Kronberg, 2 November 2023 – MVC Mobile VideoCommunication GmbH today announces that it has entered into a transaction agreement to merge with Elisa Videra, an international provider of video and digital services. The transaction is expected to be completed by mid-December 2023 and is still subject to regulatory approval.

Both companies share the vision of being the world’s leading provider of cross-technology UCC services. Elisa Videra, formerly part of the Finnish telecommunications group Elisa Group, will be fully integrated into MVC Mobile VideoCommunication GmbH. MVC is part of KLP Vermögensverwaltungs-GmbH. Following completion of the transaction, KLP will hold 62.5 per cent and Elisa 37.5 per cent of MVC Videra.

“By pooling our strengths, we are expanding our global coverage. This will enable us to respond even better to the needs of our customers around the world. Videra has a global presence (Northern Europe, Asia and the USA) and offers its services around the clock and in five languages. MVC has a very strong position in Central Europe. With our combined technology expertise, we are able to support our customers in all UCC and media technology matters on a global scale. We will use our joint resources to enable our customers to work even more efficiently and innovatively,” says Dr Sven Damberger, CEO of MVC.

Following completion of the transaction, the new MVC Videra will employ a total of around 150 people. Sven Damberger, owner and CEO of MVC, will act as CEO, while the current CEO of Elisa Videra, Pasi Mäenpää, will act as advisor.

A Barmer study conducted by the University of St. Gallen examined the impact of the digitalization of the working world on employee health.

Social health is primarily about promoting social relationships and healthy behavior in addition to physical and mental health.

Social Health: Long-term survey shows development over time

Over a period of three and a half years, around 8,000 employed people take part in a survey every six months, which is implemented in a total of eight waves. The respondents represent a representative cross-section of the population and are basically able to do their work on the move. Employees indicated that approximately two-thirds of their work is suitable for mobile working. The desired level of mobile work is stated as approximately three days. This is also in line with other studies. The second report is currently available; the study was launched in 2020.

Corporate health is considered at three levels in the current report: individual health, team collaboration and leadership behaviors, and corporate orchestration and overall alignment. One of the big challenges over the past two years has been that social sharing has fallen by the wayside, so the health circle has been expanded to include social health (e.g., work relationships) in addition to physical and mental health.

As a central statement on the study, Prof. Dr. Böhm from the University of St. Gallen announced: “Properly managed, digital change and more flexible work will make us healthier and more productive.

Boundaries between work and private life are important
Thus, this second report shows that job satisfaction, exhaustion and insecurity among mobile employees have not developed negatively over the past two years. On the other hand, it can be observed that not all respondents are equally successful in managing the boundaries between private and work life.

The study classifies so-called boundary management as important, which is differentiated in three dimensions:

Local boundary management (the conscious spatial separation of work and private areas): For example, only 46.6% of respondents between the ages of 18 and 29 use a separate room, while in the 60-99 age group the proportion is already 66.4% (the reason for this is that with higher age there is usually also more living space available)
Time boundary management (free division of working time), approximately equally distributed
Communicative boundary management (“rules of the game” with family, friends, employer, e.g. how availability is regulated), also about equally distributed.

Active boundary management leads to improved work ability after about six months

Digital leaders ensure higher job satisfaction
Employees rate their supervisors’ virtual leadership skills more positively over time (increasing from 51.3% from 2020 to 55.6% in 2022), although there are differences by industry (high increase in public administration, teaching. Low increase in sectors where virtual leadership skills were previously rated positively, such as IT).

It has also been proven that better digital leadership skills subsequently lead to increased job satisfaction.

How digital are companies?
The study distinguishes five stages of digital maturity for companies. 47% of companies are in the so-called implementation phase and are currently introducing digital working methods. Only 8% of the companies surveyed said they had reached the highest possible state of virtual collaboration for them (full virtuality).

If one increases the digital maturity level in the company, the stress level initially increases (due to the change). Once a sense of progress is achieved, the stress level drops again. Before it then drops due to the discontinuation of a sense of progress.

