We want to hear our employees’ opinions, at all levels, no matter what hierarchical level they are on. You can only further develop if you look at your own behaviour critically. This also means listening to others, changing one’s perspective and accepting the best arguments, even when they are not your own.
Openness starts with our recruiting process: if we feel you are a suitable candidate during the interview, we invite you to an orientation day. On this day the applicant gets to know his or her future team and sees what the work will involve. This helps the applicant to make an informed decision as to whether or not the job and environment appeal. The colleagues also give feedback on whether or not the candidate would be suitable for the team.
Furthermore, we carry out regular employee surveys on topics such as information policy, cooperation etc. This allows us to identify potential for improvement, which we address in concrete measures.
At Hannover Re it is not only the employee that is appraised by the superior in, for example, annual appraisal interviews, but the employees give regular feedback on the management style of their superior. The superior of the appraised boss also gives his or her feedback. As you can see, management receive systematic feedback. Even the board members of Hannover Re make use of this tool and ask the people they work with worldwide for feedback.