Engagement to promote identity

We want our people to embody our values because this is the best way of creating a common culture and identity. For this reason numerous engagement initiatives have been launched to share ideas, to foster collaboration, and to implement concrete action plans.

We believe that to increase our people’s job satisfaction it is also crucial to listen to their suggestions and requests.

A global engagement initiative

In June we will be launching the 2015 Global Engagement Survey, the first global satisfaction survey targeted at all of our employees.

The survey will measure the level of rational and emotional connection between people and how committed they are to their work, in accordance with Towers Watson’s Sustainable Engagement model.

We will also be able to measure the degree to which our people are able to perform at their best and sustain such performance levels over time.

This engagement initiative will therefore allow us to lay the foundations for concrete actions, to define future goals in order to improve the workplace, and to strive towards transforming Generali into a best employer.

The laboratory of our values

Values in Action Labs is an international initiative made up of laboratories of ideas developed thanks to the collaboration between the Head Office and the local teams.

The goal is to develop and launch concrete action plans at local level to foster the spread of the values, incorporating them into the daily relations between colleagues, the methods of interaction with stakeholders, and commercial dealings.

Values in Action Labs involved ten workshops, held between June 2014 and February 2015. The initiative was launched in Prague, which hosted around fifty employees from Central-Eastern Europe. This was followed by other workshops in the main cities in which the Group is present: Trieste, Milan, Cologne, Paris, Sao Paolo and Hong Kong.

The meetings begin with an evening session designed to allow participants to get familiar with the proposed working method.

The second day involves the creation of a concrete action plan aimed at translating the values into daily activities, identifying the necessary timeframes and resources to carry out the planned initiatives and appointing the relevant managers. Each workshop is promoted by the local CEO who is then responsible for the execution of the action plans over the next 18 months.

Values in Action Labs therefore encourage widespread sharing and promote creative collaboration, representing an important step towards achieving a common identity.

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Training projetcs in sustainability

In Germany, the Group promotes the culture of sustainability using internal and external communication channels in combination with projects that involve all employees.
We organise courses on sustainability for offices that interact and have direct relations with external stakeholders, while colleagues belonging to specific departments, such as the purchasing department, participate in external sustainability seminars to share their experience with other companies on the German market.

We regularly host Corporate Social Responsibility events organised by our partners Econsense and VfU (Verein für Umweltmanagement und Nachhaltigkeit in Finanzinstituten).

More specifically, in 2014 we hosted the Econsense Stammtisch event, which looked at the theme of demographic change. In addition to external guests, numerous people from the Group took part in the debate, including the director of Generali Zukunftsfonds.

We proposed a multiple choice sustainability quiz on the corporate intranet in 2014 which was created together with Econsense and various companies associated with the network, that developed and structured it like the game of Monopoly.

Envisaging the future generations

In 2014 we launched Progetto Futura in Italy. This inter-generational research has two main goals: to share the vision of the future of each age category of Generali Italia and Generali Business Solutions employees, and to identify actions that enhance the contributions of employees during the various phases of their professional lives.

Two main tools were used:

  • futura survey, a questionnaire to analyse people’s perceptions of the future, filled out by 68% of the target population;
  • value map, a map of the skills acquired in both the professional and private spheres, which involved the participation of 31% of employees.

In 2015 there will be focus groups to interpret and examine the results and to create a community for generating concrete ideas and recommendations.