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Engagement
People Management
We have more than 9,000 employees 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, their 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 2009, more than 2,360
managers completed at least one of these modules.
Employee Opinion Surveys
Our goal is to continue to be a top-performing company. 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.
2009 Employee Opinion Pulse Survey
The Employee Opinion Pulse Survey was conducted in April
2009. This Pulse Survey is a smaller version of the full Employee
Opinion Survey and focuses on the priorities identified in
the 2008 global survey. Approximately 26,000 employees were
invited to participate. Results showed:
- High levels
of employee engagement and high vision and values scores,
consistent with the 2008 full employee survey;
- That employees
are proud to be a part of RBC, and that they support our
goals and objectives, showing an increase over 2008;
- 95% of employees
have a clear understanding of how their work contributes
to our strategy and business results;
- Employees
across business groups and locations are actively engaged,
optimistic and confident about the future, with 95% of the
employees confirming they have confidence in our strength
and stability through the challenging economic environment.
Top Employer
- In 2009,
we ranked among the top 100 employers in Canada. The competition,
held annually by Mediacorp Canada Inc., profiles organizations
with innovative programs that attract and retain talented
employees.
- We were
named one of the Best Workplaces in Canada for 2009 in an
annual study by the Great Place to Work Institute Canada
and The Globe and Mail.
- We were
named one of Canada's Best Diversity Employers and one of
the Top Employers for Canadians Over 50 by Mediacorp.
- U.S. Wealth
Management was named one of Human Rights Campaign's Best
Places to Work.
- We were
named to Canada's 10 Most Admired Corporate Cultures Hall
of Fame.
- Approximately
35% of the people we hired in 2009 were referred by our
own employees, through our employee referral program.
Information and Education
We recognize the importance of keeping employees informed.
In 2009, our initiatives included:
- A special
live webcast for employees eligible to retire to educate
them about retiree benefits;
- Online webcasts
and interviews with leaders aimed at helping employees understand
careers at RBC;
- Five information
bulletins to help employees make informed decisions about
their Total Rewards;
- A quarterly
audio broadcast, featuring our CEO, to communicate progress
on strategic goals, financial results and key messages to
employees;
- Our satellite
TV channel, available to more than 1,000 locations across
Canada. Employees were able to tune in to live interactive
(and taped) sessions with leaders and experts about what's
happening at RBC;
- 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;
- A robust
intranet site that provides all employees with up-to-date
news, popular links and market insights. It is also a vehicle
for employees to stay in touch with leaders through blogs,
messages and announcements.
Employee Concerns
We encourage 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.
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