With 2,860 employees, we are one of the largest employers in the insurance market in Pomerania and Poland. We make sure that every employee feels safe with us and has prospects for development. Belonging to a community is emphasised by the employees themselves by calling themselves Hestians.
How do you know a Hestian? By the fact that they are Hestian. This seemingly nonsensical statement reveals a certainty: namely that the first step towards self-identification of ERGO Hestia’s employees was for them to create a word to call themselves. The existence of such a name proves that a group of people working for a company feel the need to distinguish themselves from others, to stand out from the world of insurance corporations, and at the same time perceive themselves as a community (the mischievous would find in the construction of the word “Hestian” an analogy to “Earthling” or “Martian” – which could suggest that Hestia is a separate planet for its employees, while others would see a connection with “Christian” or “Lutheran” – which directs our thoughts towards religious believers).
Knowledge of an organisation’s culture allows one to better understand the attitudes of employees, the relationships within the company, to look at all processes and decisions from this angle. At the same time, this knowledge can be an impetus for changes in management by better matching certain processes to the written culture. That is why, on the occasion of its 30th anniversary, ERGO Hestia decided to conduct a study of organisational culture according to Geert Hofstede’s methodology for the second time in the company’s history.
Comparing ERGO Hestia’s metrics with those of other countries, Hestia has the same power distance and collectivism as Japan, masculinity as Estonia, indulgence as Finland; only long-term orientation and uncertainty avoidance seem like the Polish culture.
ERGO Hestia’s previous organisational culture survey was conducted in 2013. The differences revealed may be a reflection of the pandemic and are in line with the changes taking place at the level of societies as a whole. Hestians now have a greater need for relationships with colleagues, a high degree of transparency and top-down setting of rules and directions while focusing much more on the present than on long-range plans. Management culture therefore requires an understanding not only of national and organisational culture but also consideration of the current situational context.
Total number of employees | 2019 | 2020 | 2021 |
---|---|---|---|
Number of persons employed under an employment agreement | 2,856 | 2,731 | 2,860 |
Number of persons employed at Head Office | 2,159 | 2,048 | 2,165 |
Number of persons employed in the field (outside Head Office) | 697 | 683 | 695 |
Number of persons employed on a contractual basis (e.g. internship) | 36 | 42 | 68 |
2020 | 2021 | |||
---|---|---|---|---|
Fixed-term contracts | Contracts of indefinite duration | Fixed-term contracts | Contracts of indefinite duration | |
Women | 217 | 1,551 | 236 | 1,589 |
Men | 139 | 824 | 174 | 861 |
Total | 356 | 2,375 | 410 | 2,450 |
2020 | 2021 | |||
---|---|---|---|---|
Full-time | Part-time | Full-time | Part-time | |
Women | 1,719 | 49 | 1,780 | 45 |
Men | 957 | 6 | 1,027 | 8 |
Total | 2,676 | 55 | 2,807 | 53 |
2021 | |
---|---|
Total number | 424 |
Number of women | 245 |
Number of men | 179 |
Number of persons under 30 | 297 |
Number of persons aged 31-50 | 121 |
Number of persons aged 50+ | 6 |
Number of persons with disabilities | 12 |
Number of persons with citizenship other than Polish | 2 |
2021 | |
---|---|
Total number | 295 |
Number of women | 185 |
Number of men | 110 |
Number of persons under 30 | 135 |
Number of persons aged 30-50 | 150 |
Number of persons aged 50+ | 10 |
Number of persons with disabilities | 7 |
Number of persons with citizenship other than Polish | 2 |
2019 | 2020 | 2021 | |
---|---|---|---|
Number of new hires in the Group | 426 | 163 | 424 |
Number of departures from the Group | 378 | 288 | 295 |
Employee turnover rate1 | 13% | 10% | 10% |
1 Employee turnover rate according to the GRID metric, i.e., calculated on the basis of the formula: number of departures in relation to the average number of employees in the period.
ERGO Hestia Group’s international engagement survey carried out periodically in collaboration with independent consultancy Willis Towers Watson. | ||||||
---|---|---|---|---|---|---|
Engagement score: 90% (up 5 p.p. vs. 2019 ). | An increase in the engagement score in all 12 categories surveyed (the highest increase of +9 p.p. recorded in the area of People Development). | Survey turnout: 93% (increase vs. 2019). | 95% of Hestians like to work together (we are willing to help each other and teamwork is our strength). | |||
We are very customer-oriented (97% of employees taking part in the survey do their best to understand the requirements and expectations of internal/external customers). | 94% of employees strongly believe in ERGO Hestia’s range of services and products, and 91% would recommend our company as a good place to work. | Employees taking part in the November survey proved that they collectively create a good place to work, thanks to among others: mutual respect and fairness (98% of responses) and the company’s management culture (96%). |
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