer care model ensures that no one is left alone with the customer – support is ready and available.

“As we take care of the recruitment ourselves, we immediately get to talk about what the employee wants from their workplace and how we, as an employer, can help him get the best possible job satisfaction,” concludes Perttilä.

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the eNPS calculation is based on the Employee Net Promoter Score formula developed by Fred Reichheld, which was originally used to study the customer experience and customer satisfaction of companies. Lately, it has also been used to research employee satisfaction (e as in employee + NPS).

This is how the calculation is performed.

We ask our employees once a year, “How likely are you to recommend your workplace to friends or acquaintances on a scale of 0 to 10?” Then we ask for clarification with an open question: “Why did you submit this score?”.

Those who submit a score of 9 or 10 are called promoters. Those who submit a score from 0 to 6 are called detractors.

The eNPS result is calculated by subtracting the relative percentage of detractors from the relative percentage of promoters. Other answers are allocated a score of 0.

The calculation results can be anything from -100 to +100. Results between +10 and +30 are considered to be good, and results above +50 are considered to be excellent.