Employees to Fans

Employee Focus: Who Has the Most Fans?

How many fan employees are there in the public sector? And how many at banks, in hospitals, in schools? Who is more passionate about their company: women or men? Where are the most “corporate residents”? And why are fans less at risk of burnout? What effects do good communication and clear leadership have? These and many other questions are answered by the major employee survey “Employee Focus Germany”. Every year, we survey more than 2,000 employees on emotional employee loyalty.

“New Work”

Special Survey Covid

What impact has the Covid pandemic had on the relationship between employer and employee? How has everyday working life changed? What about the emotional loyalty to the employer? These and many other questions were investigated by the special survey of the employee benchmark study “Employee Focus Germany” in May 2020.

All news at a glance

Representative Benchmark

About “Employee Focus Germany”

With the Employee Focus Germany, 2HMforum. has created a large representative online study through which the fan behavior of employees and the employee relationship quality of German companies are put under the microscope. The results were published on www.focus-online.de (German language), among other places. The aim of this nationwide, cross-industry benchmark study is…

  • … to investigate the quality of relationship between employees and employers and to determine the characteristics and the influencing factors of employee motivation.
  • … to analyze the image of employers.
  • … to measure employees’ overall satisfaction and satisfaction with key performance areas of their employers.
  • … to analyze the key indicators of Emotional Employee Engagement.
  • … to measure employee motivation and its intrinsic and extrinsic influencing variables.
  • … to analyze the customer orientation of employees as an essential lever for Emotional Customer Loyalty.

Fan Employees

Why Do We Not Measure Employee Satisfaction?

Our basic research has shown: “satisfaction” as a central parameter for assessing relationship quality is not sufficient to guarantee corporate success. Even highly satisfied employees are increasingly behaving disloyally. Satisfaction reflects the perception of products and services – but differentiation is hardly possible via performance alone. Crucial for the analysis of relationship quality is the consideration of the emotional connection which is expressed by the fan indicator.


Frederik Meyer

Member of the Executive Board, Head of Emotional Employee Engagement