Coople’s Community continues to grow with over 700,000 registered workers

Coople’s Community continues to grow with over 700,000 registered workers

In today’s dynamic workforce, flexibility is more in demand than ever. Companies are looking for agile solutions to meet their staffing needs quickly and efficiently, while employees are increasingly looking for opportunities that give them more freedom and self-determination. At Coople, we recognise this and offer a platform that brings both sides together. With over 700,000 registered employees, we are proud to be the largest employee community in Switzerland and one of the largest in Europe.

Growing demand for flexible working

The labour market has changed significantly in recent years. Traditional full-time positions are increasingly being replaced by flexible working models. There are many reasons for this: digitalisation and globalisation are driving change, and employees want a better work-life balance. In particular, young people and professionals are looking for flexible work options that allow them to build their careers while pursuing their personal interests.

A recent, representative survey of 1,230 people of working age conducted by swissstaffing shows that flexibility, especially when it comes to working hours, is very important to employees. Around 80 % would like to have flexible working hours and be able to organise their working time independently throughout the day or week. This makes it even more important for companies to offer more flexible working models if they want to attract new talent and retain existing employees.

The growing demand for flexible work is also reflected in the number of new registrations on our platform: we are currently recording around 10,000 new registrations per month and a total user base of more than 700,000 registered employees on our Swiss platform. This means that around 13% of the country’s workforce is registered with Coople.

Who is behind our community?

Our community is as diverse as the needs of the companies that use our platform. But who are our Coopers and what sectors do they work in?

A pool of diverse skills

From hospitality to healthcare to logistics, our workforce covers a wide range of sectors across Switzerland. This diversity enables us to match companies from a wide range of industries with the right employees. Our Cooplers have a wide range of skills and experience, which enables companies not only to cover short-term staff shortages, but also to make long-term strategic plans. Seasonal fluctuations can therefore be better managed, and projects can be delivered quicker.

Proven quality: Our Cooplers impress with excellent ratings

The quality of our community is highlighted by the ratings profile of our Cooplers. With an average rating of 3.6 out of 4 stars, our employees show that they are not only adaptable, but also reliable and professional. This high rating shows that temporary work and high quality do not exclude each other. The positive feedback from our hiring companies reflects the professionalism and commitment of our community.

From newcomer to experienced professional: age diversity as a success factor

The average age of our Cooplers is around 34, and our app attracts employees from all age groups. The integration of young talent and experienced professionals can be a significant advantage for companies.

Young employees bring new energy and perspectives to the company. They often have an affinity for technology, a willingness to learn, and innovative ideas. Older employees, on the other hand, often bring decades of experience and knowledge to the company. Their expertise and in-depth understanding of the industry make them essential members of any team. By integrating employees from different age groups, companies can adapt to a wide range of needs and expand their teams in the best possible way.

What our Cooplers say about working at Coople

In the video below, our Cooplers talk about what they like about working with Coople and how the flexibility and variety of their roles and tasks contribute to their working lives.

Coople’s flexibility: an advantage for both companies and employees

Thanks to platforms like Coople, companies can respond quickly and easily to their staffing needs. Create your free account today and access our pool of over 700,000 workers.

On the other hand, Coople offers employees the flexibility to adapt their working hours to their own needs while getting to know different industries and companies.
Backstage at the airport: Thomas S. shares his experience

Backstage at the airport: Thomas S. shares his experience

It can become quite hectic at an airport. It is a dynamic place, operated by people behind the scenes who keep things running smoothly. One of them is Thomas, one of our Cooplers, who has worked more than 100 shifts at Zurich Airport over the last two years. In this interview, he speaks about his life as a Coopler, the experiences he has had and about the benefits that hiring temporary staff can bring to a company.

Thomas registered with Coople two years ago, driven by the desire to use the spare time he had while being self-employed and to help others. „It meant a lot to me to be able to give something back to the people,” he says. He didn’t just want to donate money. He rather wanted to see an immediate effect of his efforts. So he decided to work as passenger assistant at Zurich Airport.