A positive correlation between digital maturity and work ability has been demonstrated.

Social Health: Recommendations
Classify which work should the employee do in the home office and which in the office?
Feel free to read our Hybrid Working Whitebook: https://www.mvc.de/arbeiten-im-home-office/

A holistic cross-company work policy doesn’t always make sense. Different areas have different requirements. One should delegate the work policy to the individual teams.
Furthermore, it makes sense to strengthen the so-called weak links between the organizational units through non-binding exchange opportunities, which do not necessarily have to be technical/content-related. Google has introduced shuttle connections for this purpose, for example, which pick up employees at home in the morning and bring them to work, but which travels different routes each time so that different colleagues always meet on the bus.
There is also great potential in asynchronous work, so that some meetings can be replaced by structured documentation, for example.

Social Health: Further information on the study
Podcast about the study

Study report

For the third time, MVC receives the “Great Place to Work” award.

We are very proud of our three rankings:

7th place in the category best employers ITK nationwide.
7th place in the category best employers Hesse
16th place in the category best employers 2022 nationwide
It was a particular pleasure for us that we were able to achieve a good ranking in three categories this year,” emphasizes Managing Director Sven Damberger.

Great Place to Work (GPTW) certifies the workplace culture of companies on the basis of anonymous employee surveys and the analysis of personnel measures. For the fifth time, companies in Hesse voluntarily submitted themselves to the judgment of their own employees and at the same time underwent an audit of the measures of their personnel and management work. Employees were asked representative questions about the culture of cooperation in their own company on the topics of leadership, trust, recognition, promotion, care, cooperation, team spirit and identification. Company managers also provided information on measures and instruments used in HR and leadership work. The culture audits took place between March 2021 and March 2022.

The employer awards were presented for the 20th time by the research and consulting institute Great Place to Work® together with the digital association Bitkom, the trade magazine Computerwoche and the online portal ChannelPartner.

“I am convinced that appreciative interaction is the prerequisite for a successful company,” emphasizes Sven Damberger. “That’s why this award makes us proud. It is proof of the good corporate culture at MVC and shows the trust our employees have in the company. That is why I would like to express my sincere and heartfelt thanks to all MVC employees. The employees shape the culture of MVC on a daily basis. They live team spirit, flexibility and transparency and thus make MVC a unique company”, the Kronberg entrepreneur explains further.

For the second time in a row: We are nominated for the “Großer Preis des Mittelstandes”.

The award from the Oskar Patzelt Foundation is considered Germany’s most important business prize.
Since it was first awarded in 1995, the “Großer Preis des Mittelstandes” competition has developed into Germany’s most important competition for medium-sized companies. MVC is on the nomination list for the region of Hesse. “We are proud and grateful that MVC has been nominated for the Grand Prix of Medium-Sized Businesses. It is an honor for our employees and us to receive a recommendation and thus nomination for the award. Many thanks to Bechtle for the nomination.

MVC has reached the final round of the “Großer Preis des Mittelstands”. In this year’s competition, a total of 4,565 (2021: 4,674) small and medium-sized companies were nominated in the 16 German states.

The companies include both newcomers – those founded only in the last five years – and over
as well as family-owned companies that are over 150 years old and have already survived numerous crises, currency reforms and even wars.

Since it was first awarded in 1994, the “Großer Preis des Mittelstandes” competition has become Germany’s most important competition for small and medium-sized enterprises. As Germany’s only business award, the “Großer Preis des Mittelstandes” does not judge business management, innovations or jobs alone, but the company as a whole and in its complex role in society. “We at MVC wish all participants in the final round every success and look forward to the presentation of a possible award,” explains MVC CEO Sven Damberger.

The Oskar Patzelt Foundation is organized entirely on a voluntary basis and financed exclusively privately, without a single euro of taxpayers’ money. Approximately 200 personalities work voluntarily in 13 juries, about 50 regional service points, advisory boards and other committees of the Oskar Patzelt Foundation.