In an organization that employs over 3,000 production workers across five factories, feedback cannot be left to chance.

At Electrolux Poland, feedback has been an important part of people management for years. It was implemented across various locations and supported collaboration between managers and subordinates.

However, as the workforce grew, there was a need to streamline and standardize this process.

Especially since employee evaluations were beginning to play an increasingly important role—they influenced not only development but also decisions regarding promotions and compensation.

With such a high level of responsibility and large numbers involved, the natural step was to implement a solution that would automate the process, standardize criteria, and base decisions on data.

The Feedback module from HRcode proved to be that solution.

Electrolux – a company where feedback matters

Electrolux is a global home appliance company with over 100 years of history, which operates an extensive manufacturing presence in Poland, comprising five plants and several thousand employees.

The manufacturing division employs over 3,000 people, who are now part of a standardized performance evaluation and feedback process.

The HR department serves as a strategic partner to the business – it focuses on people development and organizational culture.

We also serve as a mirror for businesses—we help leaders and teams foster employee engagement and create a positive employee experience.

karolina wótowiczKarolina Wójtowicz, People Relations & Employee Experience Lead in Electrolux

At the heart of Electrolux’s HR efforts are:

  • employee engagement,
  • the quality of their experience at the company,
  • and the consistent strengthening of a feedback culture.

It is this last area that has become one of the key drivers for the further development and streamlining of performance evaluation processes.

Increasing scale, increasing tension in the process

As the number of employees grew, there was a need for feedback among production workers to be more consistent and systematically supported.

“The process of providing feedback to employees was quite fragmented and largely dependent on the individual practices of leaders or direct supervisors. While feedback was being provided, there was no tool to streamline the process and ensure its consistency and regularity.

Given our scale – five production facilities and several thousand employees—it simply became a challenge.”

karolina wótowiczKarolina Wójtowicz, People Relations & Employee Experience Lead in Electrolux

The very process of managing feedback took on operational significance.

Coordinating evaluations across multiple locations, collecting data, and subsequently analyzing it required significant involvement from the HR team.

The lack of automation meant having to work with scattered data and manage processes manually, which became increasingly inefficient given the size of the workforce.

An additional factor was the difference in the maturity of solutions for different employee groups. While administrative staff had been using digital tools to support performance reviews for years, there was no suitable tool for the production area.

At the same time, the importance of feedback itself was growing. It was no longer merely an element of day-to-day communication but increasingly served as the basis for decisions regarding employee development and compensation.

In practice, this meant the need to create a solution that:

  • provides consistent and objective evaluation criteria,
  • enables large-scale process management,
  • organizes data and provides access to evaluation history in one place,
  • and relieves the HR team by automating key elements of the process.

Given this scale and dispersion, it became clear that none of this would be possible without systematic support. Local solutions were no longer sufficient – a single standard and a single tool were needed.

The natural next step was to explore what the market had to offer.

Why did Electrolux decide to streamline its feedback process?

  • The growing scale of the organization (over 3,000 production employees);
  • the need for a consistent employee experience across multiple locations;
  • the increasing importance of performance reviews in HR decisions (development, compensation);
  • the need to work with organized data and performance review histories;
  • a commitment to further strengthening the company’s feedback culture;
  • a desire to reduce the HR team’s involvement in manual process management.

Electrolux was looking for a tool. It found a partner

Electrolux’s HR team analyzed the available solutions and quickly noticed a pattern: vendors were offering off-the-shelf systems – ones that the company would have to adapt to.

“Most of them offered a ready-made solution – a system that had already been designed and was essentially imposed on us. There was no room to map out our needs exactly as they were.”

karolina wótowiczKarolina Wójtowicz, People Relations & Employee Experience Lead in Electrolux

For Electrolux, that wasn’t enough.

Because the process of giving and receiving feedback… already existed within the company. There were forms. There were criteria. There was a clear vision of what feedback should look like within the organization.

The only thing missing was a tool that would collect all of this, organize it, and allow for further development – without having to start from scratch.

Then came the breakthrough.

“Only HRcode offered something different—not a ready-made product, but a solution we could develop together. And that was a game-changer for us.

