The 2026 Fibox Employee Survey will take place for the fourth time this April. All surveys have been conducted in collaboration with Eezy Flow, and participation has grown to over 80% in recent years, demonstrating that employees are eager to share their perspectives and help shape Fibox as a workplace. Providing feedback is vital, and it is the responsibility of owners, top management, and managers, with the support of HR, to ensure that insights are translated into concrete actions.
This year, Jenni Juutilainen, Group HR & Finance Director, and Mari Haapasaari, Global HR Business Partner, met with Juha Ala-Lipasti, Sales Director at Eezy Flow, to kick off the survey. They reflected on how the collaboration started, how results have evolved, and what new tools are available to better understand employee feedback and take action.
"Conducting the survey annually allows us to track progress, identify emerging challenges, and ensure that employee feedback leads to meaningful improvements," says Juha Ala-Lipasti.
By consistently measuring feedback on engagement, leadership, and performance, Fibox gains insights into employee experience across teams, units, and countries. These insights show how employee experience affects customer experience, productivity, overall performance, innovation, and Fibox’s employer brand – and help turn feedback into concrete actions.
"The survey results provide a solid foundation for development work, enabling us to create structures and support that help our employees excel in their roles. Understanding the employee experience in depth is crucial to implementing Fibox’s strategy effectively," adds Mari Haapasaari.
This year, a new AI-based tool combines survey scores with open feedback, supporting managers in driving meaningful change at the team level.
"We are particularly looking forward to the new AI-based tool, which will make analyzing results easier and help managers take targeted actions to enhance team performance," says Jenni Juutilainen.
Expanding the survey scope
In addition to traditional engagement, leadership, and performance questions, the 2026 survey also includes questions on training needs, wellbeing, and mental health, as well as DEI topics, previously asked in a separate survey.
Understanding what supports employees and what might be barriers helps Fibox focus development efforts effectively, further enhance these initiatives, and uphold the One Fibox culture across the organization.
What we have learned
Past surveys show progress at the team level: improved communication, better working conditions, greater autonomy, more frequent feedback, and managers taking a stronger interest in employees’ work. These improvements demonstrate that team-level development efforts are effective.
While progress has been made, there are still opportunities to further strengthen certain areas, such as communication of strategy and future direction. "This is a topic we often observe in many organizations. In today’s uncertain global environment, employees particularly value clarity, predictability, and a sense of security at work," says Juha.
Development and learning initiatives
Fibox continues to invest in employee growth. Last autumn, the Priima e-learning platform was launched in Finland, and at the beginning of this year, it was rolled out across Europe, with expansion to the USA and Asia planned later this spring. The first mandatory course for all employees covers Ethical Practices at Fibox, and additional courses on ESG, IT, and quality will be introduced this year.
Appraisal and development discussions with managers are another key response to employee feedback. Employees who actively engage in these discussions report higher satisfaction, and the discussion model has been reviewed and aligned with the senior leadership team. “We see it as essential that managers take the time early in the year for development discussions with their team members, reviewing the past year, giving feedback, and taking learnings forward. At the same time, future goals are set, training needs and wellbeing are discussed, and this makes it easier to follow progress in one-to-one discussions throughout the year,” says Mari Haapasaari, Global HR Business Partner.
“Every voice matters. Participating helps create a workplace that supports well-being and professional growth,” emphasizes Jenni Juutilainen, Group HR & Finance Director.
Continuous improvement
At Fibox, we have a strong culture of continuous improvement and ongoing learning. We acknowledge our strengths and challenges, track our progress, and aim to create an environment where employees can thrive.
We continuously improve how we operate, aim to make an impact, and grow together – while also celebrating our successes along the way.
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