Looking back on his time so far at Coople, Thomas explains how rewarding it is to meet a lot of people and to be able to manage his schedule flexibly without being stuck in stiff structures. But not only workers like Thomas take advantage of this opportunity. When asked which benefits there are for companies, he points out the flexibility of employing temporary staff: „It’s of great advantage for the company if they have no restrictions in terms of staff planning.”

The advantage of temporary staff for companies

As a Coopler, Thomas has specific skills and qualities thatare very valuable to a company like Zurich Airport. „I have a strong hands-on mentality and I recognise the work that needs to be done,” he says. His open-mindedness and friendliness are well-received in passenger care.

Thomas is convinced that temporary staff adds a fresh breeze to the company and helps to identify unrecognised opportunities for improvement. The flexibility of temporary staff allows companies to react quickly to changes in the workload and fluctuating requirements. This is especially valuable for companies facing seasonal fluctuations so they can remain competitive and efficient.

Thomas’s memorable moments with Coople

At the end of our interview, Thomas shares some special memorable moments from the job, most notably experiencing Zurich Airport behind the scenes: „The airport is a brilliant facility, and it has been fascinating to learn how everything is linked up. I wouldn’t have experienced that without Coople.” But also bumping into celebrities like Mike Tyson or Roger Federer were among his highlights in the last couple of years.

Coople’s flexibility: an advantage for companies and employees

Thanks to platforms like Coople, companies can react quickly and easily to their staffing needs. They have access to temporary workers when they need extra support, be it due to seasonal peaks or unforeseen bottlenecks.

On the other hand, Coople offers employees like Thomas the flexibility to adapt their working hours to their own needs and to get to know different industries and companies.
Effective employee reviews put your company on the fast lane.

Effective employee reviews put your company on the fast lane.

Employee reviews are essential for talent management. Through continuous review loops, you can learn a great deal about the efficiency of processes and the productivity of your teams. They also help assess individual performances. If employee reviews are taken seriously, they provide insights that can help advance and improve your company. Reviews play an important role in successful business development, from promotions and process enhancements to role expansions. This article illustrates why performance appraisal is relevant for companies and which approaches and methods have proven effective over time.

What does ‘performance appraisal’ mean?

This process uses employee reviews to analyse and evaluate performance, skills and development areas based on data. Through analysis, managers can identify strengths and opportunities for improvement and make appropriate decisions. Any staff member is entitled to an employee review during a (semi-)annual quality interview or due to special occasions such as promotions, onboarding processes for new tasks, or well-founded dismissals.

The importance of employee reviews for companies

Performance appraisal is the basis for data-based strategies and measures that increase the company’s performance and systematically develop employees. The results of the reviews are as follows:

  • Career development and objectives (talent management): Creating data-based, tailored career development plans by identifying individual strengths.
  • Optimising performance and allocation of resources:Maximising the company’s overall performance by dispensing resources efficiently.
  • Promotion and bonuses: Making decisions on promotions and bonuses based on the reviews and rewarding employees for their performance.

Methods for measuring employees’ performance

Companies face the challenge of finding suitable methods for performance appraisals in order to make them effective. Everyone involved, employees as well as managers, has individual preferences. They range from interviews to KPI-based measuring. It is important to note that there is no single perfect method within this wide range. Often a combination of several methods might be the most efficient solution. Here are some common measurement methods:

  • Self-assessment: Employees reflect on their own performance and skills, which they evaluate and write down. Then the employee discusses the self-assessment with their manager during the employee review and compares it to the assessment of the company.
  • Quality interviews: Interviews allow for comprehensive analysis and assessment. Performance, goals, and areas for development can be discussed, while employees and managers can share their views and look for solutions together.
  • KPIs: Key performance indicators like sales numbers or customer feedback provide quantifiable and comparable data to measure target achievement and objectively evaluate employees.
  • Analysis of previous testimonials and certificates: A review of reports and testimonials complements the employee assessment and allows comparison to past performance.
Picture with 3 circles representing the evaluation of employees

What a good performance appraisal should include

Since the performance appraisal should be well-grounded, it needs a wide range of criteria considering the employee’s overall performance. Soft skills, expertise, and measurable objectives play a significant role.

