People

We care about our employees. We ensure that they operate in a safe and stimulating work environment, balancing work and home life, as well as helping them to develop their capabilities by giving them the power they need, when and where they need it.

All Group companies are committed to creating a valuable relationship with their employees and to increasing their overall well-being in and beyond the workplace. Health and well-being are in fact critical to being able to perform well and develop.

To further meet home and work life balance needs and provide part-time work contracts, STIGA Italy introduced flexible working time schemes in 2019. This included the possibility for workers to compensate for part of their absences with extra-time. In addition, the portion of the obligatory maternity leave not covered by the Italian Welfare Institution is covered by STIGA Italy.

In all Group companies, STIGA promotes access to training programmes both by organising internal courses and by financing the participation to external initiatives. These initiatives are selected based on how consistent they are with corporate priorities and individual development needs.

The development of competencies and skills is based on an analysis of training needs, which is carried out together with the representatives of the various organisational units using structured assessment tools and interviews. At the same time, training initiatives are constantly offered to employees to develop and strengthen technical skills and specialist knowledge.

Commitment: STIGA wants to increase training hours (22k hrs in 2022) and dedicate specific actions to human rights and ethics.

The composition of the staff within STIGA’s companies is characterised by continuous evolution. 

STIGA’s business has strong seasonal fluctuations, which require significant flexibility in production capacity during the year. To cope with the production peaks, in addition to hiring temporary staff through agencies, STIGA also hires personnel on fixed-term contracts. Moreover, the labour markets in Slovakia and China are very dynamic and characterised by a high rate of mobility. This leads to a high number of new hires and terminations and to significant turnover rates.

For STIGA, delighting and encouraging people to become a loyal consumer is a never-ending commitment, as it impacts on the overall success of the Company, its reputation, future market share and profitability.

Customer loyalty will drive the brand ownership brand recommendation overall. While  direct reviews on products creates the brand reputation, also how people even just talk about the brand, owning or non-owning a product helps in building the brand recommendation rate, which is the overall perception of the brand.

Commitment: Maintain high ratings for on-line sold products and brand awareness. Develop Net Promoter Score in 2023.

Collective bargaining agreements are concluded between the national employer associations and Workers Trade Union organisations. The agreements cover the rules governing the employment relationship, including pensions, salary increases, social insurances and working hours.

Commitment: 22k training hours in total including training on Human Rights in 2022.

We care about our gardeners and their gardens, and we are committed to design and manufacture products with a lower environmental impact.

We care about our employees. We ensure that they operate in a safe and stimulating work environment, balancing work and home life, as well as helping them to develop their capabilities by giving them the power they need, when and where they need it.

We want to do more with less, using green energy, increasing self-production and complying with both the highest international standards and internal procedures. We diligently protect both Company data and consumer data.