For years, PZU has placed a high value on having a dialog to look at the organization from different perspectives, also tapping into the wisdom of the teams.
Recognizing that developing the ability to conduct dialog in the broadest sense supports the effectiveness of the entire organization, a variety of activities are being carried out in the PZU Group to listen to the voice of employees and give it due prominence.
Engagement survey
Best practices of PZU and PZU Życie
Employee opinion surveys
PZU conducts periodic employee opinion surveys – an annual engagement survey and an organization Puls type survey. The long-term goal of collecting and analyzing the opinions of employees is to create a work environment where people are willing to take initiatives and collaborate across areas, feel they have a real say in how they work, and take full responsibility for their own and their team’s work. The engagement survey is being conducted in cooperation with an external partner – the Kincentric company.
PZU, through its organized surveys, gives all employees the opportunity to make a safe, confidential statement about their work environment. This is an encouragement for a joint dialogue so that all employees can influence the direction of PZU’s development. Each year the engagement survey achieves a very high turnout – in 2022 it was 78%
Surveys make it possible to measure many aspects that create employee engagement and job satisfaction. The results of the survey are a source of important management information used to make decisions and consciously shape working conditions in our organization.
Results of the 2022 engagement survey at PZU Group
The engagement survey has been conducted simultaneously for years in 12 entities of the PZU Group: PZU SA, PZU Życie SA, PZU CO SA, PZU Zdrowie SA, TUW PZUW, TFI PZU SA, PTE PZU SA, PZU POMOC SA, PZU Finanse Sp. z o.o., PZU CASH SA, Tower Inwestycje Sp. z o.o., Ogrodowa Inwestycje Sp. z o.o.
Among other things, the results of the survey provide insight into what employees value most about working for the PZU Group. The aspects they rated highest in the latest survey were cooperation within the team (sharing knowledge, achieving common goals) and direct superiors (including showing empathy, support in daily work, setting clear expectations and appreciation for achievements) and an atmosphere full of openness and acceptance. Among the distinguishing features of the PZU Group as an employer, they most often indicated: a recognizable brand, stability of the organization, a hybrid work model, but also reasonable working hours and a friendly working atmosphere.
Comparing the PZU Group’s performance to the market, PZU’s biggest advantages include: providing opportunities to develop skills and gain diverse experience, engaging in developing tasks/projects, receiving regular feedback from the supervisor, feeling motivated and appreciated by the supervisor.
PZU has adopted an approach that assumes that building an engaging work environment requires action at various levels (company, manager, team, individual), and is based on a thorough analysis of the survey results, drawing conclusions and creating an action plan for specific areas of the organization. That’s why the results of the survey are discussed in teams to work out the best solutions together with people to build the best employee experience.
- According to the adopted methodology, the engagement index represents the percentage of employees who, as a result of being influenced by the company, display three attitudes that are key to engagement: speaking positively about the company, tying their future to it and making an extra effort for its success.
- For each respondent, an individual arithmetic mean of the answers to the six diagnostic questions is calculated – if it is equal to or higher than the accepted cutoff point, the respondent is classified as engaged.
- The engagement index is calculated as the number of all employees classified as engaged divided by the total number of respondents who were included in the analysis (answered at least one question under each attitude).
| Results of the engagement survey | 2021 | 2022 |
|---|---|---|
| Attendance | 76% | 78% |
| Indicator | 48% | 46% |
| Overall work satisfaction | 65%* | 64%* |
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Dialog with trade unions
After the lifting of most pandemic restrictions, the social dialog continues uninterrupted, and meetings are mostly held in a hybrid format, i.e. both stationary and remote. Meetings are held according to the needs of both parties to the social dialog. Trade unions also initiate group or individual meetings with employer representatives. The introduction of new tools for remote communication in the organization (Teams) further facilitates and speeds up the interview process. Social dialog – run by a section specially appointed for this purpose in the HR Management Department – is inscribed into the company’s organizational culture and forms one of the tools for strategic management.
The trade union organizations represent employees in collective relationships (i.a. concluding agreements on working, pay and social conditions and approving rules and regulations) and individual matters (e.g. consulting employment contract termination, appealing against the imposed disciplinary penalty).
Trade unions in subsidiaries
Alior Bank respects the freedom of association and does not take any action to prevent its staff from becoming trade union members. Five trade unions operate within Alior Bank’s structures, including one in-company and four inter-company trade unions.
Nine trade union organizations operated in Bank Pekao in 2022. Bank Pekao’s cooperation with trade unions in the fields of consultations, negotiations and arrangements was conducted in the manner and shape consistent with the requirements of labor law, in consideration of the interests of the parties and the principles of social dialog. In 2022, 46 meetings of Bank Peako management with trade union organizations were held.
| Trade unions in PZU and PZU Życie | 2021 | 2022 | ||
| PZU | PZU Życie | PZU | PZU Życie | |
| Number of trade unions | 12 | 7 | 12 | 8 |
| Number of unionized employees | 1,786 | 950 | 1,941 | 910 |
| % number of unionized employees in relation to the total number of employees in the company | 19.3% | 14.0% | 21.3% | 13.2% |
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Comments to 2022: there were 13 trade unions in PZU and PZU Życie, of which 12 were in PZU and 8 in PZU Życie. The numbers of trade union organizations should not be added up, as six organizations are active in both PZU and PZU Życie (i.e., they are inter-company). Agreements with trade unions vary in terms of their subjective scope. The largest group of eligible persons can be found in Employee Pension Scheme agreements or social agreements (Company Social Benefit Fund), since they cover all employees.
At PZU and PZU Życie, employees are not covered by the Collective Bargaining Agreement. Remuneration conditions are regulated in individual employment contracts. Bonuses and rewards, on the other hand, are regulated in separate documents. The types of internal acts that need to be agreed upon: work regulations, remuneration and bonus rules, regulations determining the use of the company’s social benefits fund. |
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