FAMILY-FRIENDLY COMPANY + RESPONSIBLE EMPLOYER
In 2022, we were awarded the title of Family-Friendly Company, followed shortly thereafter by the title of Responsible Employer, which we managed to further enhance in 2024 by achieving the gold certification.
Below, we summarize the operational practices that enabled us to earn these prestigious titles.
Flexible working hours – or flexible work schedule
To properly align work and private life, we consciously strive to take into account tasks and special life situations that arise in private life, ensuring that everyone can schedule these alongside work in a way that makes them easily manageable. Therefore, flexible working hours (open work schedule) are contractually stipulated in suitable positions within our company.
Mentoring system and individual career planning
Professional development is one of the best driving forces for people – as confirmed by feedback from our employees. We support individual growth and the maintenance of motivation through individual career planning. Our mentoring program, on the other hand, supports the integration of all our new employees and the development of our junior colleagues. This allows us to support young individuals just as much as the more experienced generation!
Possibility of working from home or remotely
We are aware that there are situations and tasks that need to be handled from home. Therefore, based on the employment contract, for positions where work can be done remotely, we provide the option of working from home or remotely (home office) for up to 2 days a week.
Job-sharing opportunity
Replaceability, knowledge transfer, and conscious career management also justify why we have created the possibility of job-sharing in several positions.
Support through occasional employment
During busier periods with higher order volumes, we support our work with employees hired through occasional employment (simplified employment, student work).
In software development, we have a well-structured internship program that helps us train novice students into knowledgeable and experienced colleagues within a foreseeable timeframe to support the team's work.
Benefits through a cafeteria plan
Taking into account the needs of our colleagues with young children and those seeking leisure activities, we expanded our cafeteria system in 2024 to include support for kindergarten, nursery care and meals, as well as cultural and sports entertainment and recreational opportunities. These are optional elements in our system, available alongside and as an alternative to SZÉP card benefits.
Support for commuting costs of employees from rural areas
At our company, colleagues commuting from rural areas can freely choose whether they prefer to travel by car or public transport, and regardless of the mode of transportation, we provide a higher level of support than the statutory obligation for all vehicles.
Parking availability
We provide free and secure parking for our employees on-site. In addition, when selecting the location of our headquarters, we ensured that the building is situated outside of parking zones, thereby facilitating the arrival of our Szeged-based colleagues who travel by car.
For our more athletic colleagues, covered bicycle storage and shower facilities have been created.
Flexible vacation scheduling
At our company, very flexible rules apply to taking vacation time. Vacation days can be requested almost entirely according to the employee's needs, which we also stipulate with a separate agreement for everyone.
Part-time work opportunity
We are fundamentally proponents of full-time employment, but we are aware that there are life situations where it can be helpful for a family to work less than 8 hours a day. If a situation arises that necessitates a reduction in working hours, it is possible to request this from the direct supervisor.
Support for employees with young children
The flexible work schedule and the possibility of working from home provide even greater assistance in their case. However, we also consider it important to ensure quality free time, which is why this year we provide 7 fully paid working days of paternity leave upon the birth of a child. Our maternity program supports the reintegration of returning mothers both socially and professionally. The supportive attitude of our predominantly family-oriented managers also helps a lot.
Providing sports opportunities
We have been consciously working for 4 years to mitigate the negative effects of constant sedentary work and to establish and maintain the mental well-being of our employees. Currently, we provide a half-hour yoga session led by a qualified yoga instructor twice a week during working hours. Our annual sports day aims to promote sports activities and thereby create a positive and engaging community.
Employee satisfaction measurement – organization and leader evaluation system
We are curious about our employees' opinions! With the help of our organization and leader evaluation questionnaire, called Csiha 360, we regularly assess the effectiveness of all the aforementioned tools and the other needs of our employees.
In addition, several discussion and debate forums have been established with the aim of providing employees with the opportunity to participate in the company's life and to be informed about successes and plans.
What our colleagues said
"I think working from home and flexible working hours together greatly make everyday life easier."
Customer Relations Area
"I would gladly recommend it, there are many opportunities, the team is good, the tangible products and the real, challenging projects are exciting."
Production Area
"The flexible working hours greatly ease our family life."
Hardware Development Area
"Alongside university, I can work completely compatibly, I can always coordinate my various obligations, even within the same day. If I have errands to run during the day, they handle it flexibly."
Back office area
"My professional leader, if I ask for help, I receive it, and they try to answer other questions quickly as well."
Software Development Area
"I can confidently turn to my direct supervisor no matter what comes up, and in most cases, we find a solution."
Operations Area
"Direct contact, I can ask about anything at any time. They are not 'high and mighty' but are accessible and receptive to what I say."
Web Development Area
Community-building activities
We have 4 major company-wide programs each year: sports day, family day, excursion, and year-end celebration. Each of these, in different ways, aims to increase the satisfaction and well-being of all of us by getting to know each other better, creating shared experiences, forging a stronger community, and encouraging more direct relationships.
Our family-friendly approach is significantly underpinned by our family day, where we extend the circle of acquaintance and connection to family members and "Csiha" children. Every year, we pay close attention to ensuring that we prepare interesting programs for all age groups, both young and old, and also that those who may arrive without a partner or family do not feel out of place.
The goal of our year-end event is to "send" our employees home to their families for the holidays by making them aware of the many successes and achievements we have accomplished during the year, thanking them for their hard work throughout the year, and assuring them about the plans for the coming year, as well as security and stability.
In the spirit of a more direct community and shared relaxation, we launched our newest company-wide event last year, the joint excursion, where we visit a nearby town or something interesting related to our profession. This event is also a special gift for those of our employees who may not be able to afford to go on excursions every year.
The Csiha City Tours (on foot, by bicycle, or by car) are also organized 3-5 times a year with the aim of creating shared experiences outside of work for families by exploring our headquarters city, Szeged, and its surroundings.
Our family-friendly approach is significantly underpinned by our family day, where we extend the circle of acquaintance and connection to family members and "Csiha" children. Every year, we pay close attention to ensuring that we prepare interesting programs for all age groups, both young and old, and also that those who may arrive without a partner or family do not feel out of place.
The goal of our year-end event is to "send" our employees home to their families for the holidays by making them aware of the many successes and achievements we have accomplished during the year, thanking them for their hard work throughout the year, and assuring them about the plans for the coming year, as well as security and stability.
In the spirit of a more direct community and shared relaxation, we launched our newest company-wide event last year, the joint excursion, where we visit a nearby town or something interesting related to our profession. This event is also a special gift for those of our employees who may not be able to afford to go on excursions every year.
The Csiha City Tours (on foot, by bicycle, or by car) are also organized 3-5 times a year with the aim of creating shared experiences outside of work for families by exploring our headquarters city, Szeged, and its surroundings.