Case study

Implementing an employee satisfaction tool in a GDPR compliant environment

  • Employees 265
  • LOCATION 4 office locations in Croatia

About company

Asseco SEE Group (ASEE Group) is one of the largest operators in South-Eastern Europe in terms of revenue derived from sales of its software and services. We came into being as a result of the integration of the experience, knowledge and major segments solutions of leading IT companies operating in the region. Since the beginning, our company has been focused on developing & selling its own proprietary solutions.

The ASEE Group incorporates companies ASEE, Payten and Monri, leading companies in their business segments.

ASEE, part of ASEE Group, has more than 1500 employees in the region. As a one-stop shop for banking, it provides a broad portfolio of products for banking across 8 monetary systems, as well as a range of solutions for telco, utilities and public sector. ASEE was founded in 2010 in Croatia under the name Asseco SEE.

Payten and Monri, newer brands deriving from the strongly performing ASEE Payment Business Unit, offer complete payment industry solutions for financial and non-financial institutions supporting card and cardless transactions. Companies employ over 1700 people.

The challenge

In the ever-evolving landscape of data privacy, some companies face challenges when implementing tools that collect any kind of employee data. 

Having stringent GDPR policies, the implementation process in ASEE was knotted by the necessity for gathering and processing employee data within the confines of GDPR. 

A prerequisite for the implementation was the submission of personal data of employees who would participate in the survey. As a data processor, Luppa had already established robust GDPR compliance measures to ensure the protection of employee data. However, ASEE, being cautious about data privacy, insisted on additional safeguards to ensure the utmost protection of employee data.

The crucial decision made by ASEE was to obtain explicit, signed consent from each employee before submitting their data. This approach added a layer of complexity to the implementation process. ASEE, while understanding the importance of the employee survey, also acknowledged the need for transparent communication and respect for individual privacy choices.

Our solution

Implementing the consent process required careful planning and communication. ASEE initiated a comprehensive campaign, educating employees about the purpose of the survey, the data collected, and the stringent measures in place to protect their privacy. ​​

Their HR was limited when it came to getting physical consents from employees, especially since a lot of them were working from home. They quickly realized that the whole pen-and-paper thing wasn't going to cut it, so they started looking into online alternatives. But, there was another hitch – they didn't have access to a digital signature tool. So, what did they do? They got creative and made an online form where employees could just tick a box to show they were ok with their data being used. No fancy digital signatures, just a simple checkbox agreement.

Even though they didn't have the digital signature, this online form workaround made the consent collection process easy. After getting the green light from employees, they collected all the necessary personal info from their internal systems. Moreover, each employee was provided with detailed information, and their questions and concerns were addressed transparently. Open and transparent communication was key in addressing employee concerns. Clearly articulating the necessity of certain data processing steps, and how they aligned with both Luppa's and ASEE's compliance requirements, helped build trust among employees.

To make sure everything was on the up-and-up, the legal team played a big part in coming up with the consent language, making sure it followed all of the GDPR rules. Plus, the GDPR Officer was there to guide the whole process.

This clever move not only smoothed out the consent process but also showed there should be no obstacles in the implementation of Luppa even for the high GDPR compliant companies.  The HR team, legal team, and the GDPR Officer made it work, proving that you can handle data privacy, even while collecting and processing private employee data
The result was a workforce that not only understood the implications of the employee satisfaction tool but actively participated in its implementation. The transparent and interactive approach to securing informed consent not only satisfied GDPR requirements but also fostered a culture of trust, laying the foundation for the successful integration of the tool within the company's robust data protection framework.

Key benefits

  • Efficient implementation process

  • Fostering a culture of data protection

  • Successful integration within the data protection framework

  • Improved employee trust and participation

  • The tool is simple to use, with a simple and intuitive interface that allows you to monitor and moderate the survey while it is open, which was useful to us during the process management. The anonymity of the questionnaire is a significant benefit because it allows our employees to provide us with honest feedback without hesitation. Using Luppa allowed us to see the state of the organization more clearly, allowing us to make decisions that actively contribute to the development of employee satisfaction.

    Martina Verović
    Human Resources Director, Rimac Automobili
  • Very intuitive tool. It has all the features we’ve needed for detailed analysis and drawing conclusions, as well as creating an action plan. The characteristics that impressed us the most were the trends that have been displayed in several ways, either graphically or numerically. Extracting reports and a very clear overview of average grades at all levels within the tool are also a big advantage.

    Marija Hrebac Hlobik
    HR Manager, ASEE

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