Bosses, who are given grades? News | People | 17.05.2023

Every manager has their own personal interpretation of leadership, resulting from their personality and the model of authority they were taught.

Following the change in management a few years ago, S+P Samson began making this measurable through continuous employee surveys. Evaluating management performance is a key element of our corporate culture. Involving our entire staff in these regular surveys ensures transparency and continuous improvement across all departments.

Initially, it became apparent that there was little alignment within the management team – particularly regarding the strategic development of the company, shared goals, and the best ways to achieve them. Establishing clear guidelines for the management circle was the first major step toward sustainable improvement.

Transparency and Structure as Success Factors

Increased transparency formed the second step. From then on, binding updates were provided regarding the work and decisions of the management circle. Jointly developing a new corporate strategy and continuously tracking objectives were the logical next milestones. Today, this open and structured communication forms the foundation for our process-reliable way of working.

Now, we intensively prepare the next generation for management tasks through firmly anchored leadership principles and hands-on leadership training. Everyone on the team has recognized that the way we lead, interact, and communicate plays a major role in S+P Samson's attractiveness as an employer. This is more important than ever in times of skilled labor shortages.

A living culture of quality always begins with management and extends all the way to the production machinery. Ultimately, the customer also benefits from flat hierarchies, fast decision-making paths, and a motivated workforce that implements complex requirements flexibly. After all, success is made by people.