Mips’ Reveals High Employee Survey Score, Exceeds Industry Benchmark Levels of Employee Engagement and Satisfaction 

Stockholm, Sweden; January 2024 – Mips, a global leader in helmet-based safety, has revealed the results of their pulse surveys, which are sent to all employees in Sweden and China. The year-to-date average score was 8.4 out of 10, indicating high levels of employee engagement and job satisfaction. 

Additionally, Mips revealed their Employee Net Promoter Score (ENPS), measuring ambassadorship and the likelihood that employees recommend Mips as an employer, was at 45 year-to-date. The ENPS is weighted on a scale of –100 to +100. The index comparing other companies using the same platform is 14.

Employee engagement and satisfaction are critical to Mips’ mission of leading the world to safer and more sustainable helmets as the company seeks to encourage and drive innovation. 

Mips’ sends employees weekly pulse surveys that are designed to measure employee engagement, enjoyment, and perceived work situation more frequently than the company’s previous half-year measurements. The surveys have a 97 percent response rate, and empower Mips to reinforce what works well, and develop and improve in other areas as needed. 

Results of the survey are compiled on a scale of 1 to 10. Mips’ current year-to-date score of 8.4 is higher than the goal the company set for itself of at least 8.0. Mips’ overall score is significantly higher than the average of other users of the survey program, which comes to 7.6. 

The survey asks employees questions on how enthusiastic and energized employees are about their work, how they feel their team is collaborating, and how supported they are by their managers, to name a few. Mips’ overall score includes, but is not limited to, the results of: 

• Leadership: How respected and encouraged employees feel by their managers, the level of trust that employees have in their managers, collaboration between employees and managers, and more 
• Team Spirit: How employees communicate with one another, how supported they feel by each other, how employees build off of each other’s ideas, and more 
• Personal Development: Whether employees feel they are learning new things, if this development meets their expectations, and how this supports their ability to work  
• Meaningfulness: How meaningful the company’s vision, values, and goals are, how meaningful employees’ work is to them, and how meaningful they perceive their work to be for society   
• Job Satisfaction: How enthusiastic, satisfied, and motivated employees are by their work, and how much they enjoy their work tasks and day-to-day activities    

“Celebrating our team’s outstanding scores, this achievement boosts our employee value proposition and efforts into talent acquisition and reinforces our mission to lead the world to safer and more sustainable helmets. From Team Spirit to Personal Development, our scores exceed benchmarks, reflecting our dedication to innovation and the well-being of our employees. We’re proud of our progress and look forward to advancing together,” said Max Strandwitz, CEO of Mips. 

In 2022, Mips signed up for the UN Global Compact and has embedded the Ten Principles of the UN Global Compact into its Code of Conduct. Mips works to ensure that these Ten Principles concerning human rights, labor law, the environment, and anti-corruption are upheld throughout its value chain, including its human resources policies. 

More information on Mips’ sustainability initiatives can be found at https://mipscorp.com/annual-report-2022/#sustainability