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Elering as an employer

234 people worked at Elering as at the end of 2019. Employees’ average length of employment is just over 13 years and the average age is almost 44 years. Around three-quarters of the employees are men.

Elering is characterised by low labour turnover – voluntary turnover in 2019 was only 4.8%. This kind of employee retention is due not only to dedication to their profession, but also to the employer’s support for professional development, dedication, and a results-focused organisational culture, as well as a competitive remuneration system. The company’s strength is also evident in the range of age groups and experience levels in the workforce. 

A clear sense of unity is created through joint events, from the yearly representative seminar and the annual celebration of Elering becoming an independent company to the forest clean-up and sport days. Continued growth and employee development are essential to ensure Elering’s ongoing success. We work closely with Estonian universities and offer students in-depth internships. The vast majority of our employees are university graduates, and nearly half of Elering’s employees have a Master’s or a doctoral degree. Elering provides flexible working arrangements and additional study days for graduates and students in the energy sector.

Management culture

In addition to the typical administrative structure, we manage policy and development projects through thematic workgroups with representative experts and specialists from the company’s different units. By engaging employees in strategic discussions, Elering encourages its people to innovate, both within their specialist areas as well as in the company as a whole. Many Elering employees participate in various international work groups and specialist forums to contribute actively in the European energy sector and its development, and to keep abreast of the best practices around the world.

The focus of Elering’s management culture is the personal development interviews between the manager and the employee, where one of the most important points is the employee’s personal development opportunities and the realisation of their individual goals. During the career of an Elering specialist, we have defined the expert’s career stages and the main competences for each career stage, from junior specialist to field expert. In order to support specialists with ambition and high development potential, we have created the Elering Academy Development Programme, which consists of various lectures, study trips, and engaging encounters to better understand the fundamentals of the Estonian energy system and discuss the vision of the future. In addition, this programme provides the opportunity for further development of personal communication and management skills.

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