a.s.r. insurance

What was the objective?

Asr’s recent merger with Aegon was accompanied by a large scale culture programme meant to create the conditions for employees to thrive in a new context. Civinc was asked to support this process, by offering a way to involve all employees in the conversation on the culture transformation, and better understand the employee sentiment.

What did we do?

Civinc was first piloted by the asr HR team, as part of an all-hands employee meeting on the culture transformation. In a physical setting, approximately 100 colleagues participated in a Civinc session. All employees responded to thought-provoking statements about workplace culture, were matched with an anonymous partner with a different view, and had the opportunity to safely exchange views.

What was the outcome?

The session gave all HR colleagues the opportunity to contribute to the conversation without bias, group pressure or social desirability. This resulted in authentic conversations between colleagues with different viewpoints. And because of that, it generated uniquely rich data insights on the prevailing sentiments of employees.

This was captured in a Civinc report that revealed in detail which arguments participants expressed, which ideas surfaced and, importantly, what the main differences were between different groups of employees. This report formed the basis for subsequent tailored culture initiatives within the HR department, informed by the insights of the session.

More than that, the session proved the stepping stone towards a large scale structural collaboration. After the pilot, Civinc was made available on an unlimited basis, resulting in tailored sessions, insights and recommendations throughout the organisation.