New project Employee brand 2.0 starts in Piestingtal and hunched world!

New project Employee brand 2.0 starts in Piestingtal and hunched world!

On March 31, 2025, an important project is launched in the Piestingtal region and hunchbacked world changing country, which is called "employee brand 2.0". This initiative aims to sustainably improve the work and living space in the region. The kick-off event took place in the Raiffeisen branch in Pitten and brought together numerous important personalities from business and politics, including Josef Vollmer, Stefan Glatz from Raiffeisenbank and Andrea List-Margreiter, the WK district manager of Wiener Neustadt.

The main focus of the initiative is to increase employee satisfaction and quality as an employer. These aspects are particularly relevant because the shortage of skilled workers in the region and also companies presents considerable challenges. By strengthening and supporting regional companies, new impulses for securing skilled workers are to be given that is crucial for the future growth of companies.

focus on employer quality and security of skilled workers

The participants of the event-among them Christian Wagner, chairman of the IG-Piesting Valley, and Michaela Walla, chairwoman of the Buckligen World Conditional region-underlined the high priority of employer branding. In today's world, in which both large DAX groups and small and medium-sized companies suffer from a clearly noticeable shortage of skilled workers, it is all the more important to strengthen the employer brand. A clear focus on employer positioning is essential. Questions about "Who are we?" And "What do we offer?" have to be answered clearly in order to bear the identity of the company to the outside and to address both current and potential employees.

like floodlight , an authentic presentation of the employer brand is of enormous importance. It leads to an increase in credibility, trust and sympathy. The approach of internal employer branding goes one step further and is primarily aimed at the current employees. The focus is on improving relationships between corporate management and the employees, which promotes the identification of employees with the company and their commitment to it. In addition, fluctuation rates can be reduced.

A central aspect of the initiative is also communication. In order to strengthen the employer brand, clear and consistent communication is required. Online and offline measures play a crucial role here. Employee newspapers, intranet, social media and newsletter are just a few ways of how companies can optimally use their internal communication channels. This can also be supported by feedback culture, company meetings or team events.

The success of the “Employee brand 2.0” initiative could thus have an impact far beyond regional development. The common goal of making the region a more attractive place for employers and employees could serve as a model for other regions. As Lowerly reports, the project goes into the second round with merged platforms, which is intended to increase the visibility and reach.