This focus on the client’s needs and the ability to tailor the tool to the organization’s real, individual requirements was truly crucial for us, and it was this factor that ultimately led us to choose HRcode as our solution provider.”

karolina wótowiczKarolina Wójtowicz, People Relations & Employee Experience Lead in Electrolux

Instead of adapting to the system, Electrolux – with HRcode’s support – was able to create a system tailored to its needs.

The following factors proved to be key:

  • the ability to map existing forms and criteria,
  • flexibility in process design,
  • and openness to co-creating the solution with the HR team.

As a result, the choice was not merely a decision to purchase a tool. It was a decision to form a partnership – and to jointly create a tool that truly fits an organization of this scale.

Why did Electrolux choose HRcode?

  • HRcode’s flexibility in adapting to the company’s needs;
  • the ability to map existing processes;
  • collaborating with the HR team to develop the solution;
  • openness to development and further changes.

How to implement a process (without confusing people)

The implementation itself didn’t start with technology, but with a very specific decision: the new process had to fit the realities of the organization.

That’s why the first step was to collaboratively design a solution that would reflect Electrolux’s way of working.

“We wanted to migrate the forms that had previously been used in paper form to the system – after refining and standardizing them.”

karolina wótowiczKarolina Wójtowicz, People Relations & Employee Experience Lead in Electrolux

In practice, this meant working closely with the HRcode team to configure the tool and refine the evaluation criteria. The evaluation model was based on two sources: the employee’s self-assessment and the supervisor’s evaluation. A form based on specific criteria was prepared for line employees, and a separate form linked to performance-based evaluation and specific behaviors was created for leaders.

The evaluation process takes place once a year – usually in the fall – and covers all production employees.

The entire process takes about 6 weeks and is divided into several simple stages.

  • First, the employee completes a self-evaluation based on established criteria.
  • Next, the supervisor reviews the results and prepares their own evaluation.
  • The next step is a face-to-face meeting during which the results are discussed and conclusions are agreed upon.
  • Finally, the data is sent to the HR department—and it is on this basis that further decisions are made, including those regarding employee development and compensation.
electrolux

Implementing a systematic approach to feedback wasn’t just about changing tools.
It transformed the way the organization handles performance evaluations – at every level.

But the real challenge wasn’t the tool itself or the structure of the process.

It was the people.

How to onboard new employees (without derailing the process)

For production workers, the implementation of digital feedback meant changing their habits and moving away from paper-based systems. That is why communication played a crucial role from the very beginning.

“Explaining why we’re doing this, why we’re implementing this solution, how employees will benefit from it, and what role this feedback will play in their development – that was very important.”

karolina wótowiczKarolina Wójtowicz, People Relations & Employee Experience Lead in Electrolux

Electrolux focused on proactive communication, emphasizing benefits and involving leaders extensively. Managers not only supported employees throughout the process but also helped them adapt to the change and understand its relevance to their daily work.

Organizational support was also crucial. In the initial phase, the HR department organized support sessions for employees and leaders, during which they helped them log into the system, navigate the steps, and understand the technical aspects of the entire process. Assessments could be completed on both computers and mobile phones – at work or at home.

electrolux case study

Another key aspect of the entire implementation was the ongoing support provided by HRcode. With a process that takes place once a year and involves several thousand people, it’s not just the tool itself that matters, but also whether help can be obtained quickly when it’s needed most.

“We’ve been using the Feedback module since 2023, but the people coordinating this process on our end have changed, so we needed support from HRcode. Especially since we conduct the evaluation once a year, and by then, naturally, we don’t remember all the details about how to use the platform.

There are also various organizational situations, such as the need to assign an employee to a different supervisor or a prolonged absence, during which the evaluation is conducted by another leader. These aren’t complicated tasks, but if you don’t do them on a daily basis, you need to refresh your knowledge.

That’s why we greatly appreciate the support from our Hrcode account manager. We can always count on a quick response and assistance – no matter the situation. If something was unclear to us, we’d get a response very quickly or connect immediately to resolve the issue on the spot.

This is very reassuring for us, especially during campaigns, when the process is intense and requires a great deal of attention. There have even been times when we worked together to resolve issues after 4:00 PM.

