ORGANISATION CULTURE:
We pride ourselves in having a ‘High Performance Culture’ at the Fund. This is how we ensure consistent delivery of superior results to our staff, customers and members, today and tomorrow. Leveraging technology, our work culture focuses on agility, customer centricity and innovation.
REWARD AND RECOGNITION:
Our reward and recognition architecture is structured to drive the right performance behaviour, by identifying and proactively rewarding exceptional performance. We ensure a market competitive, performance driven pay regime as well as quarterly and ‘on-the spot’ recognition to staff, through our Merci Recognition Scheme. Reward is based on both individual and business performance.
We recently reviewed our performance bonus scheme, to significantly increase earning potential for our highest performers, while de-accelerating growth in fixed pay. In this way, we are able to more directly link total reward to actual performance.
LEADERSHIP:
Our leaders have a direct influence and impact on overall employee experience at the Fund. Being the engine of our success, we want all our staff to feel valued, well respected, guided and supported with all the resources they require to perform and contribute to the organisational strategy, while enjoying the experience of being a member of the Fund family.
To this end, we conduct an annual 360-degree assessment of all our senior leaders. This allows our staff the opportunity to provide confidential feedback to their leaders on various areas of development and opportunities to grow. Through our performance review and reward processes, our leaders are held accountable for addressing the identified areas for improvement.
Leaders develop other leaders, and we invest in developing tomorrow’s leaders for organisational sustainability, through coaching, mentoring and promoting networking opportunities to benchmark skills for the next generation of leaders.
EMPLOYEE ENGAGEMENT:
We conduct annual Employee Engagement Surveys to obtain feedback from all our staff. This helps us identify areas of improvement, for our action. Currently, our core engagement score is 93% (up from 89% last year), which compares very favourably with the Africa benchmark of 69%. We aim to raise this to 95%, as part of our long-term strategic plan.
TALENT MANAGEMENT:
Our talent strategy revolves around attraction, development and retention of exceptional talent in the Fund. We pride ourselves as a learning organisation, offering growth opportunities to all our staff, enabling them to remain relevant now and in the future in a dynamic, constantly evolving business environment, as well realise their career aspirations.
Our Employee Value Proposition is strong, making us a preferred employer brand both in country and across the region. We continue to attract exceptional talent from leading global brands, into the Fund. Through our Graduate Trainee Programme, we access and recruit the very best talent from local universities. This is growing our talent pipeline for today and tomorrow. We have a world class e-Learning Platform, Percipio, through which our staff are able to access learning resources from various resource centres across the globe. The learning material covers leadership competencies as well as functional/ technical skills. These can be accessed via audio, videos, as well as eBooks.
Through partnerships with Strathmore University, University of Pretoria (Gordon Institute of Business Science – GIBS) and Harvard University, we have delivered specialised, cutting edge development for a large section of our staff.
SUCCESSION PLANNING:
We have a healthy pool of succession candidates for all our key roles. Highly talented Individuals have been identified as potential successors for these roles and are being given appropriate development to prepare them for the roles.