Act reliably
Our Annual Report
Our Objectives and Key Performance Indicators
Employee satisfaction is one of the six key metrics of our Sustainability Performance Index (SPI) and serves as an important tool for employee participation. We measure satisfaction through regular, comprehensive surveys of our workforce. Current employee satisfaction stands at 85% approval (+6 percentage points compared to the previous survey). This progress demonstrates that the measures we have taken to improve the working environment and strengthen our corporate culture are effective, and that we are continuously expanding our position as an attractive employer.
Medium-term target (2030): We aim to stabilise employee satisfaction at a consistently high level of at least 77%. Furthermore, we seek a leading role as ‘Employer of Choice’ in the real estate sector by optimally coordinating our recruitment strategy and employee retention measures. Employee satisfaction will remain a central metric to ensure our performance as an employer is measurable and transparent.
Management Approach
Our approach to strengthening employer attractiveness combines strategic recruitment with the continuous development of our corporate culture. Responsibility for this overarching topic lies centrally within HR, while management and executive levels define strategic guidelines and receive regular progress updates. The HR department works closely with managers and teams to develop new initiatives. The objective is to secure long-term business success and jobs by attracting and retaining outstanding talent.
We address the challenges of the skilled labour shortage and demographic change proactively. While vacant key positions could pose a risk to our growth plans and service quality, we consider this risk minor due to our measures in compensation, talent development, and corporate culture. Our strategy deliberately leverages opportunities such as promoting diversity and equality, and recruiting international experts to significantly increase our employer attractiveness. A particular focus lies on securing technical talent in operational areas through our insourcing strategy.
Vonovia’s business strategy is supported by strategic HR elements, manifested in three parallel “horizons”:
01. In the short term, fundamental conditions for strong HR performance are established and immediate needs—such as compensation, recruitment, diversity, and equal opportunity—are addressed. We strengthen the employer brand, implement talent management processes, and support employees on their individual career paths.
02. In the medium term, we use strategic recruiting to acquire additional specialists for new roles in core business areas (e.g. procurement, sales, modernisation, and development). We also increasingly leverage digitalisation and AI-driven solutions to address skilled labour shortages more efficiently.
03. In the long term, we focus on further developing leadership and corporate culture, especially embedding gender and equal opportunity alongside modern leadership concepts.
Regular employee surveys provide valuable insights for retention measures and help us reduce turnover rates. These surveys also enable company-wide employee participation and reinforce our inclusive corporate culture, positioning Vonovia as a sustainable, future-ready employer.
Our Contribution to our Appeal as an Employer
Unser Beitrag zur Arbeitgeberattraktivität
Links
- Click here to visit our download center for all commitments and guidelines
- We have set out our ESG performance along with the most important key figures in our ESG Factbook 2025
- You can see how we have performed in various ratings and benchmarks here
- You can find further information on this area of action in the Own Workforce section of the Annual Report 2025