How much importance do you grant to monitoring the health of your employees, especially psycho-emotional health?
The Temenos HR team is fully focused on ensuring the best possible wellbeing and health for our employees. We have set up a strong support system across the company, allocating budget and resources where needed, and setting up clear processes and frameworks to enable our employees to be healthy at all levels. We also train our people managers to be ambassadors of a positive employee experience. All these programs reflect our strong, ingrained company values of care, commit, collaborate and challenge.
What benefits do you offer employees to motivate them to be truly involved in the success of the company?
We believe employees work at their best and are most motivated when they have the flexibility to work in the way that suits them best. The best benefit we give them is this flexibility, granting them the time required to deal with whatever situations life throws at them. For instance, we accommodate several types of leave, such as family care days and recharge days. These benefits are available to all employees globally and allow people to feel rested and more productive. Along these global benefits, we also provide customized benefits to support health, wellbeing, and engagement, which vary in each geography.
What are the ways in which you evaluate the performance and engagement of your employees?
On an annual basis, we conduct a company-wide, anonymized employee engagement survey. The key metrics we track are overall engagement, confidence in the future of the company, and intention to stay at Temenos. There is a known risk around the talent shortage in IT, therefore retaining talent is a key focus area at Temenos.
On a more personal level, each employee also receives an annual performance review, in which their manager shares feedback on their annual performance, as well as opportunities for future growth and development. All of this is tracked through our central management system and follows an employee’s journey at the organization even if they change roles. As well as annual reviews, we also encourage quarterly check-ins to allow for more frequent feedback exchange between managers and employees. This helps in addressing any issues or concerns promptly, rather than waiting for an annual review. It also allows for recognition of achievements and progress more regularly. While regularly check-ins contribute to building stronger relationships between managers and employees, this is also a time to discuss employee development plans, identify areas for improvement, and provide support or resources needed to help employees grow in their roles.
What are the main challenges for 2024, in terms of your activity / human resources department?
Our team has a clear focus for 2024, and we are planning to address a number of challenges and opportunities this year, including hybrid working, global and local benefits, wellbeing, integration of AI, psychological safety, and Diversity Equity & Inclusion.
From a holistic perspective, we are actively looking to make key improvements to the Employee Experience (EX) at Temenos. We believe that by creating a positive EX, we can drive increased engagement and productivity across the business. A few areas of EX we are working on are systems and processes, internal career growth, and manager training, as we recognize the huge influence that management can have on teams at work.
By investing time and resources in these areas, we expect to see improvements in employee retention and overall employee satisfaction, which should reflect in our numbers at the end of the year. As a technology company, we are also exploring use cases where Artificial Intelligence could support with automating manual processes and improving the efficiency of the HR team to allow our people to focus on tasks which add more value to our employees.
