Raiffeisenbank Gros-de-Vaud recognized as a top Swiss employer

We would like to congratulate the Raiffeisenbank Gros-de-Vaud team and the management team led by Yan Slade on this outstanding result. We would also like to thank project managers Francine Kräuchi and Gabriela Leone for their expert support in conducting this employee survey.

Excellent participation rate in the employee survey

95 percent of all employees took part in the anonymous employee survey. Of 75 bank employees, 71 completed the questionnaire. Such a response rate is anything but a given. It signals that the workforce is not only willing to provide feedback, but also trusts that this feedback will be taken seriously and lead to concrete improvements. Read here what the response rate in an employee survey means.

When almost the entire workforce participates in an employee survey, it shows that the employees want to actively shape and develop their working environment.

90 points Employee motivation: Well above the industry average

Employee motivation is very commendable, with an index score of 90. By comparison, the external benchmark for the financial sector is significantly lower. As a leading provider and service provider for employee surveys in Switzerland, ValueQuest has an extensive benchmark pool of financial service providers.

This enables an objective comparison with other banks and financial institutions. Raiffeisenbank Gros-de-Vaud is thus clearly positioned among the top employers in Switzerland in the banking sector in 2025.

What is the eNPS?

The Employee Net Promoter Score (eNPS) is a metric that measures how likely employees are to recommend their company as a good place to work. The eNPS is based on the well-known Net Promoter Score (NPS), which was originally developed to measure customer loyalty.

How is eNPS measured?

In the employee survey, employees are asked to rate on a scale of 0 to 10 how likely they are to recommend their company as an employer. Based on their response, they are divided into three categories:

• Promoters (9-10 points): Highly satisfied and loyal employees who have a strong emotional connection to the company and actively recommend it to others.
• Passive (7-8 points): Satisfied employees who are not particularly enthusiastic, however, and would possibly change jobs if a better offer came along.
• Detractors (0-6 points): Dissatisfied employees who would not actively recommend the company and may speak negatively about it.

The eNPS is calculated using the following formula:

eNPS = % promoters – % detractors

The value range is between -100 (all are detractors) and +100 (all are promoters). Passive responses are not included in the calculation, but they do influence the overall picture.

Interpretation of the eNPS value

• Below 0: Critical – more detractors than promoters
• 0 to 30: Good – positive result, but room for improvement
• 30 to 70: Very good – strong employee loyalty
• Over 70: Excellent – exceptionally high employee loyalty

Raiffeisenbank Gros-de-Vaud's eNPS of 90 is exceptionally high and ranks among the very best. It means that 91 percent of employees are promoters (rating 9-10), only 7 percent are passive, and just 1 percent are detractors. [1]

An eNPS of 90 at Raiffeisenbank Gros-de-Vaud signals very high employee retention and loyalty. Employees identify not only with their work, but also with the bank and its vision. In times of skills shortages, it is crucial to attract qualified talent. Companies with high eNPS scores find it much easier to recruit new employees in times of skills shortages, as the existing workforce acts as a credible reference.

97 percent are ambassadors – what does that mean?

97 percent of employees are ambassadors for Raiffeisenbank Gros-de-Vaud. They identify strongly not only with their work, but also with the bank and its corporate goals.

But what does it actually mean to be an ambassador? In the employee survey, ambassadors are defined as those individuals who:

• Talk positively about your workplace
• Actively recommend the bank as an employer
• Have a strong emotional attachment to the company
• Proud to be part of the team
• Be highly motivated.

employee motivation

To understand why Raiffeisenbank Gros-de-Vaud achieves such outstanding results, it is worth taking a look at ValueQuest's motivation model. This is based on scientific findings and distinguishes between two key dimensions:

Employee satisfaction and fulfillment of needs

This dimension, "need fulfillment," measures the extent to which employees' basic needs are met in the workplace and whether employees are satisfied or dissatisfied. This includes factors such as:

• Trust: Employees trust the organization and management. They experience participation and feel that they form the basis for constructive cooperation.
• Belonging: Employees feel connected to the organization and their team. They are taken seriously and feel that they are part of a whole.
• Joy: Employees enjoy their work. The working environment is pleasant and enjoyable.
• Effect: Employees feel that their work makes a contribution.

Employee commitment

This dimension measures employees' emotional attachment and commitment to the company. Employee commitment provides the answer to the question of how committed employees feel to the company. This includes:

• Identification with corporate values and goals
• Willingness to go above and beyond what is required
• Proud to be part of the company
• Willingness to recommend the company to others

Raiffeisenbank Gros-de-Vaud shows a good balance: employee needs fulfillment scores an impressive 90 points, while employee commitment scores 89 points.

This balance is crucial for sustainable motivation and commitment. When both needs are met and commitment is high (as is the case at Raiffeisenbank Gros-de-Vaud), employees are satisfied and highly motivated to work hard for the bank.

What drives motivation?

The detailed evaluation of the Swiss employee survey shows where Raiffeisenbank Gros-de-Vaud is particularly strong. The following topics received the highest ratings:

• Managers (91 index points): Supervisors serve as role models by providing guidance through their behavior, decisions, and attitude. Thanks to their competence and integrity, they enjoy a particularly high level of trust among employees.To put this performance into perspective: 91 points correspond to a very good 5.5 on the school grading scale. Good leadership is the most important lever for motivation. Recent studies, such as those by Gallup, also show that around 70 percent of employee motivation is influenced by their direct manager. For companies, this means that leadership quality is an important lever for improving motivation.

• Teamwork (91 points): Collaboration is positive and efficient. There is a supportive and appreciative culture in which employees feel comfortable and are encouraged to openly address their concerns, ideas, or challenges. According to renowned organizational psychologists Deci and Ryan, social belonging is one of the most important motivational factors.
• Working independently (90 points): Employees can organize their tasks with a high degree of personal responsibility. This trust means that they can see how their personal commitment is having an impact and that they can actually make a noticeable difference through their work.

Our Employer Award: Strict criteria, high recognition

The Excellence@work Award is only given to companies that meet strict criteria in their employee survey with ValueQuest:

• Employee motivation: At least 80 index points
• Participation rate: At least 80 percent of employees
• Theme average: At least 77.5 index points for drivers in the work environment (such as management, infrastructure, collaboration, etc.)

Raiffeisenbank Gros-de-Vaud far exceeded these criteria: 95 percent participation, 90 points for employee motivation, and excellent scores in all subject areas.

This employer award is based exclusively on honest and anonymous feedback from employees. There is no self-assessment, no embellished descriptions. This makes the Employer Award credible. Only around 10 percent of the companies we surveyed manage to clear this high hurdle.

We would like to congratulate Raiffeisenbank Gros-de-Vaud on this outstanding result and look forward to continuing our collaboration!