Wij zijn JONG is a leading organization in childcare. In a sector where attracting and keeping talent is a constant challenge, the organization deliberately focuses on the full employee experience. Children shape the future, and strong, engaged teams are key to giving them the best possible start.
For years, Wij zijn JONG used scattered surveys. Since 2019, the organization has been working with Effectory to listen to employees in a more structured way. In this article, Anne van Kempen, Director of People & Organizational Development, and Ronald Brekelmans, Organizational Development Advisor, share how this approach has improved retention, strengthened manager ownership, increased engagement and helped build an organization that can stand firm in such a demanding sector.
Wij zijn JONG operates in the southern and central regions of the Netherlands and specializes in childcare and pedagogical support. With more than 3,300 employees across more than 220 locations in 22 municipalities, they reach over 20,000 children and more than 50,000 caregivers every day. The organization consists of several brands that together offer a broad range of services, from childcare and early education to after-school programs and specialist advice. At Wij zijn JONG, both children and employees are central. The organization invests in a workplace where their people feel seen and heard, and where development is actively supported through internships, work-and-learn programs and internal training and development opportunities. Employees focus on supporting children, while Wij zijn JONG focuses on supporting their employees.
The childcare sector faces structural challenges. Employee turnover continues to rise, absenteeism is increasing and competition for talent is high. Attracting new employees is costly and difficult, which makes retaining current talent even more important.
This is also the case at Wij zijn JONG. That’s why the organization wants a clear view of the entire employee journey and therefore seeks feedback from the very first working day. The purpose of collecting feedback is simple: understand what is needed to create an environment where work satisfaction is high and employees are engaged.
They also want to make sure feedback isn’t only collected but quickly turned into concrete next steps.
“At Wij zijn JONG, we don’t only want to know how things are going, but what our colleagues need to enjoy their work and stay engaged. Our ambition is to listen continuously – not only during fixed measurements, but also in between, in conversations and through short feedback loops. We strive for an organization where employees feel heard, where there’s room for growth and development, and where we continue to build a great work culture together. We don’t see employee satisfaction as an end point, but as an ongoing process of learning, improving and connecting.“
For Wij zijn JONG, one thing was crystal clear: retaining people and increasing engagement requires structural attention to the full employee journey. And that means listening continuously throughout the year rather than only at set times.
We see that actively asking for feedback creates greater awareness about retention. Managers and teams talk with each other more often, and that supports a culture where colleagues feel seen and heard.
Since 2024, Wij zijn JONG follows the strategy “Blij(vend) in gesprek” — a continuous listening approach that gives employees a voice throughout their career. This strategy is translated into a clear feedback landscape, where different surveys follow each other logically. Periodic surveys are spread across the year and focus each quarter on a specific theme such as job satisfaction, collaboration & development or organizational culture & strategy. Between these moments, teams hold interventions and meetings to discuss results, define actions and strengthen leadership.
To support the periodic measurements, teams and managers run targeted pulse surveys to quickly gather feedback on specific topics such as workload. Each survey includes an eNPS question, giving Wij zijn JONG a continuous view of employee satisfaction and helping them respond quickly when needed. This creates an ongoing dialogue where feedback leads to changes instead of getting stuck in a report.
Effectory’s Leadership Role Compass gives managers and leaders at Wij zijn JONG valuable insights into their strengths and development areas. Developed with Dr. Armin Trost and based on modern leadership research, the Leadership Role Compass offers reliable, in-depth feedback that supports managerial growth. This results in stronger leadership, higher engagement and a positive effect on retention and performance.
Wij zijn JONG aims to give new colleagues a strong start and prevent avoidable turnover. Through Effectory’s Onboarding and Exit Surveys, they get insights that improve the processes around joining and leaving the organization. This helps them expand successful onboarding practices and address recurring exit reasons.
“During onboarding, we see that a warm welcome and clear expectations make a real difference. New colleagues feel at home faster and know what is expected. It creates a good start and helps increase engagement.
Exit Surveys show recurring themes like the working environment, work processes, work-life balance and growth opportunities. These findings help us understand what our colleagues need and take targeted action. What stands out: 78% of colleagues who leave say their departure could have been prevented. That’s an important signal and also an opportunity to approach things differently.”
Insight alone isn’t enough. Following up on feedback is just as important. With Effectory’s Action Planner, managers have a practical tool that helps them turn feedback into clear steps. It keeps them focused, helps them set priorities and shows employees that their feedback is taken seriously. This strengthens trust and deepens people’s connection to the organization.
We want to offer different options that match each team and manager. What works varies per situation, but everything links back to our five strategic goals. One of those goals is increasing engagement across the organization. That means employee interests are represented at the leadership table and always weigh heavily in our decisions.
Effectory’s platform gives Wij zijn JONG continuous visibility into the employee experience. Key topics are explored in more detail, managers get targeted recommendations, and employees see that their feedback is followed up. This leads to more dialogue and measurable progress. The results speak for themselves:
The early numbers are promising: 81% of colleagues stay, 10% move to another role within Wij zijn JONG and 11% leave. This shows progress, though we remain alert to what can still be improved. It’s too soon for firm conclusions, but the shift is underway – and that is very valuable.
The partnership between Wij zijn JONG and Effectory is marked by a great openness to new developments. By contributing ideas and testing new features — including the updated question library, AI-based insights and the Effy chatbot — Wij zijn JONG helps develop the Effectory platform while benefiting from the newest features themselves.
“We experience the collaboration with Effectory as pleasant and helpful. The platform is easy to use and the support is well arranged — we can move quickly and receive clear results. What stands out most is that it helps us truly listen to colleagues. The surveys give us numbers as well as stories and signals we can work with. It supports a culture where feedback is taken seriously and where we keep learning and improving.
For our organization and our colleagues, this means more clarity, more dialogue and ultimately more involvement. It supports decisions that fit what’s happening on the work floor.”
Listen to the podcast ‘Over werkgeluk gesproken’ with Anne van Kempen, CHRO at Wij zijn JONG. Together with Sander van Gelderen and Marnix Hiep, they discuss the impact of smart listening and how it helps organizations shift their listening habits, from an annual obligation to a continuous conversation that really makes an difference.
Listen to the podcast hereFor Wij zijn JONG, continuous listening is key to shaping future-proof employment practices. It’s not only about collecting feedback but actively using it to improve the employee experience throughout the year.
We want to remind other organizations to stay curious. Listening is not only an HR tool, but a mindset. Make sure feedback doesn’t get ignored but leads to concrete action. Involve teams and managers directly in this process, because that’s where progress happens. In short: measuring is helpful, but acting on it is what makes the difference.”