At the beginning of the year, we presented Raiffeisenbank Regio Unteres Toggenburg & Neckertal with our Excellence@Work Award. This employer award is based on the employee survey conducted at the end of 2024. The results were evaluated at the beginning of 2025 and presented to the employees. A project group was then formed from among the employees, which has already developed the next improvement measures based on the survey results. The measures developed were presented to the employees by the project group at an evening event. Implementation of the measures began in 2025 and is ongoing.
The results show how the bank has become one of the best employers in the Swiss banking sector through targeted measures and a culture of appreciation.
Congratulations on this wonderful award!
The importance of employee surveys for an excellent employer
An employee survey is a strategic tool that enables companies to measure and specifically improve the satisfaction, commitment, and loyalty of their employees.
The employee survey conducted at the end of 2024 at Raiffeisenbank Regio Unteres Toggenburg & Neckertal achieved a very high participation rate of 96%. Of the 48 employees, 46 took part in the anonymous employee survey. Such a high response rate is a clear sign of a strong and trusting corporate and feedback culture. This high response rate signals that employees have confidence in the process and are willing to share their opinions.
Read more here about what the response rate means for your company.
Employee motivation as an HR metric
The key finding of the employee survey is a commendable motivation score of 83 points on an index scale of 0 to 100. Raiffeisenbank Regio Unteres Toggenburg & Neckertal is not only several points above the industry average for Swiss banks and financial institutions, but has also improved compared to 2021. This shows that the bank is not only one of the best employers, but also continues to develop.
Fulfilling needs and commitment: The basis for employee motivation
According to the ValueQuest model, employee motivation consists of need fulfillment (how well are the basic needs of employees met) and employee commitment (emotional attachment, loyalty, employee engagement). Raiffeisenbank Regio Unteres Toggenburg & Neckertal scores very well in both areas.
The detailed results: A look at the 14 topic areas
The employee survey examined 14 different topics. The results paint a nuanced picture of the strengths and potential of Raiffeisenbank Regio Unteres Toggenburg & Neckertal. The following areas are particularly commendable:
Goal-oriented work (92 points): This high score indicates that employees not only know the company's goals, but also understand them and actively contribute to achieving them. Clear and challenging goals increase employee motivation and performance. When employees know what they are working towards and how their contribution contributes to the bigger picture, they experience a higher level of fulfillment and job satisfaction.
- Teamwork (89 points): Strong team cohesion is a decisive factor for well-being in the workplace. Studies show that positive team dynamics and social support from colleagues significantly increase job satisfaction [2]. A well-functioning team therefore offers a sense of belonging and security, which in turn strengthens resilience to stressors and improves overall morale.
- Fairness and responsibility (88 points): This value reflects a high level of organizational fairness (equity). A high level of perceived fairness is strongly associated with greater job satisfaction, greater trust in management, and a lower risk of resignation.
Read more about the real reasons for termination in Switzerland.
Interview with the bank management
Interview with Urs Wohlgensinger, Chairman of the Bank Management Board, Raiffeisenbank Regio Unteres Toggenburg & Neckertal
The interview was conducted by Kathrin Neumüller, co-managing director of ValueQuest.
What does winning the Excellence@Work Award 2026 mean for Raiffeisenbank Regio Unteres Toggenburg & Neckertal and the entire team?
Urs Wohlgensinger: First and foremost, we were delighted with the excellent results of the survey. The fact that we were able to improve slightly on the very high level achieved in our last survey in 2021 is something we do not take for granted. Our efforts in recent years to further develop the company have been noticed by our employees and are having an impact. We are proud that our employees consider us to be a very attractive employer. The award is the icing on the cake for us.
How was the news of winning the award received internally, and how did you celebrate this success together?
Urs Wohlgensinger: Over the course of 2025, an internal project group developed specific measures based on the survey results. The project group's work was presented at an evening event, where the award win was also announced. Afterwards, everyone toasted their joint success over a delicious dinner.
What strategic importance does the employer award have for positioning your bank as an attractive employer in the Toggenburg region?
Urs Wohlgensinger: We have clearly defined our strategic goal of becoming the employer of choice in our region. We work toward this goal every day through a variety of measures, so the positive assessment by our employees is very important to us. The employer award also creates additional external publicity, which we are very pleased about.
The results show top scores for "Direct Supervisors" and "Fairness & Responsibility." What is your understanding of leadership, and what distinguishes a good leader in your opinion?
Urs Wohlgensinger: Our managers serve as role models and should actively exemplify our corporate values. Decisions should be transparent and fair, and employees are involved in the decision-making process wherever possible. Employees are supported in contributing their strengths and developing their skills. We foster open and direct communication on an equal footing.
How do you ensure that corporate values are not only communicated but also lived by all employees in their everyday work?
Urs Wohlgensinger: The values were developed jointly. As a fixed agenda item, direct supervisors regularly discuss the application of our values in everyday work.
A high participation rate in the survey signals a high level of trust. How do you actively promote a culture in which employees feel confident to express their opinions openly?
Urs Wohlgensinger: Our managers actively signal that criticism and new ideas are welcome. New ideas are taken seriously, examined, and implemented if they are sensible and feasible.
Your employee motivation score has risen since 2021. What specific initiatives have contributed to this positive development?
Urs Wohlgensinger: We have implemented various measures, ranging from organizational changes in structure and processes to revising the competency framework and providing targeted support for our employees. I also think it is important that we regularly seek feedback from our employees.
How do you ensure that the measures derived are supported by employees?
Urs Wohlgensinger:As already mentioned, employees are regularly consulted and actively involved. In addition, most of the measures were developed by a project group consisting of employees.
What role do managers play in sustainably embedding improvements in everyday working life?
Urs Wohlgensinger: Managers should actively implement the improvements themselves and lead by example. This is the only way to build trust and acceptance within the team.
The award is both a confirmation and an incentive. What goals have you set yourself for further developing your attractiveness as an employer in the coming years?
Urs Wohlgensinger: Winning the award sends a strong signal and gives us additional motivation. We are already hard at work implementing the project group's suggestions for improvement. Our strategic goal remains unchanged: "First choice as an employer in the region."
What advice would you give to other companies that also want to improve their corporate culture and become a top employer in Switzerland?
Urs Wohlgensinger: Corporate culture is created by living values. Actively involve employees, communicate transparently, and managers should be role models. Continuous feedback and genuine appreciation are the key to building trust and being an attractive employer.
We warmly congratulate Raiffeisenbank Regio Unteres Toggenburg & Neckertal on its well-deserved employer award.
Post published on February 6, 2026
About Dr. Kathrin Neumüller
Dr. oec. HSG Kathrin Neumüller is Co-Managing Director at ValueQuest and an expert in employee inspiration and empowerment. She also teaches strategic management in the MBA program at the ZHAW. She holds a doctorate from the University of St. Gallen (HSG) and studied at the University of Cambridge. Learn more about Kathrin
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