In order to achieve its objectives, a.s.r. needs engaged and enthusiastic employees who feel that they are being heard, have room to take initiatives and feel that their contribution matters. To measure engagement and obtain input from employees (employee listening), a.s.r. uses the Denison Organisational Culture scan (Denison scan), the Employee Mood Monitor, the Employee Panel of a.s.r. and an eNPS measurement.
In 2022, a.s.r. performed the Denison scan for the sixth consecutive year. This annual survey measures the success of an organisation in several areas, including drivers of engagement. The results obtained are measured against a global benchmark of more than 1,200 large organisations. 78% of the workforce completed the scan (2021: 83%).
In particular, the Denison scan measures the engagement of a.s.r. employees using four themes: vision, core values, empowerment and knowledge development. The total engagement score was 88 in 2022 (2021: 91). a.s.r. was among the 15% highest scoring companies in the benchmark. The main explanation for a slight decrease on some items, such as cooperation between different parts of the organisation, is that in 2021 and the first part of 2022, employees predominantly worked from home due to COVID-19, which meant that contact with colleagues outside their own team was less intensive than before corona. The scores in the modules measuring customer focus and the organisation’s willingness to transform and innovate digitally were the same as in 2021. A considerable increase in the Denison scan was achieved with respect to the Diversity & Inclusion module.
Various improvement actions have been formulated per product line that are periodically measured and evaluated via the Employee Mood Monitor.
a.s.r. is dedicated to create a safe work place for all its employees. Once a year, employees at a.s.r. are asked to reply to the statement "I feel safe enough to voice undesirable behaviour at work" via eMood.
In general, a.s.r. employees feel safe to voiceundesirable behaviour at work. This is shown by an average score of 8.4. 79% of employees with a score of 8 or higher said they feel (more than) safe to raise undesirable behaviour at work. 3.6% of employees feel uncomfortable or unsafe to voiceundesirable behaviour at work, according to a score of 5 or lower.
A safe working environment with an open culture in which these topics can/may be freely discussed is essential. In the context of prevention, the following has already been put in place within a.s.r:
We pay close attention to the topics of diversity, equity and inclusion through embedding them in the Leadership Education programme and stimulating dialogue and awareness in the workplace.
Periodically highlighting the a.s.r. code of conduct, the Diversity, Equity and Inclusion policy and the Code of Conduct on Undesirable Behaviour. This is structurally embedded by regularly asking questions about these through Gamification.
Various channels provide possibilities to contact discussion partners within a.s.r. (HR Advisor, Vitality Specialist, manager and the Misconduct Complaints Committee) and outside a.s.r. (confidential counsellors at occupational health and safety service Human Capital Care) when you face undesirable behaviour.
The response of a.s.r.'s Employee Mood Monitor (eMood®) remained high, with approximately 2,500 to 2,900 participants per week. All internal and external employees and trainees are invited to take part in this weekly pulse check on job satisfaction, vitality and productivity. All managers receive a weekly dashboard showing the scores given by their teams. The Employee Mood Monitor enables a.s.r. to keep a finger on the pulse and encourages employees and managers to continue dialogues on these subjects. HR also provides data-driven insights into the organisation and develops central interventions based on the Employee Mood Monitor scores, such as certain HR policy choices and adding new training courses to the learning and development programmes.
With an average score of 7.6, a.s.r. again managed to keep the mood of the organisation at a good level. The scores of the underlying constructs vitality (7.5), productivity (7.5) and job satisfaction (7.9) were both stable and at an adequate level compared to 2021 (score: 7.5).
Following a successful pilot project, the Employee Mood Monitor has also been offered as a service for employers, customers and advisors in the Disability segment.
The employee Net Promoter Score (eNPS), the extent to which employees would actively recommend a.s.r. as an employer, is also measured via the Employee Mood Monitor. The average eNPS in 2022 was +42 (2021: +47). All 300 managers are sent the eNPS score for their department or team each month. HR also analyses the development of the eNPS over time for the different a.s.r. product lines. The eNPS provides a.s.r. with an insight into loyalty to, and the perceived attraction of, a.s.r. as an employer.
With the introduction of the Employee Panel in 2022, employee surveys within a.s.r. will be centralised in this online environment. At the end of 2022, there were 220 active panel members who had self-registered for the Employee Panel of a.s.r. The panel is representative on the background characteristics gender, age, position for the a.s.r. population.
In the Employee Panel of a.s.r., employees can voice their opinions on a variety of topics faced as employee. By conducting surveys via the employee panel, colleagues choose to voice their opinions [more often] on topics they find interesting. For example, by completing a poll or participating in a group discussion or interview, panel members can contribute ideas about facilities for employees, hybrid working, the questions in the Employee Mood Monitor, the development offerings, digitalisation at a.s.r. and the future of work.