At Pexapark, we empower renewable energy players to thrive in post subsidy markets. Keeping renewable investments attractive is our contribution to a more sustainable world.
To date, only professional energy traders and utilities have built the sophistication to find answers to these questions. At Pexapark, we help our clients build up the capabilities, processes and systems to successfully navigate these challenges.
Wiesenstrasse 5
CH-8952 Schlieren (Zürich)
Switzerland
Pexapark´s vision is to aid in energy transition and play a role in building a sustainable world. Our employees, a.k.a Pexans, are intrinsically motivated to be a part of this movement. In its brief existence, Pexapark has managed to carve out a stellar reputation and standing in the energy space as the enablers of this key change. The future outlook remains positive as we see great potential market for renewables and due to the early success and recently concluded series C fundraise, the employees feel positive about the company´s future.
Our company values and culture is central to our existence. We take every effort to onboard new employees into our values and interactions, via an in-personValue Workshops. Values are also an integral part of our hiring process (scoring criteria). Our Feedback & Development discussions have value based questions to ensure that employees and managers are always in touch with values.
Our CEO, Michael Waldner, is truly a role model for our company values. He is also a co-founder of the company (along with the COO & CTO) and from the beginning has established a very people centric company and culture. He is mindful about timely and quality communication – whether it is good news or bad – which have been well received. He views every Pexan as an entrepreneur (entrepreneurship is a value), truly believes in the power of instrinsic motivation and is always keen to take people along in a change management exercise. As a leader, he comes across as empathetic, authentic and humble (Humility is a Pexapark value). The CEO, along with the CTO personally run our day-long Value Workshop for new joiners and this is viewed by the attendees as a powerful means to demonstrate the importance of company values.
Pexapark has a very diverse group of employees – with a headcount of 100+, we see representation from 30+ nationalities. Being a SaaS and Energy company, we bring together professionals from varied experiences and fields of study. Our spread today is across 15 countries in Europe. Inclusion and respect is therefore core to our existence and ability to collaborate.
When we roll out new programs and initiatives, we always invest in socializing and building the programs ground up. Our initial Feedback & Development (instead of a traditional performance review) was revised based on employee feedback received via focus group discussions. We pay attention to timely, clear and quality communication. We have also started to formally invest in our Inclusion journey with a workshop on “Establishing a Culture of Respect” (in late 2023) and wish to take this across the company in 2024.
As a young company, we are often exploring how to do things differently and exploring new ideas. Collaboration therefore comes naturally, not just within teams but often cross-functionally. This is actively enabled using tools such as Slack, ranging from key information, but also allowing scope for informal conversations, celebrating personal milestones (weddings, births, birthdays..). We also use Friday Pulse for measuring happiness. It has a very nice feature of a gratitude wall to thank people publicly – this clearly showcases how much people collaborate within and across teams. Since our workforce is also widespread and working in hybrid mode, we actively use Teams for virtual meetings – where we moved to branded virual backgrounds quite quickly so as to encourage video calls for better engagement.
Pexapark believes in providing competitive compensation. Our benefit landscape is still developing, however flexible working is still seen has our fundamental benefit.
We introduced comprehensive PexaGuidelines on Absences in 2023., providing above market parental leave for our main countries (Switzerland & UK) and reviewing to revise for others as well. We also provide paid Sabbaticals/Milestone Leave when employees complete 3 years (2 weeks) and 5 years (3 weeks) in the company. We also provide above market paid leave for personal/family situations.
We rolled out new incentive plans for all our commercial teams in 2023, providing them with transparency and predictability in their incentive payouts. This also provided a clear view of accountabilities, so people have a transparent view on where they should focus their efforts.
