Our people
Culture and Wellbeing
IAG NZ is a market leader in insurance, which means we have a responsibility to lead well with our products, our services, in our communities, and through our actions.
We also have a responsibility to provide the right leadership for our people and to create a working environment where they can be both productive and happy.
Along with health, safety and wellness initiatives, the launch of a new corporate orientation programme and the establishment of the IAG NZ Careers Centre, we’re also designing a programme for the senior leaders that will give them the tools to transform our culture over time.
Developing a constructive culture
We know that constructive leadership will drive a performance-oriented culture where people: set realistic but challenging goals and believe their personal efforts make a difference; are able to express their uniqueness, creativity and embrace change; and are supported and developed to be successful.
The way we think and the way we work are due for a makeover – and so this year we’ve put all the planning in place to start working toward transformation from the top down.
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| Volunteer Day leave is one of the great benefits IAG NZ offers its people. Jiah Edmonds, Paul Olsen, Chris Pattison and John Sims took the opportunity to help out on Motutapu Island in 2008.
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Creating our talent pool We’ve been working on the establishment of a new IAG NZ Careers Centre that will improve our recruitment process. Organisation development consultant Mike Kensington says that setting up the new Centre has meant considering what it really means to work in the three unique environments that are IAG NZ, NZI and State. “When we’re recruiting staff it’s important they know who they’re going to work with, what the company is all about and why they can confidently consider a career with us.” The choice of name – Careers Centre – is also deliberate says Mike. “The Centre will be a real resource, offering everything from CV templates to long term career planning over time. Our Careers Centre reflects our commitment to recruit the right people at the right time, build relationships with prospective recruits, and encourage our employees to achieve professionally and personally. In line with this commitment, we’re also working with the ICNZ to develop and promote an accurate picture of insurance as a challenging and rewarding career.
Side bars
Retaining our people is a key focus. Our turnover rate is still higher than we’d like but has improved this year. While lower, staff turnover still hurts our bottom line so we’re driven to build a dynamic, innovative and attractive workplace where people want to develop a career.
We run a very successful Rewards and Recognition programme where our employees nominate their colleagues for exceptional work.
We offer a range of benefits including a corporate wardrobe allowance, health and wellness allowances, superannuation and associated life insurance and discounts on products and services from our preferred suppliers. All employees are also able to earn additional short-term performance-based bonuses.
Recognising that many of our people want to travel or study, we also offer Career Break. This initiative allows people to take up to one year as unpaid leave with the security of knowing they can return to their career.
More people have also taken up flexible working practices, such as working from home, shorter working weeks and part-time hours, to suit their lifestyles. This works for us too, and we’ll continue to encourage this to build and maintain a sustainable workforce.
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