Initiatives
Your Voice: The annual Your Voice survey provides an opportunity for staff to inform managers how they feel about working at IAG. The survey is used to determine employees' engagement: what makes people passionate about working for the Group and how engaged and aligned they are with the Group's purpose, strategy and goals.
People who are engaged will:
- consistently say positive things about working at IAG
- want to stay with IAG
- strive to achieve above and beyond what's expected of them.
Research shows a strong connection between the level of employee engagement and an organisation's financial performance over the long term. Response rates to this internal survey in 2004 were an impressive 88%.
Two-way dialogue: Transparency and honesty are two of IAG's core values. To help IAG's people practice these values in their day-to-day operations an integrated communications program has been developed involving a two-way dialogue at all levels of the organisation. Local and central staff consultative committees provide the structure for employees and management to work together to effectively communicate, share information in a timely manner and identify and recommend improvements to workplace issues.
All staff have access to, and are encouraged to use, Mike's Mailbox — an email address of the CEO Michael Hawker. This gives the CEO the opportunity to ascertain people's views, questions, concerns and proposals. He personally responds to and/or reviews them all. Another forum for internal communication is the monthly DisCo - Discussions about the Company. DisCo allows IAG employees to hear important company messages and ask questions of their Group executives or senior managers.
Staff Consultative Committees: The Group's personal insurance manufacturing area has established staff consultative committees. These committees are being considered by other areas of the business for roll out in 2005.The purpose of the committees is to:
- promote corporate goals and cooperative workplace relations
- act as a channel between management and staff to communicate and share information in a timely manner
- identify and recommend improvements to workplace issues
- achieve a better workplace.
Each region has its own staff consultative committee to ensure that local issues are considered in discussions and decision-making. Staff are elected by their area to represent them on the committee and each committee also has a management representative. The committees offer staff and management an opportunity to freely discuss workplace issues and negotiate on areas of concern. These committees also play a key role in organising local community support initiatives and fundraising.
| Employee engagement scores: | 2003 45% with a response rate of 77% |
2004 53% with a response rate of 88%.Engagement score target of 49% |
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| Engagement score target for 2005 of 60% |
indicates that KPMG has provided assurance on the figures. For more information please see the Assurance statement.