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Engagement
People management
We have 8,000 people who manage others across the organization.
Managers play a critical role in creating an engaging work
environment,
and RBC invests in a number of resources to support them,
including:
- 360-degree reviews that provide managers at all levels
with anonymous feedback from their peers, direct reports
and their own managers so they can advance their personal
development
- Tailored employee opinion survey data from within a manager's
own unit so the manager can develop and review key action
plans with employees
- A monthly news flash with advice and information targeted
specifically to managers
- A series of online webcasts designed to help managers
and employees learn about various performance management
topics
- An online resource that provides coaching, information,
tools and forms
- A series of learning modules in our management training
program, enhanced in 2008 to target learning based on the
experiences of people managers and make it easier for managers
to access the program's resources and tools. In 2008, more
than 3,800 managers completed at least one of these modules
- Support material to help facilitate employee discussions
about what our new brand and growth strategy means for employees
and how it aligns to our business objectives. The CREATE
strategy embodies and simplifies our role - to focus on
serving our clients and collaborating with each other to
help clients succeed.
Employee opinion surveys
Our goal is to continue to be one of the top-performing companies
in North America. A large part of this success depends on
listening
and responding to our employees, and we have conducted regular
employee opinion surveys since 1981. We compare our survey
results with top-performing North American companies and
financial institutions and our own past results. We celebrate
our
successes and take action on areas for improvement.
2008 Employee opinion survey
In 2008, the response rate of our global survey was 70%.
Results showed:
- High levels of employee engagement and high Vision &
Values scores, up from the last full employee survey and
above the benchmarks
- Compared to other high-performing companies, we are significantly
above the benchmarks in all eight categories where we have
the comparison available
- More than 90% of those employees who responded report
that working at RBC has met or exceeded their expectations,
including over one-third who say working at RBC has exceeded
their expectations.
Top employer
In 2008, RBC ranked among the top 100 employers in Canada.
The competition, held annually by Media Corp Inc., profiles
organizations
with innovative programs that attract and retain talented
employees. RBC was also named one of Greater Toronto's Top
Employers. Additionally, RBC was again recognized in 2008
through
Waterstone Human Capital's Canada's Most Admired Corporate
Cultures award.
Information and education
RBC recognizes the importance of keeping employees informed.
In 2008, our initiatives included:
- The use of avatar technology to inform employees about
privacy and information security and to educate employees
about retiree benefits
- Online webcasts aimed at helping employees understand
careers at RBC and how to effectively manage performance
- A comprehensive internal website to help employees understand
what our new brand and growth strategy means for clients
and for employees
- A convenient and flexible quarterly audio broadcast,
featuring our President and CEO, to communicate progress
on strategic goals, financial results and key messages to
employees
- Brief video clips to provide employees with some insight
into how to manage a successful career. Topics include coaching
others, networking and mentoring, taking ownership of your
career, changing world of work, and generations at work
- Leaders' blogs to listen, respond and engage employees
in dialogue to deepen their understanding of the issues
and better align them to react quickly, effectively and
collaboratively to the needs of the day.
Employee concerns
RBC encourages open communication and the resolution of employee
concerns locally whenever possible. In addition, employees
with unresolved concerns may approach our Employee Ombudsman,
within the Office of the Ombudsman. This confidential and
impartial resource provides a way for employees to manage
and resolve workplace conflict through discussion, coaching
and mediation. In 2008, the Employee Ombudsman opened 968
cases from all RBC businesses and functions.
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