In 2020, we conducted four Pulse Check surveys at the bank, which replaced the annual Engagement Survey.
The theme of the March survey was the then ongoing process of changing the majority shareholder of the bank. The survey was completed by 54% of employees. The respondents praised the communication and transparency of the sale process, and the scope of information provided by the management. Furthermore, the respondents believed that improvement of cooperation between organisational units posed a major challenge for the bank. The April and July Pulse Check surveys mainly addressed new working conditions resulting from the COVID-19 pandemic. The surveys had a response rate of 70% and 61%, respectively. The respondents expressed favourable opinions of the measures taken in order to ensure health safety among the bank employees, and to maintain work efficiency. Most employees responded well to the new working conditions. However, they also pointed out the challenges of remote work. To address their concerns, we took measures to make working from home easier for our employees, including the management of remote teams, maintenance of interpersonal relationships, and fostering engagement. We also addressed the issue of coping with stress. The fourth survey took place in October. In contrast to the previous surveys, this one was addressed to the TOP600 managers. The response rate of this survey stood at 48%. The respondents evaluated the usefulness of Pulse Check surveys as a tool allowing managers to, among other things, diagnose employee sentiments. The results clearly indicated that the surveys were useful. They also confirmed that we should continue to carry out the surveys every quarter to follow the trends for selected categories of questions.
“Log in to Development”
As part of the “Log in to Development” programme, we give interested employees access to reliable materials supporting individual development. The materials help them broaden their knowledge in areas related to their daily tasks, acquire additional skills (e.g. social skills, such as communication and assertiveness) and encourage personal development (e.g. materials on raising children, well-being, fiction reads). We thus support the work-life balance and create a workplace that is conducive to inquisitiveness, learning and broadening one’s horizons.
Available materials:
- news and development materials available online on a dedicated website
- over 20,000 online courses and additional materials from LinkedIn Learning
- e-books and audiobooks from the catalogue on the Legimi platform
- archive of publications of Harvard Business Review Polska
- mobile English and German courses – eTutor app
- text messages presenting new vocabulary and development content
We have made available to our employees a package of benefits supporting improvement of immune system in 2020. The programme has been designed in a way which approaches the needs and concerns of the employees, including: uncertain future, altered work culture, remote work challenges, re-organization of work and social life, health anxiety. The meetings were conducted as online workshops. The programme comprised of, for example: advice and good practices related to maintaining high energy levels, support for building up stress immunity, advice for handling emotions, support for organizing the remote work in an optimal way, expertise on prophylaxis and healthy life style.
Employability – the space of new opportunities
The space of new opportunities is a place in the intranet of mBank which hosts an offer of development programmes and consultations for employees and managers. The programme is based on three pillars, which support employees and managers in developing awareness of possessed capabilities and development opportunities and provide them with suitable substantive tools. “Get ready for the change” are actions which inspire openness to changes, awareness of strengths, and develop flexibility and mental resilience. “Take care of your development” is a collection of expertise and substantive compentences sought by the organization. “Plan your future career” are actions supporting the increase of employee’s attractiveness in the organization: an offer of internal hiring, consultations on recruitment, workshops on building personal brand, and so on. The workshops were attended by 100 participants.
“Towards balance”
In response to the COVID-19 pandemic, and the necessity of isolation and remote work, we have supported the employees and managers in the new, challenging and stressful situation. We have created a development programme for them, which improves mental, emotional and physical condition. We have created a set of remote development activities regarding personal and managerial skills, for example on how to cope with fear and anxiety, how to work effectively in a home office, how to manage distributed teams and manage your energy. We have conducted workshops – in the form of multi-stage development programmes and so-called “knowledge in a nutshell” series. We have made available to our employees: online webinars with coach, offline webinars, podcasts, online meetings with experts, inspiring materials, videos, and so on. 511 employees used the knowledge in a nutshell series, and 189 participated in the multi-stage development programmes.
“Development Fridays”
In 2020 we have continued the cyclical event held every Friday of the month offering the chance to participate in interesting workshops, meetings, presentations, lectures and consultations. The participants have the chance to discover the development opportunities offered by our organisation, including tools based on new technologies. Almost 1,700 employees participated in the programme. The Development Fridays project won the Talent Development in Organisations award in the large companies category in the HR Dream Team contest of the portal Pracuj.pl.