The success of Swiss Life is based on the skills and performance of its staff. Swiss Life wants to find the most suitable employees on the labour market, get them interested in working for the company, retain them and support their further development.

Leadership

A successful management and communication style is set out in the Swiss Life Group’s people leadership competencies. Management and communication mean in day-to-day work the crea-tion of credibility and trust, providing direction and perspective, and making goals reality together.

Swiss Life revised its behavioural principles in 2018. One of their focuses is self-determination and personal responsibility on the part of employees – qualities expected by the employees of themselves. Management give their employees confidence, provide them with competencies and responsibilities and encourage independent work and activities. The resulting autonomy has a positive effect on employee engagement and promotes innovation.

The following behavioural principles are valid for all Swiss Life Group employees:

  • I think consistently from the customer’s perspective.
  • I collaborate effectively in the best interests of the company.
  • I act in an efficient and goal-oriented way.
  • I work in a committed and agile manner.
  • I build trust by listening and communicating openly. 
  • I pursue continual self-development.

The following principles are valid for management:

  • I think and act in an exemplary manner and in the best interests of the company.
  • I create meaning and understanding within the context of our purpose.  
  • I trust my employees. 
  • I encourage appreciative collaboration. 
  • I promote the development of my employees. 
  • I set and achieve ambitious goals. 

Group-wide standard processes are used to provide optimal support to managers and employees.

  • Performance reviews with all employees
  • Performance assessments with all employees (setting of objectives and performance assessment)
  • Professional development interviews and measures
  • Decisions on salaries and promotions
  • Strategy and value-oriented behaviour – as per the Group-wide competency model
  • Assessment and management of employee risks

The Swiss Life Group performs periodic employee surveys in cooperation with an independent research institute. The last survey was carried out in 2017* and enjoyed a participation rate of 87% (+1 percentage point compared to the 2015 survey). At 86%, employee engagement at the Swiss Life Group is above average (+1 percentage point compared to the 2015 survey), 14 percentage points over the “Financial industry in Europe” external benchmark.
* Source: Global Employee Engagement Survey, IPSOS (Suisse) SA 2017

Since 2016, Swiss Life has been publicly committed to the issue of a “self-determined life”. As part of this commitment, the company has been running its “Actively shaping your career” cam-paign over the past three years. The initiative aims to support employees as they optimally steer their professional lives throughout all phases of their career. To this end, three success factors have been identified: “Ensuring employability through constant development”, “Valuing and exploiting diversity” and “Maintaining long-term work ability”. These three focuses will ensure that employees’ individual resources are enhanced while at the same time various operational demands and personal requirements are taken into account and harmonised with one another during the various phases of an employee’s professional and personal life. That is how Swiss Life meets the current and future challenges of the working world. By the end of 2018, all of the ini-tiative’s measures had been implemented according to plan at the Swiss location, and implemen-tation is also well under way in the divisions. The measures include:

«Ensuring employability through constant development»

  • Continuous training and development for employees of all ages
  • Systematic career analyses and situation reviews for all ages
  • Enabling part-time work in old age

«Valuing and exploiting diversity»

  • Flexible working hours and sites offered
  • Promoting cooperation among generations
  • Childcare offerings and support for those caring for relatives

«Maintaining long-term work ability»

  • Offering time-out models
  • Diverse range of offerings for the promotion and maintenance of health
  • Social counselling offers