Given the scale and responsibility involved, this is truly immense support, because we care deeply about ensuring the process runs smoothly. Through it all, we can always count on HRcode’s help.”

karolina wótowiczKarolina Wójtowicz, People Relations & Employee Experience Lead in Electrolux

It was the combination of a well-designed process, clear communication, and tangible support from HRcode that ensured the implementation was more than just a change in tools. It became a transformation in how feedback is handled across the entire organization.

What was key to the implementation of the Feedback module from HRcode at Electrolux Poland?

  • a tool tailored to the organization’s realities
  • clear, standardized evaluation criteria
  • strong communication and a focus on benefits
  • support for employees from Electrolux leaders and the HR department
  • ongoing support from the HRcode team during the campaign

What has changed at Electrolux since it started using HRcode’s Feedback module?

The change affected the entire organization – from HR to leaders, employees, and business decisions. Here are the key benefits.

For HR: less manual work, more control

The most noticeable change was in the HR team’s day-to-day work.

A process that previously required significant operational involvement now runs largely on its own.

“Today we have a consistent and fully automated evaluation process, which has significantly reduced the HR team’s workload. Previously, we spent a lot of time and energy just managing this process – especially given its scale and the number of locations.

Now data is collected automatically, we can generate reports in real time, and continuously monitor the stage of each employee’s evaluation.”
Karolina Wójtowicz, People Relations & Employee Experience Lead at Electrolux

It’s not just about saving time – it’s also a whole new level of control over the process.

For organizations: one standard instead of multiple versions

Previously, feedback varied depending on the location, team, or leader. Today, it follows a single, common standard.

The criteria are clear, the forms are consistent, and the entire process is streamlined – regardless of location.

“The platform has allowed us to streamline and standardize the entire feedback process. Today, it follows the same rules and criteria, which is of immense importance given the scale of our organization.”
Karolina Wójtowicz, People Relations & Employee Experience Lead at Electrolux

This is particularly important in an environment where several thousand people work across different facilities but should be evaluated in the same way.

For leaders: data instead of notes and intuition

The change is also clear to managers. Instead of relying on notes or memories from a year ago, they now have access to a complete history of evaluations and data all in one place.

“Leaders no longer have to search for notes or refer to paper records. They have a complete picture of the employee—and can base their evaluation on concrete data, not just on a subjective impression.”
Karolina Wójtowicz, People Relations & Employee Experience Lead at Electrolux

As a result, conversations with subordinates are more concrete, and decisions are more informed.

For employees: greater transparency and a sense of fairness

From the employees’ perspective, the most important thing is that the process has become clear and predictable. Everyone knows the criteria, understands how the evaluation works, and knows what the outcome will be.

“Employees see that they are evaluated according to the same rules. It is no longer a matter of someone’s discretion or a supervisor’s ‘whim,’ but of clearly defined criteria.

They have access to the procedure, know the definitions, and understand what the evaluation impacts. This fosters a sense of fairness and equal treatment.”
Karolina Wójtowicz, People Relations & Employee Experience Lead at Electrolux

Importantly, the system also allows for appeals against the evaluation, though in practice such situations are very rare.

This further strengthens trust in the entire process.

For businesses: data-driven decisions

The biggest change, however, is taking place at the business level.

Performance reviews are no longer just conversations – they’re becoming a practical tool for decision-making.

“Today, this performance review has a real impact on other HR processes—primarily on salary reviews, but also on development initiatives. This gives us a more objective view of the situation and allows us to make data-driven decisions.”
Karolina Wójtowicz, People Relations & Employee Experience Lead at Electrolux

This means that:

  • raises are tied to performance,
  • employee development is more targeted,
  • and the organization is better able to identify individuals with the greatest potential.

And that’s not all. These decisions are also accompanied by a very concrete operational change – one that the organization feels on a daily basis.

“In a short time, this translates into real savings in time and resources. Many tasks that were previously performed manually by the HR team have been moved to the platform and are now managed automatically.

This has very concrete consequences for the organization – there is no need to allocate additional resources, HR staff do not have to stay after hours to finalize the process, nor do they have to spend time manually verifying data in Excel on such a large scale.

