The challenge
In 2025, Pax conducted an employee survey with ValueQuest for the sixth time. 95% of employees took part in this year's survey and rated their working environment - with excellent results. A comparison with the survey results from previous years shows: PAX uses the feedback from employees as a basis for the further development of employee benefits insurance as an employer.
Our solution
...are active brand ambassadors
73% of all employees see themselves as ambassadors for the brand.
Motivation points
+20 motivation points: from 60 (2010) to 80 points (2025).
Participation rate
Employees appreciate being able to express their opinions openly and honestly.
"At Pax, we live a corporate culture based on trust and respectful cooperation. That is why it is also very important to us to know the needs of our employees. The results of the surveys show us exactly where we stand and where we can develop further."
Larissa Graf
Personnel development PAX
Interview with Larissa Graf
Francine Kräuchi spoke to Larissa Graf, responsible for employee surveys and personnel development at Pax.
Ms. Graf, why did Pax decide to conduct an external employee survey back then?
It was clear to Pax that the hierarchical culture that had developed over time was not sustainable. We wanted to drive cultural change and needed measurement and control elements to do so. As the first survey with ValueQuest already showed an honest picture of the "old world", we made a conscious decision in favor of continuity.
And why did you choose ValueQuest of all companies?
The comparability and quality of the survey and the results were decisive for us. We were particularly impressed by the scientifically sound evaluation of the survey results. The models and analyses used not only deliver reliable results, but also show us concrete starting points for the further development of the working environment at Pax. We also find the developments over time, which have become visible through the many years of collaboration, and the classification of our results in an external comparison particularly valuable.
Since the ValueQuest surveys, Pax has been able to increase employee motivation by more than 20 points thanks to the insights gained. What has changed since then?
Feedback and opportunities to help shape the company have become much more important at Pax and are now a central part of our culture. Over the past 15 years, we have driven forward the cultural change I mentioned earlier and made it tangible - with more openness, direct communication, the right to have a say and trust. This is tangible: cooperation on an equal footing characterizes our day-to-day work and is valued and practiced at all levels.
What does the collaboration with ValueQuest mean to Pax?
We really appreciate the cooperation with ValueQuest. Everyone involved is now very well attuned to each other, so that the surveys run very efficiently and almost automatically. Despite the efficiency, the quality of the evaluation remains at a high level - an important point for us.
Was there a particular highlight for you personally?
I was most pleased about the high level of participation this year. This confirms to us that the employees at Pax feel heard and know that we take their feedback seriously. For us, it is an important basis for further development. In addition to the "Best Employer 2025" award and the "Family Score 2025-2027" from Pro Familia Switzerland, receiving the "Excellent Employer" award 2025 is a nice confirmation that we are on the right track.
How have employees' needs changed over the last 15 years?
We are noticing a much stronger need for self-determination, co-determination and flexibility. For many, a career is no longer the primary goal; instead, the focus is on personal development and a sense of purpose. Issues such as sustainability, a good work-life balance, equality and inclusion have also become more important. This motivates us to provide employees with targeted support and offer them exciting development prospects within the company.
"We can all benefit from the diversity at Pax. That's why we work together to create a safe, respectful and trusting working environment that promotes cooperation on an equal footing. We are all responsible for this at Pax - regardless of hierarchy."
The aforementioned work-life balance is another area in which Pax has achieved very good results. How important is this topic for you?
For us, work-life balance is more than just a buzzword, it is an expression of trust. Of course, we need flexible models such as working from home, part-time or flexitime. However, it is crucial that our managers set an example and actively facilitate these opportunities. It is not enough to allow something. You also have to support it.
Last question: What advice would you give to a company that has never conducted an employee survey before?
Employee surveys are worthwhile - but only if you are prepared to work with the results. If you ask, you lead - but you also have to listen and act. Honest feedback from the organization is very valuable, but it is only effective if it results in concrete measures. Employees notice very quickly whether their feedback is being heard and taken seriously or not."
Thank you for the interview, Ms. Graf.
With pleasure.
Conclusion
The case of Pax is an example of how strategically applied feedback can support further development and cultural change within a company. The consistent collaboration with ValueQuest over several years has provided reliable data and insights that have enabled Pax to derive the right measures to further develop the working environment in its own company in line with the needs of its employees. In this respect, the "Excellent Employer" award is a visible sign of a corporate culture that listens, acts and develops.
