Compliance with the  Future of the Work

Aksigorta employees:

• are free, flexible, agile, and productive. take initiative to reach clear objectives, and make their own decisions with confidence to find solutions. take responsibility of their output.

• build relationships based on trust and maintain them through dialogue and empathy. collaborate, learn from each other, and experience a culture in which they share their excitement with each other and feel a strong sense of belonging.

• have rapid access to all necessary resources, expertise and knowledge, focus on high value-added activities by utilizing technology, and as a result achieve self-development to help the company grow.

The total amount paid to all employees, including salaries, bonuses, overtime, and benefits, is TL 1,425,508,931.

Talent Management

Adopting an approach focused on attracting and developing talent with its 64 years of experience, Aksigorta operates in line with the goal of providing young talents with the best employee experience from recruitment onwards and offering development opportunities that will lead them to their best.
‍
Aksigorta collaborates with universities and organizes internship programs that focus on professional development. The company also designs and implements long-term, modular special talent programs, as well as periodic young talent programs such as IT Talent Camp, UW School specific to technical fields.
‍
Technology is used effectively to attract and select the talents that best suit the future of work, the culture of Aksigorta and the needs of the Agile world. The right candidates are assigned to the right positions through structured, competency-based interviews (either online or face-to-face), personality inventories, aptitude tests and development center practices.
‍
Aksigorta’s onboarding process, which is powered by digital tools, help new hires to quickly comply with and adapt to the corporate culture. One-on-one meetings organized as part of the business partnership structure support employee development by addressing career planning and performance issues. In addition, meetings are held with the management team to enable managers to develop appropriate solutions by focusing on the career and performance planning of their teams.
‍
The “I Recommend a Candidate” project, which was implemented through the synergetic efforts of the Human Resources teams of Aksigorta and AgeSA, is implemented in both companies and aims to increase talent acquisition and reach potential candidates more effectively in order to achieve growth targets. Employees taking part in the project not only receive support in recommending candidates, but also have the opportunity to receive rewards.

Learning & Development  

Aksigorta offers various programs through its Learning & Development team to meet the development needs of next-generation talents and leaders.
‍
Development programs are designed in which employees are able to access all resources, give and receive feedback, and learn from each other. Encouraging continuous learning through the use of technology, Aksigorta supports its employees in reaching their highest potential.
‍
Learning solutions include live training sessions, e-learning, online virtual classrooms, online learning journeys, seminars, and experience sharing meetings from subject matter experts.
‍
In order to support the professional and competency development of its employees, Aksigorta offers the Future Self program, which includes more than 20 content sections which employees can choose from according to their interests and requirements. Aksigorta announces the program contents to its employees on a yearly basis and offers development opportunities to all its employees in the areas they are interested in.

Within Aksigorta’s new Talent Management approach launched in 2023, a talent club called Future Club was established. The “Power Up+” development programs for Future Club members in managerial roles and the “Rise Up” development programs for members who do not have team management responsibilities are designed to help talents in both the Head Office and field teams get to know themselves, increase their inner motivation and develop their business or team management skills. These programs are specifically designed to prepare talent club members for their future careers.
‍
With the synergy of two strong partners, Aksigorta aims to ensure that its employees plan their careers in the best way possible and take solid career steps in an extensive network that includes Sabancı Holding and Ageas. To this end, a transparent career path map that supports rotation and talent development for all employees is offered with the motto “Your Career, Your Aksigorta.”
‍
Employees taking their first steps into their management careers at Aksigorta are supported through the Polar Star program, which is specially designed to equip them with strong leadership skills and provide them with the guidance that they need to effectively manage their teams. The programs offer a comprehensive and interactive experience to maximize participants’ leadership potential. One of the most important focal points of the program is to enable employees to overcome the challenges that they may encounter during their leadership journey and to gain a deep understanding of team dynamics.
‍
In addition, participants are provided with comprehensive training on interview techniques, which help them gain expertise in selecting the right team members and developing their skills. Through competency maps, it is possible to best evaluate the contribution of each individual within a team.
‍
Along with its Belgian stakeholder Ageas, Aksigorta prepares short and long-term career experience opportunities. Aksigorta provides career opportunities to its employees in conjunction with succession plans prepared across a wide area that covers Sabancı Group companies.

Nabız (Pulse): 360-Degree Feedback Culture

Aksigorta adopts a work culture where its employees can take initiatives to achieve clear goals, make solution-oriented choices, and are responsible for the value that they create by making result-driven decisions. In line with this understanding, a 360-degree feedback culture for all employees, regardless of their titles, was established with the Nabız (Pulse) mobile application, which was launched in 2019. Thanks to the Nabız (Pulse) application, employees have the opportunity to give and receive feedback whenever and wherever they want.

Social Clubs

Aksigorta organizes various events and activities to bring employees together and strengthen their social bonds. Aksigorta employees, who share common hobbies through social clubs for different interests, are encouraged to participate in arts and sports organizations inside and outside the Company.
‍
At Aksigorta, social clubs are organized under the scope of B-Happy. Employees socialize together and have a different experience with B-Happy’s many activities in different areas. Within this scope, tasting events, trips, hobby and kitchen workshops are organized with Social B-Happy; concerts, theaters, and museums are visited with Art-lover B-Happy. In addition, Sportive B-Happy, which is aimed to bring movement to life, organizes activities in many areas ranging from hiking to skiing, football to tennis, and provides tournament participation.

