Our nine competencies create a common understanding in terms of expected behavior and the direction in which employees should develop. They are the basis for performance reviews between superiors and employees. These conversations are used to define role-specific examples on which to assess the employee’s current development level and to identify their development potential.

We asked our employees around the world to help analyze our identity as an employer. Knowing who we are as a company, what sets us apart and which values our more than 3,600 employees share is of great importance to us. Our company motto, “Collaborate on new ideas.”, ensures that our culture is visible both within the company and without, for example on social media, on our career page and at trade fairs.

We actively measure employee commitment and identify the need for measures that support cultural change, based on the perception of our employees. As an employer, we feel it is important to value and recognize our employees around the world, by listening to their individual voices.

We offer various entry programs for junior staff, e.g., apprentices, students and direct entrants. To do so, we cooperate with various institutes and universities in order to recognize and successfully apply trends at an early stage.

As an experienced and globally successful life science company, we have a clear understanding of talent and a process to identify high potentials. We provide targeted development measures, e. g., 6-month assignments abroad, mentoring and coaching programs, etc., and ensure that a strategic succession plan is in place for our talent pool.

We offer various development programs for managers, based on their individual roles and experience. The individual programs focus on the managers’ personal (professional and social) growth and on how they can in turn support their employees’ development.

Our digital learning management system grants each employee access to a wide range of individual learning offers. This digital offer helps us support our employees, easily and targeted to their individual needs.

With our digital learning platform, we provide our employees with a key resource to continually educate themselves and gather valuable learning experience. We offer our employees a wide range of educational content that covers a variety of professional and social skills.

Communicating directly, as equals, and face-to-face remains a key learning experience, and one’s own team is the most important group of employees among Eppendorf’s functional units. To ensure that employees can work together as a team effectively and smoothly, we encourage our teams to meet locally and work on their shared success.

Eppendorf provides opportunities their employees to boost their soft skills by interacting with each other.

At least once a year, employees and their supervisors schedule regular performance reviews, in the course of which expectations and performance are aligned and re-aligned, if necessary. These conversations focus on development opportunities for employees in particular.

In a series of conversations, employees at Eppendorf receive guidance from their supervisors and are thus given the necessary tools to improve their personal problem-solving skills. These conversations focus on exploring and developing one’s own skills and to thus acquire a better understanding of how to deal with challenges and tackle them independently.

At Eppendorf, we see giving and receiving targeted feedback as a vital opportunity and the foundation for improvement. We continually strengthen the quality of our feedback by providing various tools and trainings.