Areas of activity

Supporting employees

We want our employees to enjoy working here – for us and with us. This naturally goes hand in hand with an attractive and safe work environment. We are also investing in international education programmes and in the development of an occupational health management system – and we are always on the lookout for new ideas.

Förderung der Mitarbeiter

Our vision is to be the best integrated healthcare provider – wherever we are. We can only achieve this goal with motivated, satisfied and loyal employees. They are the cornerstone of our success and our most important resource.

That’s why we want to know if they enjoy working for us; we want to recognise their potential, develop their skills, and offer them career prospects and training programmes as well as a work environment that reflects our values as a company.

Figures at a glance

At the beginning of 2016, a total of 29,745 people in 26 countries were employed by the companies of the PHOENIX group – about 3 per cent more than the year before. The majority of them are full-time staff; 40 per cent are part time.

The highest number of PHOENIX group employees are in the United Kingdom (more than 6,300 jobs), followed by Germany (4,398) and Norway (2,931). Nearly two-thirds of our employees are female.

Breakdown of PHOENIX group employees by region

Satisfaction and dialogue

In order to create a work environment in which everyone is happy, we want to know: How satisfied are our employees? What can we do better; at the workplace and beyond? To find out the answers to these questions, we conducted our first international employee survey in 2015. Regular, structured employee reviews were held in almost all countries, along with a personal discussion with each employee.

Health and safety

Our employees can only feel happy and safe working for us if we protect their health and guarantee safe operating procedures throughout the entire company. Our quality management system plays a crucial role here because it ensures that all the national and European directives on occupational safety are complied with.

Our employees are regularly trained in all areas that are important for the protection of their health during their work. This not only covers first aid training and ergonomics at the workplace but also topics such as the use of machinery and other technical equipment.

Potential hazards are identified for all workplaces and avoided as far as possible by means of appropriate preventive measures. However, should any accidents at work occur, then we naturally report and document these in the same way as we do work-related illnesses.

In spring 2016, an agreement for Germany was concluded between the PHOENIX group and the Central Works Council, which defines far-reaching objectives for the promotion of health. The success of our measures is reviewed on a regular basis.

It sets out the following objectives:

  • To promote health and a positive working atmosphere
  • To reduce illness-related absences
  • To protect against hazards at the workplace
  • To implement preventative measures
  • To motivate employees to take an active role in issues affecting healthy workplaces
  • To continue to develop our employees’ health literacy
  • To develop or continue to develop a management culture focused on health

Competences and talents

In order to better understand which competences our employees should already possess and which ones we particularly want to promote, we have a developed a competency model. It is essentially based on the PHOENIX group’s corporate mission and takes into account the perspective of managers and customers. These competences are assessed according to criteria that have been standardised across the group – in this way we create transparency and comparability.

Managers from our own ranks: We want to fill senior positions from within the company wherever possible. This facilitates motivation and continuity, prevents the loss of knowledge, and strengthens the ties between managers and the company. Our goal here is to institutionalise a transnational plan, which will enable employees to pursue and develop careers that span the different subsidiaries of the group.

We believe our newly established talent management system will be an important driver of this development. It will define key positions and identify those employees who are eligible for fast-track promotion. The system will gradually be applied to the different management levels in all our subsidiaries – a targeted development programme will then prepare the specific employees for suitable management positions.

Education and further training

After making a good start, each employee should be given the chance to develop themselves even further: The PHOENIX group wants to attract young, motivated people and keep them in the company over the long term. Consequently, in Germany, we don’t just offer diverse entry-level opportunities such as internships, apprenticeships, and dual study programmes, we also take on the majority of our apprentices after their graduation – and continue to support and promote the development of these young people on a sustained basis.

For us, it is very important that, even when they are just starting their careers, our employees are able to see the bigger picture and get to know other subsidiaries by spending time abroad as part of their apprenticeship or dual study programme.

Strengthening managerial skills

Our support goes even further: Our measures address the specific needs of our managers as well as those of employees seeking leadership positions. We offer them a range of comprehensive programmes, in which they are given specific training and prepared for new tasks.

These programmes are arranged to suit the existing professional experience of the individual employees.

  • The “Junior Development Programme” (JDP) is primarily aimed at younger employees and teaches them the essential basic skills needed in their everyday professional life. Key subject areas include communication, working methods, cooperation, and self-management.
  • More experienced employees can participate in the “Management Development Programme” (MDP). Here, we impart the skills that are critical to leadership positions: team leadership and employee management, change management, strategic planning, and the basic principles of business.
  • Another large-scale, group-wide measure is the “European Management Development Programme” (EMDP), which is offered and conducted in cooperation with the Mannheim Business School and the Malik Management Zentrum St. Gallen. This 18-month programme has a transnational and European focus. It is practical and geared toward the needs of managers in our international company. For this reason, intercultural management and conducting negotiations are just as much a part of the programme as efficiency, strategic planning and finance.

CSR Report

Would you like to learn more about our latest developments in sustainability? You can find all the details in our latest CSR Report.

Find out more