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PAAS Uncovers What Really Drives Employee Loyalty with a Tailored EX Survey

Anonymous Employee Feedback Revealed What Drives Loyalty, Engagement, and a Better Employee Experience

LOCATION

Slovakia

eNPS

38

DURATION

2 weeks

RESPONSES

100+

Scanning car PAAS

About PAAS

PAAS is a Bratislava-based municipal company responsible for parking policy and parking services across the city. Its workforce brings together a wide range of roles and working environments, from office-based and management positions to employees working directly in the field.

For PAAS, understanding employee experience means looking beyond overall satisfaction. It means hearing from people with very different day-to-day realities and understanding what helps them feel motivated, supported, and proud of their work.

Overview

PAAS has been working with Staffino for approximately two years, using the platform to collect feedback from its customers. Building on this, PAAS wanted to gain a deeper understanding of employee experience across its diverse workforce.

Survey

Staffino designed a tailored Employee Experience survey reflecting the specific realities of different employee groups and departments, from office-based to field-based roles. The questionnaire covered topics including leadership, career development, rewards, wellbeing, workplace conditions, IT, and psychological safety.

The survey was fully anonymous, giving employees a safe space to share honest feedback. Staffino independently analysed the responses and presented aggregated findings and key areas for improvement directly to PAAS management, while keeping individual employee responses confidential.

Goal

The main goal was to understand what truly shapes the employee experience across PAAS and identify the areas where the organisation could build on its strengths and improve. PAAS wanted to:

  • Measure overall employee loyalty and engagement through eNPS.
  • Understand the key drivers behind employee satisfaction and loyalty.
  • Gather honest feedback from employees across different roles, departments, and working environments.
  • Identify differences between office-based and field-based employee experiences.
  • Identify actionable areas for improving the employee experience.

Results

The survey generated 101 responses, with a 64.33% response conversion, giving PAAS a detailed view of how employees experience the organisation. The results showed a strong foundation to build on, while also revealing several areas where targeted improvements could make a meaningful difference to employee loyalty and engagement.

1. PAAS achieved an eNPS of 38, significantly above the public-sector benchmark

With an eNPS of 38, PAAS performed well above the benchmark used for the public sector, which stood at 11 in the comparison included in the study. The results showed that the organisation has a solid base of employee loyalty, with many employees willing to recommend PAAS as a place to work.

2. The survey showed that compensation is only one part of the employee experience

Compensation was the lowest-rated engagement driver overall. However, the deeper analysis showed that pay alone does not explain employee loyalty. The strongest factors influencing eNPS were connected to whether employees feel that their voice has a real impact, that they can trust leadership, and that their work is recognised.

This helped PAAS look beyond individual benefits or compensation and focus on the broader employee experience, including leadership, recognition, communication, and the feeling that employee feedback leads to meaningful action.

3. A strong sense of purpose keeps employees connected to their work

One of the clearest strengths identified by the survey was the sense of purpose employees find in their work. 93.5% agreed that their work has a clear purpose, making it one of the strongest individual areas in the survey. Employees also highlighted the opportunity to contribute to the city and have an impact on how it works as an important source of motivation.

4. Direct managers are a key strength of the employee experience

The relationship with direct managers emerged as the strongest-rated engagement driver, with 87.1% of employees expressing positive feedback.

Employees particularly valued managers who are competent, available when support is needed, and clear about expectations. In fact, 94.4% agreed that their manager is available when they need help, while 91% said their manager is competent for their role.

5. Employee experience differs significantly between the office and the field

One of the key insights was the difference between office-based and operational employees. While 95.8% of office employees feel physically safe at work, the figure drops to 51.2% among operational employees. Field-based employees also face additional pressure when dealing directly with frustrated customers.

These findings helped PAAS better understand the different realities across its workforce and identify where additional support and attention are needed.

PAAS s.r.o. has had a very positive experience working with Staffino on our employee satisfaction survey. We particularly appreciated their professional approach, clear and effective communication, and the well-structured presentation of the feedback collected. 

The survey results provided us with valuable insights into our employees’ satisfaction and highlighted areas that can support the further development of our company. Based on our experience, we can confidently recommend working with Staffino. The results will help us further develop our company and provide our employees with the best possible working environment.

Martina Baránková

Head of Human Resources and Payroll Accountant

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