Analysing expertise and measurable objectives

The skills and objectives assessment helps to objectively evaluate an employee’s performance. It provides an extensive overview of the employees’ strengths and development potential within the company. It also lays the foundation for comparable assessment. The following criteria play an important role in this process:

  • Sectoral know-how: Knowledge of the industry and internal processes boosts productivity and improves work-flow efficiency.
  • Quality of work: Low error rates and increased efficiency have a direct impact on customer satisfaction and contribute to the company’s reputation.
  • Efficiency: The ability for goal-oriented work, and prioritising and meeting deadlines makes planning and implementing projects a lot easier. Working efficiently contributes to customer satisfaction and builds confidence in the team’s aptitude.
  • Troubleshooting skills: Spotting problems, developing solutions, and taking part in finding answers strengthens innovation and efficiency within the company and boosts a dynamic and adaptable company culture.
  • Service orientation: Customer satisfaction is measurable through feedback and surveys. An efficient budget management and budget adherence help optimise resources and enhance the company’s reputation.

Evaluating the employee’s soft skills

Soft skills influence teamwork and give countenance to the company’s success. If team members stick together and are happy with their coworkers, they are more motivated and productive. Performance assessments therefore must consider social, communication, and problem-solving skills. Crucial soft skills are:

  • Ability to work in a team: Cultivating team spirit and cooperation creates a positive working environment, boosting motivation and productivity.
  • Communication skills: Honest and positive communication reduces misunderstandings and improves cooperation.
  • Ability to work under pressure: The ability to deal with pressure and stress while maintaining a high quality of work stabilises the company’s performance even in challenging times. 
  • Flexibility: Being open to change contributes to a positive working environment, especially in times of crisis. Flexible, adaptable employees become role models and help establish a flexible company culture.
  • Leadership capability: Managers supporting their teams and being open to their employees can motivate talents and improve the team’s performance.

Risk of subjective performance appraisals

Valid performance appraisals demand transparency, fairness, and the use of objective criteria. Avoid subjectiveness as it might blur the image of an employee and not correspond to reality. There is a risk of prejudice and unsoundness. The following measures can help avoid subjective appraisals:

  • Using consistent criteria and measurable objectives makes it possible to compare and evaluate employee’s overtime. It restores objectivity and lays the foundation for fair ratings. Managers can compile evaluation sheets in cooperation with the HR department.
  • It is essential to establish a culture of honest feedback. Performance assessment is a continuous process and must be documented accordingly. Regular performance reviews encourage constant improvement and development.
  • Introduce 360-degree feedback or assessment groups to collect feedback from managers as well as team members and other relevant employees. Various perspectives allow a detailed picture of the target achievement and the skills of an employee. By considering various points of view, subjectiveness will be balanced.

The Coople star system: More objectivity when rating a worker

Coople uses objective assessment systems, which are based on feedback from companies who have worked with Cooplers in past jobs. They offer valuable insight to companies for assessing the performance of potential candidates. After every job, both companies and employees can rate each other with a 4-star rating system.

Screenshot of the Coople platform showing the Coople employee appraisal.
Since Coople’s approach is based on data, companies have access to the best talents who correspond to their specific requirements. Innovative features like ‘favourite pools’ allow companies to identify their best workers after a job has ended, who are then favoured for future jobs. In this way, a consistent, high-quality collaboration can be established.

The feature “Auto-hire” is another data-based tool supporting companies with the recruitment of top talents. The most trustworthy Cooplers can be hired automatically and straight from the platform, which saves companies both effort and time.

Bottom line: The art of performance appraisals

Performance appraisals are key to individual improvement in performance as well as sustainable company development. Performance appraisal is the centerpiece, no matter whether it is about career development or the allocation of resources. Methods like self-assessment or KPIs offer various approaches. For a holistic assessment, measurable objectives and soft skills need to be considered.

Objectivity is essential to prevent prejudices. If criteria are consistent and the culture of feedback is open and widespread, the performance appraisal will be fair. Coople’s rating system is based on the employer’s objective experience, which is complemented by innovative tools like favourite pools and the auto-hire feature.

Searching for excellence is an ongoing process. Use the insights provided in this article to strengthen staff development and to support your team by hiring the best talent.