Holistic Health Activities

Aksigorta planned many physical and online activities throughout the year as part of wellbeing activities while B-Happy activities continued. This way, the Company supported the holistic wellbeing of its employees both physically, mentally, and spiritually.
‍
Aksigorta attaches great importance to voluntary participation in events and encourages its employees to participate in various projects carried out by Group companies as part of the Sabancı Republic Mobilization and Sabancı Youth Mobilization.

Aiming to improve the physical and mental health of its employees, AVİTA Psychological Support Line provides 24/7 support for their business and private lives. A newborn support program for women only was also implemented as part of the program.

Compensation and Benefits

Adopting a competitive and fair remuneration policy for its employees in the insurance sector, Aksigorta secures the social security and healthcare needs of its employees with appropriate benefits packages.
‍
Aksigorta follows a fair compensation policy and offers various fringe benefits to its employees. These benefits include advantages such as private pension with corporate contribution and life insurance.

Social security and healthcare needs of Aksigorta employees are guaranteed by AK Sandık, which offers a social security package that is much more comprehensive than a private health insurance. Thus, the employees always feel the support and contribution of an extensive network of contracted organizations and employee-oriented service approach and can easily use the services available through the AK Sandık mobile application.

Performance Management

As Aksigorta adopts a business culture that allows employees to take initiative and produce solutions to achieve clear goals, employees are empowered to make their own choices, make decisions with a result-oriented perspective, and undertake the responsibility of the outputs they produce. The Company believes in the developmental power of feedback. In this context, it is important for employees to constantly receive and give feedback for their development. The “Nabız (Pulse)” mobile app supports the 360-degree feedback culture and gives employees the opportunity to give and receive feedback whenever and wherever they want.

Based on the objective key results (OKR) management approach, Perfx is a transparent, flexible, and feedback-oriented performance management system that adapts to Aksigorta’s changing working models and manages performance evaluations. Employees can set, update and change their targets by using the performance forms open in the system throughout the year.
‍
Aksigorta Games is a performance and career management system designed for sales teams. Based on a club structure, the program aims to announce the success of the sales teams, support their skills, and give an opportunity to manage their own careers. The enrollment conditions and benefits of the four different clubs in the Aksigorta Games vary. Based on their performance, sales teams are admitted to related clubs and receive a variety of benefits.

You Are Beyond Awards  

You Are Beyond Awards stands out as an extensive recognition-appreciation and instant rewarding program where rewarding activities are gathered under a single roof. Under the scope of the program, rewards such as Classics, Success Stories and Surprises that serve different purposes are made. With You Are Beyond Awards, recognition-appreciation activities are extensively and successfully performed with remote working.

Sustainable Business Model

Aksigorta supports social responsibility initiatives targeted at society and environmental awareness. Aksigorta supports the participation of women in workforce and offers an equal and fair working environment for its employees with the awareness of gender equality. Aksigorta signed the Women’s Empowerment Principles developed by the United Nations Entity for Gender Equality and the Empowerment of Women and the United Nations Global Compact.

Aksigorta Employees Are “Beyonders”

With Aksigorta’s new employer brand identity “Beyonders,” all Aksigorta employees;

• are free to choose their place of work, can work independently, with flexibility and with agility, and they can be focused, productive and accessible,

• can take the initiative to reach clear objectives, make their own choices to find solutions,

• can make decisions with a result-oriented perspective and take responsibility for their output,

• may reach all resources, expertise, and information in the fastest way to advance themselves and their business,

• focus on work with high added value and valuable personal contributions through the use of technology and learning from each other by receiving and providing feedback,

• sustain a trust-based team relationship with mutual dialogue and empathy,

• stand out courageously, become excited together, and feel a sense of ‘belonging,’ as such, a work environment is developed together which protects the spiritual, mental, and physical health of the employees and which focuses on needs. As a result, the employee feels stronger, competent, and capable.

The Goal Is a Sustainable Future

In its corporate strategies, Aksigorta sets out its sustainability priorities for a better world and a sustainable future. Accordingly, the Company supports the society and its employees with initiatives specifically aimed at increasing risk awareness. Aksigorta strives to match its operations and policies with the principles of sustainability to achieve alignment with its all stakeholders in its sustainability efforts. The goal is to create stakeholder value through an environmentally friendly and sustainable business model that respect the dignity of all people. Aksigorta’s sustainability policy includes the fundamental principles and procedures designed to minimize the negative environmental and social impact of both its operations and its customers’ activities. At the same time, Aksigorta aims to maximize the benefits of such operations and activities in a sustainable way.

Agiland

The agile transformation process at Aksigorta, which started in 2017 with cross-working teams (Platform, CTFs) and IT-based agile project teams, has enabled steps to be taken towards the adoption of the agile working methodology across the Company, especially with the participation of business units in addition to IT development efforts. Independent evaluations in 2021 found that Aksigorta was ready for an agile transformation throughout its organization. Accordingly, an agile transformation plan covering the entire organization was rolled out and Aksigorta’s agile world was named Agiland.
‍
Agiland represents a new working order consisting of a set of agile values, principles, and practices. The Agile methodology is rolled out throughout the Company, including in HR processes, contributing to Aksigorta’s sustainable performance.
‍
People Tribe was established by transitioning to a new working order in order to maximize value creation in the Human Resources and Sustainability function. With an agile approach, People Tribe not only improves the processes of existing teams, but also focuses on continuous value creation by establishing strategy-oriented cross-functional teams.

The newly established Corporate Tribe is also intended to improve the processes of existing teams and to create continuous value with cross-functional teams through an agile approach.
‍
In the new structure, QBR events, synchronization initiatives and many other tribe rituals will be carried out with the OKR approach.