For years, PZU has placed a high value on maintaining a dialog with employees and the social side, which allows us to look at the organization from different perspectives. 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.
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Engagement survey
Employee opinion surveys
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 the organization.
Results of the 2023 engagement survey at PZU Group
The engagement survey has been conducted simultaneously at 12 PZU Group entities for years: PZU, PZU Życie, PZU CO, PZU Zdrowie, TUW PZUW, TFI PZU, PTE PZU, PZU Pomoc, PZU Finanse, PZU CASH, Tower Inwestycje, Ogrodowa Inwestycje.
The engagement index represents the percentage of employees who feel motivated by the organization to display three attitudes: speaking positively about the company, tying their future to it and making an extra effort for its success. 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 coworkers.
Comparing the PZU Group’s performance to the market, PZU’s strong advantages include: the perception of the company as a very good place to work, opportunities to develop skills and gain diverse experience, supervisor support necessary for effective work and the ability to share knowledge with colleagues, and an atmosphere of openness and acceptance of differences.
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.
In 2023, as part of the implementation of the Employee Experience Management (EXM) approach, PZU mapped the employee experience across the organization’s life cycle (from recruitment to offboarding). The implementation of the EXM approach is taking employee engagement to the next level. By analyzing experience measurements that are linked to specific moments on the employee journey map, PZU will make optimal business decisions about the working environment.
- According to the adopted methodology, the engagement index represents the percentage of employees who feel motivated by the organization to 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 (referring to the three attitudes mentioned) is calculated – if it is equal to or higher than the accepted cutoff point, the respondent is classified as “engaged by the Employer.” The engagement rate is calculated as the number of all employees classified as “engaged” divided by the total number of respondents.
- The indicator measures the percentage of engaged employees, not how engaged they are in their work. Engagement is not the result of an employee’s personal qualities, e.g., hard-working. It is not equivalent to motivation or job satisfaction. Satisfaction with various aspects of the job affects employee engagement, but with varying degrees of strength.
| Results of the engagement survey in the PZU Group | 2022 | 2023 |
|---|---|---|
| Attendance | 78% | 81% |
| Engagement rate | 46% | 50%* |
| Overall job satisfaction | 64% | 69%** |
** percentage of employees who are definitely satisfied and satisfied with their work at the company (based on responses on a six-point scale
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Dialog with trade unions
At PZU and PZU Życie, there is a continuous and cyclical dialog with all labor unions and the right of employees to freely organize and strike is respected.
The employer organizes meetings of the social partners, which are held according to the needs of both sides of the social dialogue. Trade unions also initiate group or individual meetings with employer representatives. Social dialog – run by a section specially appointed for this purpose in the HR Office – 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 PZU and PZU Życie | 2022 | 2023 | ||
|---|---|---|---|---|
| PZU | PZU Życie | PZU | PZU Życie | |
| Number of trade unions | 12 | 8 | 13 | 10 |
| Number of unionized employees1 | 1,941 | 910 | 2,132 | 1,009 |
| % number of unionized employees in relation to the total number of employees in the company | 21.3% | 910 | 23.3% | 14.5% |
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.
1) In accordance with Article 251 of the Trade Union Act
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.
Six trade unions operate within Alior Bank’s structures, including two in-company and four inter-company trade unions.
Eight trade union organizations operated in Bank Pekao in 2023. 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 dialogue.