Sign up today and enjoy the benefits of a digital, objective recruitment service. We will help you find the best talent and make your team stronger.
Why diversity and inclusion are crucial for companies

Why diversity and inclusion are crucial for companies

In a constantly changing world of work, it is becoming increasingly clear that diversity and inclusion are not only contemporary social values but also crucial factors for winning over the greatest talent. The principles of diversity and inclusion have become indisputable cornerstones of a successful HR strategy. This article exemplifies why diversity, inclusion, and equal opportunities are important for staff members as well as for the overall success of a company.

What does diversity and inclusion mean within talent management?

Diversity refers to the variety of a company in terms of gender, origin, ethnic heritage, sexual orientation, or age, whereas the concept of inclusion means to create a working environment in which everyone experiences respect, support, and involvement regardless of their characteristic traits.

While diversity aims to cover the range of different employee profiles, inclusion goes one step further and focusses on creating a company culture in which staff members can grow to their full potential. Both aspects are closely connected and essential to a positive working environment.

Diversity begins with the recruiting process

When recruiting and hiring new talents, one focus should be on diversity. This means actively searching for diverse profiles and including them in the recruiting process. Inclusion will be the next step to make sure that diversity not only exists but is encouraged.

A powerful source of innovation and productivity

Integrating diversity and inclusion into talent management is more than just taking social responsibility. Companies who deliberately embed those principles into their strategy have a key advantage compared to their competition. Diverse teams offer ideal conditions for creative ideas and innovative solutions and therefore can adjust better to changing market conditions. Diversity supports employee satisfaction and boosts productivity and the employees’ commitment. Therefore, it is not only an investment in social responsibility but also an important factor for sustainable success.

Benefits of inclusive workplaces: diverse teams strengthen company success

Numerous studies, including one conducted by renowned business consults McKinsey, show that more diversity leads to a better company performance. Its findings show that companies with diverse teams have a 12% higher chance of financial success. According to the study, the probability of better economic performance is higher with ethnic diversity than with gender-related diversity. Any company with better turnovers compared to the previous year had a systematic approach to actively promoting diversity and inclusion. Diversity alone is not enough – inclusion also contributes to success. Although inclusion sometimes is considered a „pain point“, it retrieves the chance to gain an advantage in the market.

Access to a more versatile talent pool through diversity

There will be significantly more candidates to choose from if the search considers diversity in terms of gender, origin, ethnic heritage, sexual orientation, and age. A diverse talent pool makes it much easier to identify qualified candidates to win for the company. It also means that certain attributes won’t be selection criteria or deal breakers. It is not about having a ratio of certain attributes, but about objectively finding and supporting the greatest talents.

Diversity and inclusion enhance employee retention

We live in a diverse world. So, a culture of inclusion is not only „nice to have“ but it is an obligation. It is no secret that staff members are happier, more motivated, and more productive if they feel appreciated by their employer. It is this very emotional connection that encourages employees to stick to their company in the long run. This, in turn, massively reduces the fluctuation rate which is not only an economic advantage but also a sign of a healthy company culture. But it takes more than just scratching the surface to create a working atmosphere in which diversity and inclusion play an important role. Equal opportunities mean enhancing a surrounding in which every voice is heard and respected, regardless of origin or identity.

Increasing innovation potential

New perspectives emerge from incorporating various backgrounds and levels of experience which fuel creativity and innovation. A broad variety of ideas, perceptions, and approaches provide multiple opportunities. Employers using this variety always will be one decisive step ahead of their competitors.

Picture with 3 circles representing inclusion in the workplace

Promoting social responsibility and equality

There is no positive working environment without respect and equality. But one must practice what one preaches. Companies that prioritise the mental health of staff and create supportive environments not only contribute to a healthy atmosphere but also invest in long-term well-being and sustainable productivity. Supporting social responsibility and equality is both a step towards a positive company culture and a contribution to a healthy and sustainable working culture.

Further measures to support diversity and inclusion

Targeted measures are crucial for promoting diversity and inclusion in a company in the long term. These include not only the previously mentioned measures for integration, but also further initiatives that establish an inclusive corporate culture and support individual career development.

