Honest and accurate advice from our employees to customers is key to customer satisfaction and the success of the business. Keeping the right employees at the company in the long term calls for a sound employment conditions policy.
Proud of our staff
The employees are the calling card of the company. They ensure a professional service not only in a pleasant shopping environment but also at deliveries and assembly of products.
Beter Bed has an outstanding relationship with its employees, not least demonstrated by its active Works Council.
Because local people are best placed to serve the local market, the company strives to fill management positions with local staff in every country.
Quality of our staff
The commitment and quality of the employees largely determine the success of the company, with personal high-quality advice having a direct effect on the amount of revenue. Evaluation and performance interviews are carried out annually in order to ensure the quality of the employees. All the employees have these annual evaluation moments in order to assess whether there are still good working conditions and whether they are satisfied, and to explore potential development opportunities. The company began applying 360-degree assessments in 2016.
Training and education are provided on a systematic basis. The Beter Bed Academy was founded for this purpose in partnership with NCOI and the NCvB (National Consortium for Business Groups) in 2010. In 2014, ‘on the job’ training with electronic support (e-learning and e-training) was introduced in the Netherlands for staff in the stores and in logistics.
The last time employee satisfaction was surveyed at Beter Bed Netherlands was in 2014. The organisation will have employee satisfaction measured again by an external agency in 2017.
Health and safety of employees
The company sets great store by the safety and health of all employees. The policy is aimed to (further) reduce work-related absenteeism by ensuring a safe and healthy working environment and intensive supervision of employees.
In view of the nature of the occupational risks, there is a special focus on the staff behind our logistic processes. This is why in 2016 we conducted another random survey of the distribution centres and cargo bays of our delivery trucks in the Netherlands for hazardous substances. Beter Bed Holding is pleased to report again, in line with its expectations, that no hazardous substances were found. Certain logistical activities are physically demanding. As employer, Beter Bed Holding takes its responsibility towards the health of its logistics employees by exerting to optimise the process and output of these employees. This means that workers in physically demanding logistics functions are accompanied timely to another function in- or outside of Beter Bed Holding, which requires less physical effort from the employee.
The company’s absenteeism due to illness rate stood at 3.9% in 2016. A slight rise was seen in Germany and Austria, while the absenteeism rate fell in the Netherlands.
- 1 The coverage ratio relates to the percentage of employees for whom sickness-related absenteeism is reported in this CSR report. In 2015 and 2014 no data on sickness-related absenteeism in Belgium was available. Also, in 2015 the sickness-related absenteeism of the acquired BettenMax is not taken into account.
There are no work-related fatalities and special occupational diseases to be reported.
Beter Bed Holding creates employment opportunities. Work is not merely a source of income, but a way for people to develop and contribute to society.
The group had 2,765 employees (FTE) as of 31 December 2016, compared to 2,513 employees (FTE) at year-end 2015.
The increase was attributable to the organic growth of the three reporting formats. On average Beter Bed Holding had 2,621 employees (FTE) during 2016 (2015: 2,427).
More information is provided in this CSR report on the number of employees in service on 31 December 2016, as well as the composition of the workforce on that date and staff turnover throughout the calendar year.
The employees in France and Sweden are not included in these key figures.
Inflow and outflow
Staff turnover in 2016 was as follows:
Younger than 30
From 30 to 50
Older than 50
- 1 Inflow and outflow refers to actual cases where an employee has joined or left the company. These are expressed as a percentage of the number of employees at the start of the year. Moves between categories within a specification (for example due to ageing or contract amendments) are not included. Staff on-call (in the Netherlands) are also not included in the number of employees.
The Beter Bed Holding annual report includes notes on the average number of FTE over the year under review and the number of FTE by the end of that year under review. In this CSR report, additional information is mainly provided on the number of employees.
In the year under review, 27% of staff were new employees and 19% of the workforce left the company. The notice period for employment contracts varies from country to country (in accordance with local legislation) and sometimes also depends on the employee's function.
Below are some cross-sections of the workforce at the end of the year under review.
Employees by type of contract
Employees - permanent contracts
Employees - temporary contracts
Employees by country
The company is convinced that a balanced composition of teams and management teams makes a positive contribution to its performance. Beter Bed Holding has signed the D&I Company’s Charter (formerly Talent to the Top). This initiative is a code containing clear agreements and a public commitment to realising gender diversity at the top of the organisation.
Diversity based on gender
The company stated in the last annual report that it will carry out additional activities aimed at increasing the number of women in management positions. The number of female managers increased by two and the number of male managers increased by three in 2016. The percentage of women in management positions has consequently risen from 24.8% to 25.4%.
Diversity based on age
Where possible, the company makes no distinction on the basis of age, which means that every employee given the same capabilities may enjoy the same opportunities regardless of age. The health and safety of employees comes first: certain logistics work is more physically-demanding and as a result the company does take age into account for these tasks. Employees in these logistics roles are guided in a timely manner towards another position within or outside of Beter Bed Holding, which is less physically-demanding on the employee.
Employees in age groups
Younger than 30
From 30 to 50
Older than 50
Diversity based on origin
Beter Bed Holding does not discriminate on the basis of origin or ethnicity. As origin, religion and other such factors are not considered during recruitment, they are not recorded and are therefore not reported.