Eurowings Digital's rapid post-pandemic growth from 100 to 300 people required a new focus on building a healthy organization.
Focusing only on pay and growth creates opportunistic employees, while a strong culture is the key differentiator for long-term success.
Culture is defined by daily behaviors and can be formalized by establishing cultural competencies that are measured in performance reviews.
The six key behaviors measured are teamwork, adaptability, ownership, self-management, diversity, and communication.
Using the Navy Seals model, high-trust individuals are valued over high-performers with low trust to avoid toxic team dynamics.
A focus on culture resulted in a stable eNPS of 8.4, churn under 10%, high candidate satisfaction, and record company profits.
A healthy culture allows employees to balance high performance with personal well-being, avoiding burnout.
The low-trust, high-performing employee eventually left for a company that better suited her functional focus, leading to improved team health.
18:22Julia Schroeder, Dennis Schmidt, Stefan Menschner & Tabitha Kleine
29:33Niklas Wiesauer
38:36Rudi Bauer & Tatjana Obenaus
22:39Stefan Menschner, Tabitha Kleine, Alexander Weißhaupt & Vanessa Zellien
44:46Rudi Bauer & Margareta Sailer
27:40Rudi Bauer & Katharina Enßle
19:35Ute Neher
29:14Sarah Ketteler, Tobias Stahl & Kerstin Lange
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