Targeted integration of new employees

Inclusion doesn’t end with signing a hiring contract, this is only the start. An inclusive onboarding process helps new staff members to find their place in the company and it makes them feel appreciated as a team member from day one. Of course, onboarding is about providing information on company processes, but it should also recognise and enhance the new employees’ individual strengths and skills. It should establish a bond between colleagues and within teams and make collaboration and exchange of information easier. This is the basis for long-term commitment, team spirit, and ultimately, for the success of the whole company.

On-the-job training for diversity and inclusion

Training courses help to reduce prejudices. By sensitising staff and helping them to develop sympathy for diverse perspectives, the company lays the foundation for an inclusive work environment. Training courses play a crucial role in promoting awareness and active participation in building a diverse and inclusive company culture. It’s vital for both the staff and the management team because a clear understanding and incorporation of diversity and inclusion principles at the management level establishes the framework for the entire organisation.

Establishing an inclusive company culture

Establishing an inclusive company culture needs clear strategic direction and continuous commitment. The following steps can help to make this journey a success:

1. Accessibility
Accessibility of internal platforms and websites is crucial for inclusion and equal opportunities. Digital gateways, information, and resources should be accessible to everyone, irrespective of skills or limitations. They need to be usable without external help. Accessibility contains high-contrast colors, descriptive audio tracks, or subtitles. The Web Content Accessibility Guidelines (WCAG) offer detailed guidelines and instructions for implementation.

2. Setting and monitoring goals
The first step towards inclusion in companies is setting explicit goals. Goals should be ambitious and measurable. By constantly monitoring and adjusting goals, they serve as a roadmap for the course of the company.

3. Building legal and cultural groundwork
Developing an inclusive culture requires clear intentions and practical steps. Adjusting and frequently checking working regulations and guiding principles ensures a legal groundwork that supports the inclusion goals of the company. At the same time, it enables the creation of a cultural basis which actively promotes diversity and inclusion.

Tailor-made mentoring and coaching for career development

Career development is as individual as every human being. Individual coaching helps to enhance the diversity of talents.

By offering diversity-focused training and development programs for employees, the company supports equality and actively boosts different career paths. These programs should consider individual strengths and challenges and support sustainable career development. By giving every employee access to individual development resources, they have equal opportunities for growth and career success.

Picture with 3 circles, each depicting 2 people working together

Challenges of the implementation process

It can be quite challenging to implement changes within a company, especially in the context of diversity and inclusion. It is an evolving process that shapes not only individual attitudes but also the whole business and eventually leaves a lasting effect. The following two major aspects require special attention:

Deeply rooted prejudices and stereotypes
Unfortunately, there are still prejudices surrounding diversity and inclusion. It is like breaking old habits – a continuous and often long process. It is not easy to overcome barriers quickly, sustainable changes need time and a persistent approach. But prejudices can be dismantled step by step through training, awareness-raising campaigns, and communication.

Obstacles due to fear of change
Fear of change is a human phenomenon that often goes hand in hand with uncertainty and concerns about the unknown. Implementing diversity and inclusion means change, and change can provoke resistance. Make sure to communicate effectively, establish clear goals and transparent processes to address concerns, and enhance a positive attitude towards the process of change.

The road to success: understanding the opportunity of diversity and inclusion

Companies are becoming aware of the importance of diversity and inclusion, and they understand it is not only a matter of social responsibility but also a strategy towards success.

Diverse and inclusive teams are the key to innovation, creativity, and long-lasting success. They bring in a wide range of ideas and perspectives; they enhance innovation and contribute to employee satisfaction.

At Coople, we believe in the power of diversity. With an impressive number of registered workers, we give companies access to a diverse talent pool. This diversity offers the opportunity to perfectly complement teams and lead the way to a successful, future-orientated working environment.

HR trends 2024: The challenges and opportunities for HR managers

HR trends 2024: The challenges and opportunities for HR managers

The past few years have been a veritable rollercoaster ride for HR leaders, marked by a paradigm shift in traditional working models, redundancies, and economic volatility. Looking ahead to 2024 promises further changes and challenges, while some trends from the previous year remain relevant.

Last year, employee wellbeing, flexible working arrangements, diversity, equality, and inclusion were at the top of organisations’ priority lists. In the midst of change, they have learned to adapt and respond flexibly to new requirements. A look into the future shows that many of these trends will continue to play a key role and even evolve.

