Post on 22-Jan-2018
| 2 | 12/09/2016 |
Market leader
Employees
Headcount: 4,417
Average age: 42
Average seniority: 16 years
New hires in 2015: 241
Brussels, Antwerp & Charleroi
About AG Insurance
Internal source: 31/12/2015
One Belgian out of 3 is a client of AG Insurance
Private and business clients, and public institutions
Large product portfolio: life insurance (save, invest, death…) and claims insurance (car, fire, accidents, health,…)
| 4 | 12/09/2016 |
Our EMPLOYEES
make the difference
"In the insurance business, customer service is vital. Employees who feel involvedin the company and enjoy theirwork will both work better and be more sensitive to customerneeds."
Hans De Cuyper, CEO
| 5 | 12/09/2016 |
3 strategic axes for Human Capital Management
Engaged employees lead to
satisfied customers, which
leads to profitable growth.
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We zijn allemaal Supporters van het leven
DRIES is een Supporter van zijn carrière
PETER is een supporter van AG Insurance
GREGORY is een Supporter van zijnklanten
CECILE is een Supporter van haar collega’s
En jij?
| 10 | 12/09/2016 |
Solidarity underpins everythingwe do as an insurer. Through charitable giving initiatives that are aligned with our corporatevision, we have turned our passion for solidarity into action"
Hans De Cuyper, CEO 130 employees on a Saturday in October
| 12 | 12/09/2016 |
Flexible workenvironment
Training ‘keep yourbalance’
Employee assistance program
Stress consultants
Move (Easy fit, run to
Rio,…)
Medicalexam & advice
Food (Free fruit)
Welcomeback
program
Absence interview
Easy shop
Flexibleworking
hours
Conversion of salary in
vacation
Telework
Resilience
Physicalhealth
Absence management
Work-life balance
| 13 | 12/09/2016 |
Possibility to work 1 day a week from home
• Better work-life balance
• Also applicable in operationalservice centers
• Supported by new communication technology and paperless offices
• Not a right nor an obligation
A more dynamic work environment
• facilitating interaction
• possibility to choose a workplace adapted to the activity (meeting, concentration,…)
• paperless
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3
1
2
Welcome Back: Research Findings on Disability
While managers prefer to have their staff members stay at home until they are back at full job capacity, studies show that a phased return is critical to long-termrecovery
- Change mentalities- Allow staff membersto transition back to the workplace gradually
The longer the disability leave, the lowerthe probability of returning to work
Take action early on
The reason for not returning to work isoften unrelated to the initial illness and has more to do with psychosocial factors
Guide and support people in theirreturn to good health and to work
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Welcome Back for staff members who have hitthe 6-week mark for an absence due to illness
A way to ease the transition back to work after time awaydue to illness
Better support and guidancefor staff members from the beginning of their disabilityleave
Completely confidential: respect for personalprivacy and doctor-patient privilege
Purely voluntary: staff members are free to choose whether they wantto participate in the programme or not
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Key Milestones in Welcome Back
Onset of the illness
Day 1
Welcome back letter
+ 4 weeks
Return to work
Z-Day
Phone call from in-house
infirmary
+ 6 weeks Y-Day
Set return date
Progress regularly
monitoredby infirmary
Better support and guidance for staff membersfrom the beginning of theirdisability leave
Buy-in and active participation of people managers
Support and guidance for staff member on disability leave
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Does it work? employee survey results
PerformanceDo our employees go the extra mile,
even when not asked to?
RetentionAre our employees loyal to our company and
will they stay with us in the future?
SatisfactionAre our employees
satisfied?
6.42
6.29
EngagementWhat’s the
engagement level of our employees?
Well-beingHow do our
employees score on well-being?
AttractivenessIs our organisation still
attractive as an employer?
Source: iNostix, 2016 figures
6.44 6.86 7.53
=6.99 8.19
2014 : 6.99 2014 : 8.17
2014 results: 6.39 6.42 6.80 7.41
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Does it work? absenteeism
2013
4.2
%
2014
4.0%
gender
concierge service
teleworking
ag
e
seniority
reg
ion
work regime
2012
3.8%
absenteeism
2015
3.8%