As a result, the company achieves real savings – both in time and in the team’s energy.”
Karolina Wójtowicz, People Relations & Employee Experience Lead at Electrolux

What benefits has Electrolux Poland seen since implementing HRcode’s Feedback tool?

For HR:

  • process automation,
  • less manual work,
  • real-time reports.

For organizations:

  • a single, consistent standard,
  • a streamlined process,
  • better data.

For employees:

  • clear criteria,
  • greater transparency,
  • a sense of fairness.

For business:

  • data-driven decisions,
  • real resource savings,
  • easier talent identification.

When a company’s growth necessitates a change

There are moments in an organization when everything starts to fall apart—not because someone is doing something wrong… but simply because the scale no longer allows for improvisation.

With just a few teams, you can still manage feedback through conversations, notes, or Excel spreadsheets. With several thousand people—not anymore.

And that’s what stands out most clearly in this story.

At Electrolux, feedback wasn’t something new. It was present, important, and necessary. But it wasn’t until it was given a structure, a common language, and a single place that it really started working for the organization.

Because feedback—to be meaningful—cannot be random.

It must be:

  • consistent,
  • measurable,
  • and linked to real decisions.

Only then does it stop being “a conversation worth having” and start becoming a tool that brings about change.

In this case:

  • the process operates according to a single standard—regardless of location or leader,
  • decisions are made based on structured data,
  • and feedback has a real impact on how people and the organization are managed.

This is where your story begins and your decision is made

It’s not about having a “system.” It’s about having a process that works and that people understand.

Electrolux’s experience offers a few simple but important lessons:

  • As the scale grows, a systematic approach ceases to be an option and becomes a necessity.
  • If a process already exists – there’s no need to throw it out. It’s worth organizing it and transferring it to a tool that will support it.
  • If there is resistance – it’s usually not toward the technology, but toward a lack of understanding. That’s why communication is just as important as the
  • implementation itself.

Because in the end, it all comes down to one thing: is feedback something that “happens somewhere,” or something that actually influences people and decisions?

At Electrolux, this change has already taken place.

“I can say with complete confidence—both as a representative of Electrolux and as someone who coordinates the employee evaluation process on a daily basis—that I recommend the platform and working with HRcode.

Especially to manufacturing companies and those with a dispersed, multi-branch structure. Particularly those that want to systematically develop a feedback culture while needing solutions tailored to their actual needs.”

karolina wótowiczKarolina Wójtowicz, People Relations & Employee Experience Lead in Electrolux

What’s it like at your company?

Perhaps feedback is “out there” too – it works locally, depends on the leader, exists in Excel spreadsheets or in conversations that are hard to recreate later.

Or maybe you’re exactly where Electrolux was a few years ago – the process already exists, but consistency, time, and control over the whole thing are starting to fall short.

What advice would Karolina Wójtowicz, who has been working in HR for over 20 years and has been developing this area at Electrolux for 13 years, have for you in such a situation?

“I encourage you to simply consider, evaluate, and test this solution. If possible, it’s a good idea to start with a pilot program – there’s no need to roll out the system across the entire organization right away.

For companies with multiple branches, a good approach is to start with a single facility or location. This allows you to see how the solution works in practice, what results it delivers on a smaller scale, and to better prepare for a potential expansion.

As a result, the decision to implement it across the entire organization is more informed and based on real-world experience, rather than just assumptions.”

karolina wótowiczKarolina Wójtowicz, People Relations & Employee Experience Lead in Electrolux

If you’d like to see how this process might work in your organization, let’s start with a brief conversation.
Click here and tell us how we can support your business.

Martyna Kosienkowska

Martyna Kosienkowska

Professionally, she listens carefully to give brands their true voice and clout. Brand storyteller, communication strategist, copywriter, and editor. She has been working with text for 15 years and creating engaging and sales-oriented content for 10 years.

As a content manager, she was responsible for marketing strategies and campaigns that convinced thousands of recipients every day. As a marketing department leader, she brought people together around common business goals.

Today, she helps companies find their voice, organize their communication, and talk about themselves in a way that makes customers listen, trust, and come back for more.