Image that illustrates leadership

Gen AI – integration of artificial intelligence in the workplace

It will hardly surprise anyone: artificial intelligence has become one of the biggest megatrends in HR. Generative AI, such as ChatGPT and similar technologies, are changing the way we manage talents and organise workplace dynamics. According to a Gartner survey, 76% of HR leaders believe their organisation will fall behind in the next 12 to 24 months if they don’t implement AI solutions. From recruitment to staff development to employee productivity, HR professionals can optimise many processes with the help of AI. At the same time, a balance needs to be achieved between efficiency and human qualities.

Upskilling, reskilling, and professional training for employees

In 2024, HR teams will need to identify the skills required for their organisations to thrive in an era where technology and AI are becoming more powerful. This requires an understanding of how transformative technologies are enhancing existing roles and which human qualities are required to complement and best operate machines and AI.

89% of HR leaders believe that career paths in their organisations are unclear for most employees. When adding rising turnover rates to an already competitive labour market, HR leaders’ uncertainty continues to grow.

In a rapidly changing labour market and an increasingly complex business world, it is important to constantly update and expand employees’ skills and knowledge. Offering or supporting further training also helps to increase the attractiveness of the company as an employer and strengthen employee loyalty.

Did you know? Temporary workers benefit from a special perk. Thanks to “temptraining”, a further training fund, they receive financial support for as little as 88 hours of temporary work, enabling them to develop themselves with selected further training courses and improve their career opportunities and employability on the labour market. More information can be found here.

Focus on generations: the challenges of the older generation

Already last year, more and more elderly employees were looking to return to the labour market. This trend is continuing this year, with the unemployment rate for people between 50 and 64 continuing to fall. In September 2023, this stood at 1.9%. The experience and expertise of senior workers is in demand, and thanks to targeted training programmes, these groups are helping to reduce the shortage of skilled workers.

At the same time, Generation Z is increasingly stepping into the spotlight, while millennials are stepping up into management positions. This represents an exciting challenge when it comes to balancing the needs and circumstances of both groups of employees in terms of corporate culture and working life.

People from different age groups and different backgrounds

Flexible working models

Managing the opportunities and challenges associated with flexible working models will be a focus for HR professionals, particularly in large organisations with geographically distributed employees. More and more organisations are offering their employees flexible working hours, remote working, and other forms of flexibility. This has many benefits, such as a better work-life balance for employees, increased motivation and productivity, and the ability to attract talents from all over the world.

Flexibility is also seen as an important factor in the attractiveness of an employer and can be an advantage in the competition for skilled labour. More and more people are looking for this flexibility in their job in order to organise their work in a self-determined way, to manage their time and resources according to their needs, or to work on several projects at the same time.

Returning to the office

Forcing employees back into the office doesn’t work, as the figures show. When trying to encourage employees to return to the office, HR professionals need to ensure that the benefits of working in the office are clear. It’s not just about cosy corners, it’s about creating opportunities for collaborative productivity, professional development, and networking that can’t always be replicated 1:1 from home.

More salary transparency

Fair pay is an important part of the employee experience. The EU directive on pay transparency, adopted in January 2023, will force companies to monitor and report pay inequalities in 2024. The directive goes beyond monitoring equal pay and includes a series of binding measures. The directive will be implemented into national law within three years and can serve as a model for other countries around the world, particularly Switzerland.

In 2021, Switzerland already introduced the Federal Act on Gender Equality, which obliges companies with 100 or more employees to regularly carry out equal pay analyses. Initiating plans to ensure a seamless transition is crucial, and those that proactively engage and address the issue will be best positioned.


Thanks to the New Work movement, employees are increasingly becoming the focus of companies. The topics of work-life balance, workation, and now increasingly employer wellbeing, are gaining in importance. Diversity also remains a key factor for talent attractiveness and employer branding. Equality and inclusion are crucial to promoting diversity and require a high degree of sensitivity and soft skills from HR managers.

In 2024, HR leaders will need to understand these trends, manage them effectively, and ensure a balance between innovative technology and human qualities. This is the only way they can successfully meet the challenges of the constantly changing world of work.

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