An entrepreneurial and innovative company creating the biometric future
With passion for innovation and a focus on end-user experience, our coworkers create solutions for secure identification and authentication.
PROFESSIONALS CLOSE TO CUSTOMERS WITH A HIGH LEVEL OF TECHNOLOGY
To succeed in a fast-moving, high-technology market, the capacity for innovative technology development is a basic requirement.
Fingerprints’ coworkers share a genuine interest in technology and are driven by continuing to move the creation of our future biometric society in a positive direction. The company’s innovative force is very strong, despite the personnel reductions made during the year. We have, for example, access to specialist competence in biometrics, electronics, materials technology, coding,
production technology, marketing and sales. The level of education is high, with a large proportion of graduate engineers. Approximately 25 percent of the coworkers in the R&D organization have PhDs in technology.
Our customers’ needs are met because many of our coworkers have rigorous sector experience from such areas as telecom, banking, payments and charge cards.
Fingerprints’ success is also attributable to linguistic and cultural closeness to our customers, which is why we give our coworkers generous opportunities for international exchange between our operations. We regard the fact that our coworkers hail from all parts of the world as one of our greatest strengths. In the Swedish organization, we now have coworkers of ten different nationalities, who all contribute different perspectives and enrich our corporate culture.
A VALUE-BASED WORKPLACE
Fingerprints’ culture is characterized by entrepreneurship and innovation, motivated and solution-oriented coworkers and an open and non-hierarchical climate. Our corporate culture is also defined by our core values – SMART, BRAVE, OPEN, UNITED – which we work with constantly to ensure their implementation and that they permeate our daily operations. We are convinced
that this not only improves customer relationships and results in more effective decision-making, but also results in greater job satisfaction, commitment and motivation.
… ALSO IN MANAGEMENT
The core values also represent a key parameter in management. During the year, a management forum was created, in which our CEO, HR and Fingerprints’ managers work on such issues as commitment, motivation and trust. A number of management behaviors were identified in 2018 (in addition to the behaviors already identified that apply to all coworkers) which we connect
with each core value. We are working with these behaviors and communicate with coworkers and managers.
The company’s incentive program for its managers is connected to the company’s financial performance and a number of individual goals.
THE COWORKER EXPERIENCE A KEY PARAMETER
In 2018, for the third consecutive year, an employee-satisfaction survey was conducted by an external party. The survey was conducted in two steps, with the first measurement focused on coworker commitment and the second measurement focused on the psychosocial work environment and management. The employee-satisfaction survey, apart from being an important measure
of the coworkers’ perception of their workplace, is a key tool in identifying areas of improvement, which in turn leads to plans for action. Despite large personnel reductions, the company has succeeded in maintaining a high level of commitment among its employees. The result for the Fingerprints Engagement Index 2018 was somewhat higher than the 2017 result and higher than
the comparative index (benchmark).
2018 – A CHALLENGING YEAR OF ORGANIZATIONAL ADJUSTMENT
Fingerprints undertook a comprehensive organizational adjustment during 2018 to adapt its costs to rapidly changed market conditions. The challenges were not only considerable on an individual level, but also for the company, particularly in terms of retaining competence and motivated coworkers. While many coworkers left us during the year, organizational changes were
implemented with the aim of remaining at the absolute cutting edge of biometric authentication and identification. The number of coworkers declined from 558 – 415 employees and 143 consultants – and at the end of 2018 numbered 263 coworkers, comprising 220 employees and 43 consultants.
A number of measures have been initiated during the adjustment. The research and development organization is concentrated in Gothenburg and Copenhagen. Malmö is our European commercial center for Smartcards, Automotive & Embedded. We have also centralized our planning and delivery function in Malmö. The operation for customized development and support in
China was expanded, which has already generated results in the form of increased customer satisfaction. At the same time, one level of management was eliminated, thereby contributing to greater flexibility and shorter paths of decision-making. Meanwhile, supplementary recruitment is continuing to ensure the right competence for continued development.
Internal company communication was extended to include a monthly letter from the CEO, strategy roadshows and management days in Asia and Europe. In addition, we had focus groups and CEO breakfasts to listen to feedback from our coworkers and to stimulate discussion and collaboration.